As an independent recruiter, undoubtedly you’ve been presented with positions so exclusive there is an expectation that only a select group of candidates with a rare skill-set will be able to fill them. These positions are often open for months on end because the hiring manager is so particular about what they are looking for. Understandably, they take a bit of time and some major elbow grease to fill.
Let’s make sure, though, that you aren’t confusing one of these exclusive positions with a position that can be filled more easily by asking the right questions. Below is a list of questions for the hiring manager that may be useful when starting your search for the perfect candidate:
1. Ask for the profiles of current and past employees.Are there any current employees with similar profiles you can share with me? What was the profile of the last person in this position? What were the positives? What were the negatives?
2. Draw the lines of flexibility. What are the required skills and educational background? If the requirement is an MBA in Actuarial Science, will you accept a master’s in actuarial science? If the requirement is a Bachelor’s Degree with 5-7 years experience will you accept a Master’s Degree with 2-3 years experience? What is the minimum educational requirement?
3. Describe a day in the life. What is the typical day? What are the day-to-day activities? How often are they required to travel? What other departments do they frequently work with? Who do they work with directly? Who do they report to?
4. Define the transition. What are the short and long term objectives? How can a candidate expect the position to change over the next year? Do you expect the job description be the same 2 years from now?
5. Discuss targets. Are there competitors who might have this candidate? Do you have anyone in mind right now?
6. Be culture sensitive. If you are a global recruiter speaking with a hiring manager in a country with an unfamaliar culture, be sure to ask lifestyle questions. Work schedule? Are there any technology restrictions the candidate should be aware of? How will the culture affect their family? Read the rest of this entry »
As the global economy rebounds from the depths of the Global Financial Crisis it seems recruitment businesses are poised to return to the days of a talent short market. Even in the worst days of the recession, there were employers with job orders for tough-to-fill openings. Those tough-to-fill openings are now being joined by the merely difficult to fill as well as the roles that are always being filled. This makes recruiting and starting a recruiting business look appealing to many who chose to wait until now to take the risk of starting a search firm.
