Working on the wrong jobs will end up costing Recruiters a lot of money. There are, however, several key selection criteria the Recruiter can focus on to determine the priority of the search, Below are several key criteria to be analyzed for determining the priority of the search. After each criteria, an example client response is indicated which helps to classify the priority.
Priority 1 Job order is worth a full scale search effort.
Priority 2 Job order is worth a “file search”.
Priority 3 Job order may not be worth working
Where are we catching the client in the search process?
- Priority 1 Response: “This position has been open for a few weeks; we’ve looked internally and have utilized all internal resources. After all of this work, we have no one. We need to complete this search within the next month or our project will fall way behind.”
- Priority 2 Response: “We have advertised and are currently reviewing resumes. We received 100 resumes and only about 3-5 look like possible “fits”, but, we’re not real comfortable with the group of responses. We also have contacted 2 other search firms and requested their assistance.”
- Priority 3 Response: “At this point, we are just beginning the search. We are gong to go through the internal channels, post to our job boards and send out to our five other agencies.”
Why is the position open?
- Priority 1 Response: “Because of a resignation of one of one of our key performers”
- Priority 2 Response: “Newly created position” Note: need to know why created, this could be a priority 1 if created for the right reasons.
- Priority 3 Response: “Well, it’s not really open at this time, but we have someone that is not working out in the role” or if we find a “superstar” “we would attempt to get approval to hire.”
Are there any candidates currently under consideration?
- Priority 1 Response: “We have no one and don’t know here to turn.”
- Priority 2 Response: “Yes, we have 2 candidates that we could hire, but they really are not what we’re looking for.”
- Priority 3 Response: “We have 1 candidate coming in for a third interview and 2 backups that have strong credentials as well.”
What have been the results of other recruiting efforts?
- Priority 1 Response: “we tried some advertising and generated no one. We even spoke to a couple of search firms but I think they are busy with other assignments.” Note: dig into the why and prepare to be consultative
- Priority 2 Response: “we are using 1 other search firms and have interviewed a couple of their candidates, but as of today, we are not going to hire anyone who has been presented to us.”
- Priority 3 Response: “Our posting responses have been great, it appears there are several good candidates.”
What is the degree of urgency to fill the position?
- Priority 1 Response: Pay special attention to the client’s tome of voice here. Look for clues that verify urgency. “We must have this position filled within the next 30 days. If not, we will begin to lose business.”
- Priority 2 Response: “The position is open and we could fill it immediately if we have the right person, but, we are not going to hire just anyone.”
- Priority 3 Response: “It is not urgent, yes we’d like to get it filled but we can wait for the right person”
How long has the position been open?
- Priority 1 Response: “It has been open for a few weeks and we need to get it filled before too much more time passes.”
- Priority 2 Response: “It has been open for several months, unfortunately we just haven’t seen the right candidate.”
- Priority 3 Response: “It just opened” or “It’s been open for 12 months.” Note: if recently open, understand where they are in the process.
How cooperative is the client?
- Priority 1 Response: Very cooperative, returns telephone calls and emails immediately
- Priority 2 Response: Somewhat cooperative but some delays in the process, feedback takes 1+ week
- Priority 3 Response: Client never returns telephone calls, usually unavailable and uncooperative
Will the client extend a competitive offer?
- Priority 1 Response: Yes. Has a history of extending offers of significant increases.
- Priority 2 Response: Pays market competitive rates but, generally won’t pay above market even for the best candidates.
- Priority 3 Response: Below market compensation.
Recruiter’s must qualify each job order using, at a bare minimum, the about criteria. It is possible that a job order can be a priority 1 search even though all criteria are not qualified with Priority 1 responses; this comes from the judgment of the recruiter.
The objective for the Recruiter is to work primarily on Priority 1assignments and hopefully turn Priority 2 and 3 assignments into a Priority 1.
Trackbacks/Pingbacks