Independent Recruiters and Agencies Go Virtual

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Independent recruiters and placement companies are increasingly dependent on Internet technologies to conduct business. You can now add “virtual candidate coaching” to the list.

Here’s a common scenario among independent recruiters and placement firms. They source and refer a great candidate …one that has it all … the skills, experience, and intelligence. Then comes the bad news. The client says the candidate didn't make the cut. They didn't make a good impression and the interview didn't go well. This can be devastating news for the candidate and recruiter alike.

Professional recruiters go to great lengths to source, screen, and refer qualified candidates. What’s often missing is adequate coaching on a candidate's presentation and interviewing skills. There just isn’t enough time.

Enter “virtual candidate coaching.” Recruiters use it to give their job candidates a competitive edge via a personalized candidate coaching website.

The concept is simple. All a recruiter has to do is provide their job candidates with an Internet link and password. When the candidate logs in, they have access to a wide range of job interview tools and resources, including hundreds of practice questions.

Sure, the recruiter still has to cover the basics … job specifications, client needs, and the like. But virtual candidate coaching does the rest. It starts with how to make a great first impression, teaches how to excel during the job interview, and ends with how to close out the interview on a positive note. Everybody wins ... the recruiter, the agency, the candidate, and the client.

One of the measures placement companies use to judge a recruiter’s performance is their sendout-to-placement ratio. This ratio measures how many job candidates are sent out for interviews versus how many get hired. It’s a key indicator of effectiveness and productivity.

Considering the importance of this ratio, it seems logical that recruiters would spend a lot of time coaching candidates on their presentation and interview skills. Unfortunately, other demands such as client development and candidate sourcing preclude in-depth candidate coaching.

This is where virtual candidate coaching enters the picture. It’s a form of business process outsourcing that solves the recruiter’s time-constraint problem. It does this by enabling the recruiter to focus on his or her core tasks while providing candidate coaching at a level that would require several hours per candidate if done in person.

Virtual candidate coaching offers other benefits as well. For example, it’s highly customizable and doesn’t require any additional infrastructure for the recruiter. Also, it’s available 24/7 … when and where job candidates need it. It lets candidates learn at their own pace so they can focus on skills that need the most attention.

From a return-on-investment (ROI) perspective, virtual candidate coaching is hard to beat. The cost can be as low as a few dollars per recruiter per month. Plus, independent recruiters without a website get a web presence in the process. It’s business process outsourcing at its best.

Clearly, for independent recruiters and agencies, going “virtual” makes a lot of sense.

Recruiters and companies interested in learning more about virtual (on-demand) candidate coaching can access a fully functional demo site for a sample company. Information and links can be found at Eptiva's Job Hunter Pro website (http://www.jobhunterpro.com).

Contact Information:

Jeff Rogers

(858) 922-7036

EPTIVA, LLC / Job Hunter Pro

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Jeff Rogers
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