Specialized Recruiter Training
Author: Brian Jackson, Division Vice President Woodjobs
The following is a description of what to do, what we expect, and a number of responses that have been successful for this company over the last three decades. We will provide you with an “outline” to align the candidates’ skills, experience, and preferences to help secure them an interview. It is your responsibility, as the interviewer, to determine if they are qualified, industry-related, and a good fit for our clientele. If anything is off (or does not make sense) in any aspect here in the following, it is your responsibility to take note of it and communicate this to your manager.
Make sure you have received your login and password from your Manager for Ceipal & RingCentral.
B. And your Manager has also set up your Outlook email account.
1. Create your signature with your company’s ID using the Manager’s signature as a template.
C. Make sure you understand that TODAY you will be making calls, talking to real candidates, and assisting them in employment searches in their given industry.
1. If you are not sure about making calls today, then just ask your trainer about this.
D. Confidentiality: When you are talking to ANY candidate, you NEVER tell them the name of the hiring company until we get to the interview stage, which will be handled by the account manager.
1. This is our policy, and we do not disclose the hiring company’s name or the names of their previous and/or current employers.
2. Express to the candidate that the only time any of their employers will know they are searching is when the candidate volunteers any information to them.
3. Ask the trainer for an example when they are available to do so.
4. Also, see section I under Phone Call Dialogue below for further instructions.
E. We do not charge the candidate – we invoice the hiring company ONLY.
1. This is our policy, and we do not disclose the hiring company’s name or the names of their previous and/or current employers.
2. Express to the candidate that the only time any of their employers will know they are searching is when the candidate volunteers any information to them.
3. Ask the trainer for an example when they are available to do so.
4. Also, see section I under Phone Call Dialogue below for further instructions.
E. We do not charge the candidate – we invoice the hiring company ONLY.
1. Explain to the candidate that all we need from them is their time, information, and honesty.
2. The fee we charge does not come from their salary and is in no way affiliated with or affects their gross or net income.
F. The candidates will ask you where you got their information*. We DO NOT tell them where we got it for a few reasons.
1. We do not want any company to know how we operate or why they need our service, right?
2. They could tell the hiring company exactly what we do and where we find our people – again, no need for our service.
3. THE BEST ONE – we get them hired, and then we want the candidate to come to us for more people in the organization, plant/facility, and/or department.
4. When you tell them, you give away our secrets – DO NOT TELL the candidate where we found their information.
a. You can tell them *“we search multiple resources to source top-level and industry-skilled individuals like you for highly specialized positions like this one for our clientele”.
b. This boosts their confidence and hopefully garners some attention from them for you!
G. There are a multitude of scenarios that will come up with candidates and clients – the best thing to do is to ask questions when something out of the norm surfaces.
1. Do what you can while you have them on the phone. Perhaps ask to put them on hold for a few seconds, then inquire with your manager/trainer, or inform them that you or your manager will get back to them with the answer or address the concern they’ve raised.
H. WE DO NOT “CHERRY PICK” candidates to call. If they are on your Planner, then you call them!
1. As a rule, you call the 1st level candidates (with a company and/or job attached) first, then move on to the 2nd and then the third.
2. Unless special instructions are given by one of your managers for a specific job, company, or candidate(s).
a. Then, return to the 1st level again until the candidate is placed in a new position with WoodJobs!
I. Make sure you do not ask about discriminating factors/items: The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.