Getting the Interview (Making the Client Call)

Review the Gopher Note Pad records on the person if available and use the information in your presentation.
( ]2 c! \$ A4 `Make the call by asking for the person.  When the hiring source answers the phone, respond with good volume, enthusiasm, confidence and absolute conviction that you are providing a valuable service.  Tell him/her who you are and what you do and then, without a pause, present your candidate in no more than three sentences using Gopher’s snapshot and then wait for a reply no matter how much dead silence: WAIT!  If the manager starts asking questions, answer them quickly and go for an interview time.  If the manager begs off on an interview time and wants a resume, try to get a conditional time for cancellation if the resume doesn't check out with what you have described.  You should make at least three attempts for an interview time without a resume.
: ?- M. @6 s$ b7 |: C, Z- C% k9 nEven if you don't overcome objections and don't get the interview or even a job order, remember that you earn your money from information and rapport.  Get information and record it in Gopher for the next time you call and get to know the individual.  Here is a list of information that would help the next call if it were recorded and available in a Gopher snapshot:
# e! K" t2 z) Z$ L•        Have they used agencies?
- S* x% ?1 t# h9 n3 Q, Z•        How is business: expanding, losing money?* F- _0 t$ f9 l/ e9 i$ G3 x. u
•        Who is their toughest competition?3 c$ u8 R0 p2 W6 H
•        How many people in DP?% y$ {4 o7 I- {) f1 ~, K3 Z" H
•        What kind of a company is it to work for?* t3 a4 s, o6 w9 `/ M1 _  N6 z0 j  R! k/ K
•        Can I get some brochure information?; i+ Z# ^& k% f. ]4 }
•        How long have you been there, at the present job?# p$ N' ?; R* f2 S# T9 y. X
•        We like to stay in touch with birthday cards.  What's the month and day of your birthday?/ h4 G" O2 H; F+ f* N
•        What areas are you responsible for?" J) P! Q/ t7 n: d$ j, U
•        What are your major goals?5 p: t/ X( ^( T0 C- S
•        In evaluating Search Firms, what do you look for?
& `6 I7 |  j- D: w& i5 O•        Off the record, what's the biggest challenge facing you in your present position?
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: t' W) r/ C# Y/ C5 u* |7 OIf the client refuses to provide information, then your final words should be 'Thanks for your courtesy and time.  I will just send you some information on our company and check in with you at a later time to see if things have changed.'
) }$ g# x! c& X" {Taking the Job Order) ?0 b& l: F6 M5 S, q$ e0 W2 f; ]
If the client has an opening, get the job order!  Recruiters often do not recognize the opportunity.  For example, after your pitch of a candidate, the client responds:
8 K4 t8 v- I: r; k  w8 h. N•        'Salary too high.'+ g, D# O, E) @+ p6 v
•        'You must talk to personnel.'
  E* |1 l7 o, |! f$ J* x•        'I need someone with more ....'
- F) y# K$ D* n6 @( p. x•        'Can't use agencies.'
! m7 H4 z% @7 H$ W6 c' U8 i$ Y•        'You are calling the wrong area.'  ~9 D( x' O2 i) N# P9 _! h. |, M: A1 D
•        'I know this candidate.'
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These are all clues that there is a job order!  Now you should get some specifics; don't let this person off the phone until you get the following, because you never know when you will be able to get him/her on the phone again (the golden minute)." N$ C/ g5 m9 I* g' p
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Questions to ask when taking a job order
9 h9 J1 G' p" H" {% j/ u. M3 I•        Title of position.! r# a9 D& U8 Q# N5 F# O  X3 n) w2 M; S# T
•        Education requirements.
' Y: ^% n* b& ~7 a: _•        Salary range; highest they will go for the perfect candidate.
; C5 z/ z! i7 H% E3 @' D9 I•        The position reports to who.
6 w4 K# g' Y1 ]8 p: ~! f% F# U/ K% o•        Will the person supervise or lead in any way.
: T" x) V2 Y- l' }/ _2 N2 i•        What does the company do.  `& b) Y3 p7 o
•        Intangibles, what would you look for between two people with the same technical, experience and educational background.
  @; v1 v! H- W0 g, \•        What's more important to your group:  technical abilities, product experience or personality." @6 ]) i  F+ N& T9 M! N: c
•        Career path, opportunity for promotion, long term opportunities.  How rapidly have people been promoted.7 \4 C+ J0 X( i: z" h
•        What is the 'drop dead' date for having someone hired.4 |* x9 H$ i! e% \; e5 `7 b
•        Travel, overnight or same day.2 `0 V( U9 R! {: Z! R; H/ g3 K: Z
•        Location/address of interview.
1 E8 S+ U% X. X  P•        New position or replacement./ @7 `* F$ U7 G4 ?! d* z* K
•        What will the person do (describe a typical day).( @! H$ S: n* B7 X0 C9 ?3 W
•        How long has the position been open./ [7 P+ F) B% S2 o" A+ Z' |
•        Is this a growing company, how many people.
+ Y% r3 c+ N$ ?•        What's the interview process.
$ H0 J7 S5 W1 C( k•        How long will the interview last.0 N  I5 v. z! {5 P6 j0 _) j
•        Who will interview.9 x* k* x1 S/ Y2 T1 @6 t6 U- E
•        Is there a test/application to fill out.
. |) d3 r; G. N) d% z& i0 b9 Y* W•        Who extends the offer.
3 E4 ], ^5 s( x% x8 [6 w6 o1 b6 A•        When does Personnel get involved.  d3 ?1 ?7 A4 x5 m( x
•        Benefits: flex hours, medical, dental, vision, medical for dependents, pension, profit sharing, pregnancy benefits, parking, lunch program, raises -- when, how much, performance or cost-of-living.
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[ 本帖最后由 百宝箱 于 2006-5-29 10:12 AM 编辑 ]