Activity equals success:

 

Your goal is at least 2-3 submissions/week per position assigned to you.

You should be assigned 2-3 positions at a time. 

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Your goal should be to get 5-7 candidates or more sent out to a client. This will insure success and maximize your earning potential. 

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How do you reach these weekly goals? 

• Work minimum 8 hours/day

• Make call attempts during the day, evening and w/end

• Attempt to connect to candidates via LinkedIn as well

• Document all activity in Zoho per candidate is a must

 

Pre-qualification means:

• Check work authorization (if fits job opening)

• Assess candidates communication and attitude

• Verify experience matches candidate’s resume

• Verify location and if willing to relocate (if needed)

• Ask about compensation requirements 

• If resume is not updated or missing information – ask to provide an updated version and upload this version into Zoho

• Assess if candidate is truly interested in job opening!! (document if you sense any issues)

 

 

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Sample Interviewing Questions: 

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The basic pre-qualifying questions:

 

• Tell me a little about yourself.

• You are trying to see how candidate presents himself/herself. You evaluate communications skills.

• You are also trying to see if candidate’s story matches his/hers resume.

• Verify work authorization, compensation.

• If a candidate resides in another state, make sure they are truly willing to move.

 

• Why are you looking (or why did you leave your last job)?

This is very important for full-time positions. You need to sense whether the candidate gives good explanation.

 

• Tell me more about your current company.

• You need to see if candidate understands where he/she are working/worked in that company.

• Whether they don’t share any negatives about this workplace.

 

• Can you tell us something about your current/previous direct supervisor?

You are trying to see how candidate will describe relationship with his/hers supervisor.

 

• Why do you think you qualify for this position?

• What relevant experience do you have?

• Try to see if candidate understands job description.

• He/she should cross-reference between their skills and job requirement.

 

• Where else have you applied?

• Or are you actively looking?

• Ask candidate if he/she applied to other jobs? How many? Did they had recent interviews?

 

• MAKE SURE THE CANDIDATE HAS NOT APPLIED FOR YOUR JOB OPENING!!

• If there is a gap in work history as: I see, there’s some gap in your work history. Please explain.

• The goal is to see how candidate explains this gap. If you feel that someone is not revealing the truth, try to verify in more depth. Ask about 2 previous positions. Just verify vs. resume.

 

Education:

• Verify that candidate is indeed familiar with Universities/Colleges attended.

• Years graduated. GPA’s earned.

• Ask if our client will ask for a copy of diploma, can candidate provide this information?

 

Training:

• If you see training and certifications, verify when candidate took that training and if asked, can he/she provide copies of certificates?

 

References:

• Ask if candidate can provide 3 references where 2 are from direct supervisors.

• Gather Salary requirements and how many weeks’ notice candidate should give to current employer

 

Collecting Information About Work Authorization:

• Normally if a candidate is US Citizen (USC) or Green Card holder (GC), there is no need to ask for additional information

• Sometimes USC/GC candidates can work through employers. This is usually because of their old relationship to that employer (e.g. that employer sponsored their GC). In such cases consult with RM

• Candidates that are on OPT/EAD – please ask for them to send a copy of their EAD card

• H1B candidates – please ask for them to send a copy of current H1B visa (important to understand until when it is valid)

• TN visa candidates (for Mexican and Canadian citizens) – copy of their current TN visa

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NOTE: All work authorization information/documents must be uploaded into ATS

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