THOUGHT PROCESS & BACKGROUND

By no means am I a professional recruiter. In fact, I applied for some Recruiter positions, got an interview, but no offer. Sighs. Tough love. Now, does that stop me from practicing recruiting to some degree? Hell no.

Presently, I am engaging in multiple roles with LTEMP-mobile accessories start-up company- and as an expanding company with little manpower, someone is responsible for bringing in more talent- yours truly.

My recruiting method and thought processes were forged out of the many interviews I engaged in within the last few months and tons of Googling, online research, and consulting mentors who hold reputable professional careers.

Hopefully this post will be a great resource for those individuals who are in the same position as me. Yes. Your welcome. Moreover, I know this might not be industry standard, therefore, I am open to constructive feedback and tips on improving.


RECRUITING PROCEDURE OUTLINE 

  1. Prepare Job Ad
  2. Post Job Ad on Job Employment Websites (Craigslist, Indeed, MightyRecruiter, etc)
  3. Find Qualified Candidates Recruitment/Job Employment Websites (Indeed, etc)
  4. Research Candidate (LinkedIn, Facebook, other social media, etc)
  5. Email/Call candidate to schedule an initial phone interview
  6. 1st Phase: Phone Interview 20 minutes
  7. 2nd Phase: In-Person Interview 30mins – 1 hour
  8. 3rd Phase: 3 day test trial (This phase might not work for all companies)
  9. Final Phase: Employer and Candidate makes Offer/Decision

PREPARE JOB AD

Succinctly put, the job ad should contain crucial information in a highly organized and easy-to-navigate presentation. This would involve clearly titling segments, using bullet points, etc.

View my example

LTEMPSalesManager

POST JOB AD ON JOB EMPLOYMENT WEBSITES

Generally, look for websites that provides free services. However, those free services produce slower results. You get what you pay for when posting job ads on Indeed, Cragslist, and other paid-service recruitment sites.

FIND QUALIFIED CANDIDATES FROM RECRUITMENT/JOB EMPLOYMENT WEBSITES

Typically, this approach is the practice of professional recruiters. This would involve initially sending the prospective candidate an email or even cold calling them (rule of thumb is to send an email or connect with them using social media prior to giving them a call) This would involve searching through a list of resumes on Indeed, LinkedIn, or even Facebook, etc.

EMAIL/CALL CANDIDATE TO SCHEDULE INITIAL PHONE INTERVIEW

As mentioned above, ideally its better to prep the candidate for the initial phone conversation. Normally, this is done via a short 5 minute phone conversation followed by an email with detailed instruction on how to prepare for the interview or one comprehensive email should also do the trick and skip the 5 minute phone call.

1ST PHASE: PHONE INTERVIEW 20 MINUTES

The purpose of an  initial phone conversation is to ask crucial questions that would determine if it would make sense for an in-person interview. The goal is to qualify the candidate in order to see if they match the job description and is a potential fit for the position.

  1. Can you please give me a 1 minute self-introduction?
  2. What about the job description made you apply for this role?
  3. Can you summarize your previous job experiences and how it relates to the Sales Manager role?
  4. How do you keep yourself organized?
  5. What are your recent accomplishments or stories of success?
  6. What is your dream job in the next 5 years?
  7. Who do you think are LTEMPs competitors? 
  8. Role Play: (LTEMP staff) I am a cellphone repair store employee. (Candidate) How would you/what would you sell LTEMP products to me?
  9. Why are you looking for another job and where have you been applying to?
  10. What is your salary expectations?
  11. Do you have a reliable car and valid driver’s license? Do you live in San Francisco?
  12. What is your availability for an in-person interview?
  13. Do you have any questions for me?

2ND PHASE: IN-PERSON INTERVIEW 30 MINUTES TO 1 HOUR

Ultimately, an in-person interview is crucial because this gives both the employer and prospective candidate an opportunity to connect and interact in real-time. Additionally, the in-person experience will allow both parties a better feel of whether the company culture and position are mutally a good fit. The following are potential questions I would ask my candidates during an in-person interview:

Candidates Career Development

  • Summarize your career to this point in 1 minute? (Purpose: test communication skills/confidence/time management)
  • What personal or professional accomplishments are you most proud of? Why? (Purpose: Understand what motivates the candidate, insight to their professional development, and what they are possibly looking for in the future)
  • How does this opportunity align with your future goals? (Purpose: Disclose whether the position and the candidates overall expectations/goals are a right fit)

Interest in Opportunity

  • What about LTEMP that sparked your interest? Why LTEMP and not another company? (Purpose: To gauge whether candidate did research/prepared/serious about job)
  • What about this opportunity attracts you? (Purpose: Examine whether the candidate resonates with the nature of the opportunity and the overall nature of the company/business)
  • What would prevent you from accepting this offer? (Purpose: Allow the candidate to address his/her concerns about the position and allows the company to see if they can provide solutions/accommodations to their concerns)

Personality, Work Ethic, Abilities & Skills

  • What do you believe you can contribute to LTEMP? (Purpose: see what skills, knowledge, expertise he can provide to the company)
  • Describe a time when something went wrong at work and how you dealt with it? (Purpose: Learn how candidate handles real-life pressures/conflicts and test problem solving skills)
  • Tell me about a favorite project you worked on and why it’s your favorite? (Purpose: Provides further insight on candidate’s capabilities,  accomplishments, and responsibilities)
  • What motivates you? (Purpose: To determine what drives the candidate to perform, i.e. money, passion, etc)
  • How would your boss/colleagues/friends describe you? (Purpose: understand candidate’s strengths and weaknesses from a 3rd party perspective, provides insight to potential working relationship with candidate)
  • What are your strengths and weaknesses? (Purpose: Examine how the candidate honestly analyzes/views/deals with their shortcomings and talents; look for how they address/remedy their weaknesses; observe how the candidate explains their potential shortcomings of their strengths or potential strengths in their weaknesses)
  • Any experience with CRM software? How do you organize your sales operations? (Purpose: Test their technological competence and their organization skills)  
  • Describe an experience where you had to exhibit leadership skills? (Purpose: Determine if the candidate is able to lead a Sales Team)
  • What is your salary expectation? (Purpose: Clarify both parties expectations of compensation)

3RD PHASE: 3 DAY TEST TRIAL 

I feel that this approach would work well for a sales related position. Sales is not easy. Sales is the business of rejection. Therefore, prospective talent need to be resilient, long-suffering, and self-driven/sustaining. This phase allows the candidate to experience the job and think about the position for 72 hours before making any commitments. This would reduce potential turnover and increase retention.

  1. What do you like about the job so far?
  2. What potentially difficulties do you foresee?
  3. Would you be able to commit to at least 1 year?

FINAL PHASE: EMPLOYER AND CANDIDATE MAKES OFFER/DECISION

Ideally throughout the entire recruiting process-phone interview, in-person interview, and 3 day job trial- both parties will know if it would make sense to continue forward.


4.pic