So, I shared with you the elements that make your talent pool good – what will stand out and those that will act like gold candidates. It’s important that you work towards building the right portfolio of people. We can all be busy at this time with candidate work. Are we working with the right ones that help us to increase the fill rate of our jobs? Are your candidates ambassadors of your recruitment skills?
Review your candidates – temps out, contractors working, perm candidates in process and your hotlists of good candidates and complete this assessment.
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How good are you and how do you know?
Remember – If you want to attract the best candidates then you need to have the reputation of being the best recruiter. Gold candidates want to work with gold recruiters. What testimonials, recommendations and thanks have you had this month? How well do you engage, communicate and disengage candidates?
Poor Excellent
How good is your capability assessment?
Remember – The quality of your assessment will help you find the evidence to prove your candidates are good. Look at the emails and cover sheets you’ve used. Think about how you’ve sold in a candidate. Are you relying on adjectives (strong, skilled, accomplished, exceptional, talented, hard-working)? What is the evidence? (because, as demonstrated by, proven with) I advocate PEEing on your client – Point, Evidence and Explain. Are you screening or truly interviewing for capability? Does tenure still figure higher than achievement in your candidate sell?
Poor Excellent
Motivation and Fit – Are you assessing it fully?
Remember – How well do you know what your candidates really want? What are their drivers and goals? How consistent is your referencing on the phone? Your investigation of concerns and susceptibility to counter offer?
Poor Excellent
How well do you sell the job?
Remember – Your attitude rubs off on the candidate. How upbeat and positive are you? Do you create a compelling sell? Are you caught up in the language of “just” and “only”? What do you use from the client to increase attraction?
Poor Excellent
How well do you assess the potential threats to placement?
Remember – Your threat assessment is driven by the ecology of the candidate. Are you sure they’re not looking at anything else? Could they get an extension on this contract? Go perm on their current temp job? Take a counter offer? Decided to stop looking or take another role? Are you staying close to them to keep up to date with new threats?
Poor Excellent