Process

Step 1: Launch. Build the foundation for working together.

  • Define my role in helping solve your hiring challenge. This could range from sourcing passive candidates to build the top of the funnel to full lifecycle recruiting, where I manage the entire process from sourcing candidates to making job offers.

  • Other items may include helping Hiring Leaders develop job descriptions, converting job descriptions to more compelling job advertisements, and learning (or designing) your interview process.

  • Identify and learn systems and processes that I’ll need to be successful and best communicate with your team (e.g., applicant tracking system, open position reports, scheduling weekly progress meetings, compensation philosophy, and offer process).

  • Understand your employment brand proposition and learn how to pitch the organization to potential candidates.

  • Introduction to the stakeholders (e.g., Hiring Managers, HR, interview team members)


Step 2: Discovery. Also called “intake” or “kickoff.” This is a meeting with the Hiring Manager and potential interview team members to define candidate search criteria and the interview process.


  • Understand the history of the open position, including past challenges (e.g., declined offers).

  • Make distinctions between required skills and experiences (“must haves”) and optional skills and experiences (“nice-to-haves”).

  • Set sourcing strategy. This can include companies/people to target, emphasis on sourcing passive candidates, or inbound applicants.

  • Define recruiter screening criteria and the interview process (“Interview Loop”).

  • Expectation setting including a timeline to fill, number of submissions, the time necessary for research and outreach, and how we will communicate progress.


Step 3: Source, Outreach & Progress

  • Outreach to inbound applicants and sourced candidates. I apply a mix of LinkedIn Inmails, sequence email campaigns, and text and phone calls to connect with passive candidates. After significant (A/B) testing, my candidate messaging regularly receives a 35-40% response rates.

  • Managing the interview process (interview loop) to ensure efficacy and that we’re providing a positive and communicative candidate experience.

  • Course correct, as necessary. This could include changing some of the “must haves” to “nice to haves” to widen the candidate pool.


Step 4: Interview & Close

  • Manage interview loop process, including gathering feedback and facilitating candidate debrief meetings.

  • Pre-Close. Running scenarios by the candidate to gauge receptiveness to an offer. Getting finalist candidates in the mindset of accepting a potential offer and addressing potential concerns.

  • Manage offer presentation and negotiation.