With that said, I hope each person working in this crazy career filed we call ?Recruiting? never forgets just how truly valuable we are to the overall success of each company we work with. Again I must say this article was very insightful and I would like to thank the author for sharing it with the rest of us recruiters.

Sincerely,
Chris

Next, your second question goes right back to your first question. How do you get the applicant to not only show you they are interested, but follow through with posting their resume online? When I say it goes back to your first question, I mean you must build interest in your company. Standout among those all gathered at Heinz Field to pass out free stuff and have a great lunch. Be someone who is walking out to prospective candidates and asking them what they are looking for and not just simply waiting for them to walk up to your booth. Show them you are interest in sharing your company’s exciting opportunities and if they listen and show interest by posting a resume online great. And if they don’t – then so be it!

Remember, in recruiting we all must deal with rejection from candidates. The only things you can do are keep trying and never give up promoting your company and do it with enthusiasm!

Good Luck,
Chris

As usual, you are absolutely right, and I love you for keeping us straight here. I like to think personal attacks wouldn’t phase me, and a call from ERE apologizing for some profanity that got attached to my title (?) didn’t, but the kind apology (from Todd) was genuine & heart-felt.

Even your ‘police-like’ activities are appreciated, unless they (some might fear) censor expression. But of course there are many who don’t particluarly like the police (unless they need them). Articles might become too burdensome if they had to add disclaimers, endless explanations, etc. Even Rookies will be able to discern the truth here (augmented with your help, of course). I often skim articles, but learn from the responses, especially yours.

Finally, I aplaud you for your hobby (or passion?) – talking about ethics. Mine, a newsletter, was the one during the Middle East crisis projecting $2-2.50 gas within a mo. & a record Dow vs $4-5 & a recession most others were fearing.

Namaste,
Jon

Here are some others that are big ones – Some of these are factors that can stop the best placement from happening if they are not discussed upfront..

VERY IMPORTANT — do you have a non Compete!

Is there anything that can delay a rapid relocation?
Is there Geographical Preferences?
When would you be available for employment?
What companies would you prefer not to work for and why?
Are all records of education, licenses and training seminars you have attended documented on your resume with dates
***** Is your resume accurate? In lieu of a background check?
*****Are you prepared with your list of references? And what will they say about you?

Howard,
I am just getting caught up on my reading here at ERE…and I thank you Howard, for an excellent article. (Nice to read an article about concrete methods for a change here on ERE!) I already hit most of these questions with my candidates, but you have provided some more details that I think will help me further.
I do have two things that I would like to add:

1. Is there anything that would prevent you from accepting this position if the compensation and the responsibilities were what you were looking for? (this could go back to asking about interviewing elsewhere, but also it could help them open up to some other issue that wasn’t obvious) This could be considered perhaps a corollary to what does it take to close the deal, but I am surprised how this question gets some candidates to open up even further.

2. How much notice do you need for a personal or phone interview? This can be HUGE if you have a candidate that needs a few days or even a week to clear their schedule. You want to be upfront with the hiring manager if your candidate isn’t able to interview with a few hours or even a day’s notice.

Maybe these two last things are so obvious that it goes with out saying that most other recruiters ask. But I have personally known quite a few that didn?t?so might as well speak up now. =)

1) Get to know your candidate in 2-3 minutes – which are the most important questions in this scenario?

2) Engage the job seeker to provoke the reaction you need, which is to see that candidate’s resume posted ONLINE in the next couple of days?

Thank you,

Carla Leininger

The other question is more for housekeeping, but asking about how soon a candidate can start after accepting an offer usually gives insight into scheduled vacations, requirements to give more than the standard 2 weeks’ notice, etc. The longer the time between giving notice and starting, the higher the odds for no starts and counter offer acceptances.

Bottom line – the recruiter is the expert talent scout with full responsibility for knowing the whole story. When we do this, we add even more value for our clients.

Thanks so much for sharing such valuable info with the ERE recruiter family.

Outstanding as always!