(PRWEB) June 21, 2012
When it comes to the recruiting profession, one of the most important skills is the ability to qualify job orders as “place-able.” In other words, recruiters have to be able to determine if a job order has a high probability of being filled or not.
Without making this determination, recruiters could quickly find themselves on a “wild goose chase,” spending time, energy, and resources on a job order that’s nearly impossible to fill.
Top Echelon, a company devoted to helping recruiters make more placements, is offering a free recruiter training webinar that deals with the resurgence of the recruiting profession. That webinar is “How to Qualify Place-able Job Orders” by industry speaker and trainer Bob Marshall of TBMG International.
In this webinar, Marshall will discuss the six-part “Qualifier Job Order” format. Those six parts are listed below:
1. Contact Information
2. Duties and Responsibilities
3. Salary and Fee—Covered in dollars and percent
4. The Hiring Process—Pinned down to the last day that they can go. Work the process backwards, and make sure it’s realistic. Educate the hiring manager.
5. The Recruitment Column—The “Rifle Shot” Recruiting Column. We want to find out who they want, what three companies or competitors they respect and want someone from, or what industry they want people from. We can then go out and "Rifle Shot" recruit: extract people precisely for this position in the least amount of time.
6. The Personality of the Hiring Manager—Schools, hobbies, how they seem over the phone (quick talker, slower talker, etc.), all of the things that you might write down under personality so that you can really start vectoring in on good chemistry matches.
When you get the above information, glance at your watch and say, “I have something else that I have to do. I’m sure, Mr./Ms. Hiring Manager, that you do, too. Let me call you back this afternoon or tomorrow morning at 9 a.m. I will need to talk with you for another 20 to 30 minutes to get the necessary information.”
And then, when you call back and the hiring manager takes your call, that is your first "green flag" that this is a workable jor order that you can commit to expending your full talent and effort filling. If you use this technique, it can only make you more profitable and it can only make you a better and more efficient recruiter.
Bob Marshall, founder of The Marshall Plan, has an extensive background in the recruiting industry as a recruiter, manager, vice president, president, consultant, and trainer.
Marshall lives on his horse ranch in McDonough, Georgia. He earned a B.A. Degree in Political Science with a major in International Relations from UCLA in 1972 and a MIM (Masters of International Management) from The American Graduate School of International Management (Thunderbird Campus) in Glendale, Arizona, in 1975.