Learn how to determine if any strong external or internal candidates are being considered, and, if so, how to position your candidate as even stronger.
- Think of all the time you've wasted…working on requisitions that were filled without you.…Think of all the work you did,…only to be told the job was filled before you submitted…even one qualified candidate.…Well, I'm going to share three things you can do…to help avoid wasting all that time and effort.…The first thing to do when you accept a requisition…is to ask how many candidates are already…in the interviewing process.…This will help you determine if any strong external…or internal candidates are being considered.…
You don't want to waste your time focused…on a specific requisition if your candidates…are only going to be comparison candidates…used to justify hiring someone else.…Then, you need to delve deeper.…It's not enough just to know that there are candidates…in the process.…Ask questions to reveal if any of these candidates…are strongly being considered,…or is even close to an offer.…When you ask about their level of interest,…quantify the answer by using numbers.…
Get specific, ask, "on a scale of one to 10,…
- Define minimum requirements for each position.
- Identify unique selling points to peak the interest of potential employees.
- Determine the number of candidates being considered for a position when you accept a requisition.
- Explain a helpful strategy for determining the best hiring targets.
- Recall a strategy that will help you book all of the candidates you present to hiring managers.