Discover the steps involved in a complete qualification, consisting of two main parts: Pre-qualification and interview.
Definitions:
Pre-qualification: Often done by telephone, this enables the consultant to make sure that the profile is worth interviewing.
The interview: Conducted face-to-face or by videoconference, this stage enables us to gather all the necessary information about the candidate to build an interview report.
How do I pre-qualify?
Below are the main stages in the pre-qualification process.
- The approach
- Confirming the interest
- Scheduling an interview
The approach:
Once you've shortlisted a candidate, the next step is to contact them and confirm their interest in the position you're looking to recruit for. The first contact is essential and is most often made in writing, by email, or even by direct message on various social networks.
Take the time to work on your approaches to optimize candidate response rates (don't forget that some profiles are over-solicited!), otherwise, you'll greatly diminish your chances of landing a first phone appointment.
Confirming the interest:
The purpose of this first telephone exchange is to confirm that there is indeed an interest in holding a full interview with your candidate. To ensure this, you need to ask a few basic questions. Here are some examples:
- Do you still occupy the position of [Job post] at [Company name]?
- How is it going at your current occupation?
- Are you open to new opportunities?
- If yes, why?
- What are you looking for specifically (sector ; type of position...) ?
- What is your current salary (benefits package ; fixed vs variable part...) ?
- What are your salary expectations? Specify the fixed salary the candidate will accept
- Are you mobile?
Once this information has been gathered, you can arrange an interview with your candidate.
Scheduling an interview:
If your candidate's answers match what you're looking for, you can introduce the subject of your call and schedule a formal interview.
For example:
"Thank you for all these clarifications.
I'm contacting you today to talk about the position of [Job name] for a leading group in the [type of sector]. The position is based in [Location]. Here are a few more details (team to be managed, broad outlines of missions, possibility of career development, etc.).
Is this something you might be interested in?
Great, I'd be happy to schedule an interview with you to give you more information about the position, but also to go into more detail about your background".
A few tips:
- Don't mention the customer's name too early, or your candidate will apply directly to the customer, in which case you'll lose the right to take over.
- Don't share the client's salary expectations with the candidate. It is necessary to obtain your candidate's salary proposals and check that they are in line with the customer's budget.
- All your candidates must agree to be featured on Hunteed. An oral agreement is sufficient.
- Tell your candidate that when their application is sent, they will receive an email from us confirming that their data has been shared. However, no action is required on your candidate's part.
- If your candidate doesn't match your search criteria, don't hesitate to ask them if they know anyone else who might be interested. You can always keep his or her profile on file for future assignments on Hunteed.