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Full Service Recruiting | Partial Recruiting/Resume Screening | Interview Tips | General Tips |
Get the most from your Recruiter |
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We do recruiting the old-fashioned way:
cold call recruiting and networking! We don't feed you
resumes from those search database services. |
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Every candidate you receive from Hiring
Solutions, Ltd. will be a candidate we have met and
talked with, and determined that they fit not only the
criteria you deem necessary for your position, but match
your company culture as well. |
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We do extensive reference checks. If you
have specific areas of concern, we will address those
for you and present them prior to any offer of
employment. |
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We administer any testing you need. If
you use industry-specific testing, personality testing,
or anything of that nature, we will be happy to
administer those for you as part of our service. |
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We also provide basic computer skills
testing through Qwiz® Testing Software. |
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Interview Preparation. Most employers
need help with this, but aren't sure who to ask. We will
help you! | |
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This value-added service has proven to
be the winning addition to our menu of services.
As the hiring needs of our clients respond to
this ever changing economy, recruiting has moved
in a new direction. This service is "partial
recruiting"- different levels are available.
This serves our client by reducing the costs
associated with recruiting for the basic positions
*specialty positions will require full service
recruiting.
Basically, we will do any of the following
at an hourly rate of $100 per hour: write a
job description for you to run wherever you
desire- having responses sent to us rather than
to the client, review the responses of the ad-maintaining
the client's confidentiality, prescreen all
of the candidates, gather basic candidate information,
arrange interviews, etc. This differs from full
service recruiting in that we rely on your sourcing
of candidates, and we neither meet nor reference
check the candidates. | |
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| Interview Questions you may want to ask: |
Tell me about yourself (it really means: Tell me about
your qualifications- on a professional, rather than personal,
note. A good path for a candidate to follow is: start with
education, briefly highlight their career, and then briefly
note their hobbies, etc.- this adds depth to character, and
allows you to see a well-rounded individual).
What do
you know about our industry/ company (They should at least
know the basics: private or public, location of headquarters,
recent newsworthy events, etc. They may not know stock prices,
number of employees, etc.)
Why are you currently
looking-what are you looking for?
What are your career
goals for the next 3-5 years? (This question makes most
interviewees nervous; listen for the generalities of the
answer. The chance is slim that they will be an exact match
with your goals).
What motivates you?
What
de-motivates you?
Describe a time when you had to work
on your own in a hectic environment, without a lot of help or
guidance…
Tell me about a complex project you have
worked on?
Tell me about a time when you had to work
with someone you didn't like… (you are asking this question to
see if they are able to identify and solve
problems).
Tell me about a time when you had to get an
idea accepted by others…. (you are asking this question to see
if they have leadership abilities).
Tell me your view
of customer service?
Tell me about how you schedule
your time during the work day? (you are asking this question
to see if they have the ability to develop goals and then
develop plans to achieve these goals).
What is your
biggest weakness? Strength? (remember: no one is perfect.
Everyone makes mistakes and has weaknesses. A true performer
learns from every mistake, and realizes the positive outcome
of the mistake).
Describe your style of learning (hands
on management…show me once and leave me alone
etc.)
Tell me about a recent assignment that required
you to work under extreme pressure to complete the
assignment.
What kinds of decisions are most difficult
for you?
What kind of a worker are you?
Why do
you think you will be a fit for this position?
What
interests you most about this position?
Why should I
hire you? Why do you want to work for this company?
Why
did you leave your previous position? (you are looking for red
flags. Generally, but not always, money is not a strong reason
to leave a job-unless it is a significant amount with
extenuating circumstances)
What did you like most/
least about your previous position? Your previous supervisor?
(you are looking for positive attitude and professionalism. A
true professional will not say anything derogatory about a
current employer. However, there is generally some
dissatisfaction or they would not be looking for a new
position).
What will your current supervisor say about
you?
What is your current salary? (you are looking for
base, and then any bonuses, profit sharing, vacation time,
etc.)
When are you available to begin
work?
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| Questions you should NOT ask: |
| You should not ask any question that violates the
protected classes: Race, Religion, Sex (including pregnancy,
childbirth, and related medical conditions), Marital Status,
Handicap, National Origin, Age (over 40 in Ohio), and Familial
Status. |
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- Determine what criteria is REQUIRED for the job,
and what is DESIRED. Make a list, and try to stick
with it. Every candidate will have different qualities
to offer.
- Trust your instincts! Sometimes character and
culture fit will outweigh the skillset; skills are
more easily trained and attained than character and
culture fit....
- Treat all candidates equally. Treat all candidates
with respect- they will talk about you when they
leave, either positively or negatively....
- Get to know the candidate. That is the purpose of
the interview. Make the interview a conversation, not
an interrogation.
- Provide all candidates literature/ information
about your company.
- Tell the candidates as much as you can about the
position, the company, the employees, etc. Give them
information required to make an informed, intelligent
decision.
- Get the Candidate EXCITED about your company and
opportunity! While it is true that there are a lot of
candidates in the marketplace, there is still a select
group of the best! You need to attract THAT crowd.
- Provide feedback, good or bad, to your recruiter
about each candidate.
- Use Your Recruiter! This relationship will prove
to be one of the most valuable vendor relationships
you have!
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| You've decided to use a recruiter. You are making an
investment- get the most out of the service! Every recruiter
is different; determine the "rules" up front: |
- Make sure you and your recruiter are on the same
page as far as the job description and salary range.
Is your salary range competitive with the marketplace,
and realistic based on the required skills?
- Discuss not only the tangibles, but the
intangibles (personality, chemistry, etc.)
- Determine an interviewing process: How many
interviews will be conducted? Who will be conducting
the interviews?
- Determine a time line: when will first/ second
interviews occur? How long after interviews until
offer is extended.
- Will you extend the offer, or will the recruiter
extend the offer? Make sure you are both aware of the
offer before it is extended (remember, the recruiter
will know the inside scoop on the candidate; use that
to your advantage!!)
- Who will prepare the formal offer letter? Both the
employer and recruiter should receive copies of the
offer letter.
- Maintain constant communication with your
recruiter! Expect prompt return calls, and return this
courtesy!
- COMMUNICATION! A recruiter should function as an
extension of your company; treat them as such, and
expect the same. If you have a problem with the
process, discuss it. If the candidates are 'missing
the mark', let the recruiter know- why waste time? If
you are considering other candidates, let the
recruiter know this. Disclose the TRUE salary range-
recruiters are trying to help you- LET THEM!
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