Your candidates have inside information about their past employers. Learn what information is relevant, how to obtain it, and, most importantly, how to use it.
- Think about how much inside information you know…about the places you've worked.…Now think about how much you can learn from candidates…about their past employers.…Imagine the value of having this insight…before you reached out to a prospective company…to sell your services.…That kind of information is priceless,…so let's talk about what information is relevant,…how to obtain it, and most importantly, how to use it.…
It all starts with having a thoughtful interview process,…and how you think about the information candidates share.…As you're interviewing, remember, you want to know…as much about the companies candidates have worked for…as you do about the candidate.…You want insights about the type…of candidates a company hires.…So ask every candidate for detailed information…about the positions they held.…Have them break down their responsibilities into percentages…so you have a clear picture of the job they did…for each company, and the skills required.…
Then determine the type of candidate you should market…
- Recognize three ways in which Google Alerts can help you research targeted companies.
- List three strategies used to identify potential hiring needs.
- Determine a candidate’s needs and expectations by examining information about their previous employer.
- Name the five objectives of effective recruiting presentations.
- Explain the process of preparing a candidate for interview.