Intro To Recruiting


Why Recruiters

A recent survey of companies reported that a majority believe that failing to attract and recruit top talent is their largest inhibitor to growth. Companies today have lots of options when it comes to finding active job candidates, but with the proliferation of job boards and ease of applying, employers have a difficult time finding great talent in a sea of resumes. The other major challenge for employers is that while they’re looking to hire immediately, interviewing only active candidates consists of waiting around until the right person shows up.

Companies that want to succeed take a pro-active approach and look for passive candidates, those that are already employed elsewhere, to find the talent they need. These candidates may not have even thought about switching jobs, but if the right opportunity presents itself they could be lured away.

With One Fine Hire we encourage recruiters on our platform to pursue passive candidates. With our system recruiters are limited to submitting their top three candidates for a role to encourage them to find the absolute best person for a role. But how do you find these people? This guide can’t cover everything about recruiting, but it can provide a starter framework for finding high quality candidates.



When you see a candidate that looks interesting, view their profile as well as the profiles of their connections and if they seem like a good match, save their information for the next step. As a guideline you should probably find 10-15 possible candidates for each role you’re recruiting for.


Contact The Candidate

Once you have your pool of candidates, you need to figure out how to reach them. E-mail is usually the preferred way unless you have an existing connection to the candidate and can receive an introduction from a mutual acquaintance. But how do you figure out their e-mail if it isn’t listed? Well since you know where they work, you can usually figure out what the domain is (the “@something.com”) for their e-mail. For example, with our site, www.onefinehire.com, our e-mail domain is @onefinehire.com.

The next step is figuring out what the first part of their e-mail address is. Most companies have a common way of assigning out e-mail addresses. Jim Smith at Fake Company might be jsmith@fakecompany.com or jim.smith@fakecompany.com.

This sounds like it’s going to be a lot of trial-and-error, but luckily there is a guide to help you find out the first part here. To use this method you’ll need the following.

  • Google Mail Account (Free)
  • Rapportive Plug-In (Free)
  • Google Docs (Free)

Introduction E-Mail

Once you know the e-mail address of your possible candidate, you’re ready to go! Create a nice e-mail to briefly tell them about the company, job, and see if they’re interested in learning more. The template below can act as a guide for you.

Hi NAME,

I found your profile on WHERE YOU FOUND THEM (LinkedIn, Mutual Acquaintance, Etc…) and wanted to reach out to you to talk about a TYPE OF JOB opportunity in LOCATION a client of mine has available.

One Sentence With Brief Company Description.
One Sentence About The Job Role.
One Sentence About The Type Of Candidate Your Looking For.

If this is something you'd be interested in I'd love to chat for 15-20 minutes about the role and your background.

Best!

YOUR NAME
YOUR CONTACT INFORMATION

If the candidate responds that they’re interested, set up some time for a brief call to tell them more about the role and learn more about them. Once you have a time set up you’re ready to move on to the next step.


Pre-Screen Call

Every recruiter has a different style and technique when it comes to screening candidates, but they generally follow a similar process.

Pre Call Activities

  • Look at the candidate’s LinkedIn profile to refresh your memory on why you thought they were a good fit.
  • Look at the job description to refresh your memory on the company and job requirements.
  • Look at the company’s website to better understand what they do.

Small Talk

  • Call the candidate and introduce yourself.
  • Ask the candidate if now is still a good time to talk. If not find another time to discuss the role with them.
  • Thank them for responding to your e-mail.
  • Describe what you want to accomplish on the call.

“I want to spend a few minutes describing the company and the role, and then I’d like to hear a little bit about your background and what you might be looking for out of your next career opportunity. Is that OK?”

Job Description & Screen

There are five discussion points you should cover during your conversation with the candidate.

  1. 1.

    Explain what the company does and give some background information on the company.

  2. 2.

    Describe the position the company is hiring for and what skills are needed for the role.

  3. 3.

    Ask the candidate for more background on themselves and what they’re currently doing in their role.

  4. 4.

    Ask the candidate what they would like to get out of their next role and what they’re looking for.

  5. 5.

    Ask if they’re currently interviewing with any other companies.

As this conversation starts to come to an end you need to determine if they’re a good fit for the role.


Good Match


If you think they are a match, ask them if they’re interested and want to move forward and set up time to talk with the company and discuss the role in more detail. If they are interested, ask them what their salary expectations are and make sure they fall within the range for the job. If their current salary is below the range they’ll be happy to hear they can earn more at this job. If their current salary is above the range, tell them the salary range is below what they’re currently earning and ask if they’re still interested in the role.


Weak Match


If you don’t think they’re a match, explain that based on what they told you this role might not be a good fit for them, but ask them if you can reconnect with them if you do have a role that might be better suited for them.

Finish Call

When you’re done, make sure to thank the candidate for their time, and if they want to move forward with the interview process ask them to send you a current version of their resume.

Candidate Questions

During this conversation the candidate may ask you questions you don’t know the answer to, be honest, and deflect the question to a later time. A simple phrase you can use is:

“I don’t know the answer to that, but that’s a good question to ask the hiring manager at the company.”


Submit Candidate

If they’re a good fit, interested in the role, and their salary is within the range, congratulations, you’re ready to submit them for the job! Complete the information about the candidate and why you think they’re a good fit for the role and company.

Submit-candidate-1

The hiring manager will only see the candidate’s first name and your notes about the candidate. If they want to contact the candidate you’ll receive an e-mail to loop you back into the hiring process.

Remember, you can only submit your three best candidates for a role, so be selective about who you submit for a job.



The One Fine Hire system only allows a candidate to be submitted once for a job. If you receive a warning that the candidate has already been submitted for the job, that means another recruiter has already submitted the candidate for review. You will not be able to submit this candidate for the role.


Follow Up

Once you’ve submitted your candidate you are able to see their status in your hiring dashboard. You can see when they’ve been submitted, contacted, interviewed, made an offer, hired, or declined.

If the hiring manager wants to follow up and schedule an interview with your candidate, you’ll be looped back into the hiring process.

Follow-up-2

Should the hiring manager make an offer to your candidate and the candidate accepts, our systems will automatically create and send an invoice to the hiring company that you can track in the Invoices section of your dashboard. Once we receive payment from the hiring manager our systems will notify you and we'll send you your recruiter fee.


If the hiring manager decides to pass on your candidate you’ll be notified by e-mail and asked to let the candidate politely know that the company has decided not to pursue further interviews with them. Thank the candidate for their time and ask them if you can reach back out to them if you have another opportunity in the future that might be a better match.


That’s It!

That’s all there is to it! Make sure you focus on finding the best candidates possible for a role and you’ll be earning your recruiter fee in no time!

Why don't you read our Writing Great Profiles guide while your at it!

-Carl Ehrnrooth

Comments or Feedback? Send me an e-mail .