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2) Determine the must have skills and experience, or whatever is mission critical for the position you are trying to fill. Also note the secondary and 3rd level needs of the position. It is going to be some combination of the above that will meet the needs of the Client.
3) Start your search for candidates in the market local to your Client first. If you can eliminate the relocation variable, all concerned will be better off. (And in the current market companies are less inclined to pay relocation expenses). But chances are the reason why you have the job order in the first place is because your Client has already tried to find the candidate in the local market and has failed. (By the way, as part of learning about your Client, do ask what they have done so far to find the candidate. Look at their ads. Their problem could be as simple as a poorly written or misdirected ad.) Search your company's database of direct hire, temp-to-hire (if you have) applicants and call the most recent and relevant first. If they are not interested obtain a referral or three from them. Ask for referrals from within your staffing team. (If your company is a "co-mingled" business serving both temporary and direct hire placement clients, your database of referrers is larger because you may be able to contact your current field associates and applicants to help you to find the target candidate.) Look for candidate resumes on the Internet (There are hundreds of resume data banks. Be sure to look in both the largest (Monster Board) and more regional or county bases including state for federal-sponsored online sources.)
4) Call up candidates that pique your interest before you spend the time creating a huge cache of resources to consult. The first candidate you talk to could be a good fit or give you referrals that are. I have seen recruiters collect resources for hours/days before they make a single call. Don't make this mistake. Your job is to make placements not collect resources. Create and run a job advertisement on a national, regional, or local web-based job board. You can also use other media such as newspaper, radio, television, local economic tabloids or job tabloids. Identify your Client's competitors (and your recruit from group---- do not recruit from or even give the appearance of recruiting from your own Client base) and call into these companies to find the right candidate or referrers. This is Direct Recruiting and is for most recruiters the most interesting and challenging part of the recruiting side of the direct hire/permanent placement job. Watch trade magazines, television, or similar venues including Internet-based industry news resources to learn about who's expanding, who's available, and who's losing market share. Companies that are loosing ground are very good places to find candidates who are on the lookout for an opportunity to jump ship. Be alert to people, places and things that will provide you a clue to finding the right candidate or the right referrer!
Direct Hire Manual Table of Contents
- Staffing Industry History, Overview and Trends Direct Hire
- Overview Advantages of Adding Direct Hire Placement
- Strategic Mission Statement Mingling Temporary & Direct Hire?
- Preventing Temp vs. Direct Hire Staff Conflicts Profile & Role of the Direct Hire Recruiter Steps in the Placement Process Hiring, Training and Compensating Direct Hire Recruiters
- What Makes for a Successful Recruiter? Sample Recruiter Compensation Plans Placement Expectations for Rookie and Sr. Recruiters
- Contingent and Retained Direct Hire Staffing Services
- The Basics of Making Successful Direct Hire Placements
- What Recruiters Need to Know: RECRUITING/ SOURCING CANDIDATES
- What Recruiters Need to Know: OBTAINING JOB ORDERS
- What Recruiters Need to Know: AVOIDING ROOKIE PITFALLS
- What Recruiters Need to Know: THE RECRUITING CALL
- What Recruiters Need to Know: INITIAL APPLICANT INTERVIEW
- What Recruiters Need to Know: PREPPING CANDIDATES
- What Recruiters Need to Know: SKILL MARKETING
- What Recruiters Need to Know: CLIENT MARKETING SCRIPTS
- What Recruiters Need to Know: TAKING QUALITY JOB ORDERS
- What Recruiters Need to Know: JOB ORDER PROCESS
- What Recruiters Need to Know: PRESENTING THE OPPORTUNITY TO THE CANDIDATE
- What Recruiters Need to Know: FOLLOW-UP/CLOSING
- Fee Norms Direct Hire Client Contracts & Fee Collections Six Additional Placement Fee Options and When to Propose Them
- Guarantees on Direct Hire Placements FAQs
- Client Won't Return My Calls
- My Candidate-Side Fall-Offs Have Increased Recently
- My Applicants Seem to Changing Their Mind Midstream for No Good Reason
- I Feel Like a Pest. How Often Should I Be Calling Clients to Get Job Orders?
- Should I Ever Visit a Client? How Do I Position My Self With The Client for the Long Term?
- I'm Overwhelmed with Hunting for Job Orders and Candidates, What Do I Do?
- What Happens When the Client Wants to Change Terms After the Offer is Made?
- How Should I Learn About the Client? How Important Is It?
- What if Client Insists on a Refund and Has Already Agreed to Replacement?
- FORMS - Job Order, Candidate Data Form/Questionnaire, Contracts, etc
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