When taking on a new job, even if it is with a client you have worked with regularly, getting as much information about the job role you are recruiting for is key. This will help you understand exactly what your candidate will be required to do on a daily basis and can also help win over candidates who may initially seem disinterested.

The Basics

Getting the basic information is a MUST when taking on a job, but digging a bit deeper in to the basics helps get a better idea of the role and will help answer any questions that your candidates have.

  • Duties & Responsibilities - Most clients often give a basic overview of a job role and list off a few key points of what they are looking for someone to do as part of their job, don’t be afraid to keep probing and asking questions such as β€˜What else will they be doing?’, β€˜ What other responsibilities will they have?’, β€˜What other tasks might they be involved in?’. This helps ensure that you have gathered as much information as possible and ensure your candidates are comfortable and capable of carrying out all required duties.

  • Certifications / Qualification and Compliance – Make sure to double check if there are any certain qualifications, certification or compliance requirements needed for the role

  • Hours & Location – The working world has changed so much over the last 2 years with some employers offering more flexibility around hours and some candidates are likely to ask if there are opportunities to split time between office and remote working or whether there is an option to work flexible hours.

The Candidate

It is really important to understand want sort of person your client wants to hire and where their preferences lie. The more information you can get on this from the start will allow you to quickly identify candidates who are potentially the right fit and those who are unsuitable.

  • What skills & experience is absolutely essential versus those that would be nice to have – Sometimes a clients expectations of a perfect candidate can be unrealistic so being able to determine what is absolutely essential helps establish what the most important thing is for your client when it comes to a candidate.

  • What would make a candidate stand out – Being able to understand what your client would consider as a β€˜Wow factor’ helps narrow down your shortlist of candidates and ensures you are only sending your top candidates across.

  • What sort of background/ experience have your previous best hires come from – If there are certain companies, establishments or roles where candidates have come from previously which have been a great fit this is always good to know and it can help you target those specifically.

The company

Finding the right role for your candidate is equally as important as finding the right candidate for a role. Ensuring the job and company matches what your candidate is looking for in their next position can help prevent your candidate from backing out or leaving a role as it was not the right fit for them.

  • Why has the role come about – This is a key question that some candidates will ask and can tell a lot about the long term potential of the job. If it is a permanent hire, is it because the company are experiencing a period of growth? If it is a temporary role, is it due to a peak in volume, holiday cover, maternity cover etc and could there be any long term opportunities which may be appealing to a candidate?

  • What career opportunities/ growth/ permanent opportunities – This can crucial when deciding if a candidate is right for a role or not. If there are potential career growth opportunities your client may want someone driven and ambitious who wants to progress within their career. Also, some candidates may want to know what opportunities are available for them long term with your client.

  • The culture of the organisation – Are there certain things about the company culture that would really stand out for a candidate?

The Process

Probing in to the process will help gauge how quickly to work, how much time to spend on the position and also the likelihood of actually filling the role. Understanding the process can help you prioritise your workload and also understand how committed your client is to filling this role. It also helps you set realistic expectations with both your client and your candidates from the offset.

  • Feedback turnaround time - In todays current market, recruitment is more fast paced than ever with candidates being snapped up quicker than ever! It is important to set your expectations with your client on their feedback turnaround times so you can then set similar expectations with your candidates

  • The Interview process – Some positions will have a more in depth interview process than others so finding out exactly what the interview process will entail from the beginning helps your candidates know what to expect and prepare.

  • What other methods are being used to fill this position – Working on a role completely exclusive is great and is most recruiters aim, however sometimes this isn’t always the way some clients work and you may be up against internal recruiters or other agencies so establishing what other methods they are using to fill this position will help you understand the priority and likelihood of filling the role.

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