Learn how to debrief your candidates and hiring managers to get specific details that will help you fine tune your search, and place more of your recruits.
- Have you ever thought you had the perfect candidate…only to have them screened out in the initial interview?…You then wonder who to present next,…because quite frankly,…you sent in your best candidate first.…When you debriefed your candidate,…they were confident they could do the job.…They were very interested in the position,…and thought the interview went well.…They said there were no areas of concern.…Then, you talk to the hiring manager,…and now you're wondering if they were in the same interview.…
It's essential to get specific feedback…from your hiring manager after every interview.…It's not enough to be told the candidate wasn't a fit.…You need to know why your candidate was screened out.…You can't fine tune your search process…if you don't know what you missed.…Many hiring managers say they don't provide…detailed negative feedback…because when they do recruiters get defensive.…It's important for you to realize that…it's not your job to agree or disagree…with your hiring managers.…
Your job is to determine exactly what type…
- 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.