Becoming a Becoming a Sector SpecialistSector Specialist

Part TwoPart TwoPresented by Michele MartinPresented by Michele Martin

Placements=Placements=

Job Job OpeningsOpenings

Qualified Qualified ApplicantsApplicants

Qualified ApplicantQualified Applicant

• Meets all Meets all requirements requirements of job opening.of job opening.

• Better applicants also meet employer Better applicants also meet employer preferences.preferences.

• Interested in job opening.Interested in job opening.

• Fits company culture.Fits company culture.

• Is able to present self well on paper, in Is able to present self well on paper, in interview.interview.

Working with Job SeekersWorking with Job Seekers

Thinking Like a RecruiterThinking Like a Recruiter

Recruitment Recruitment Value-AddValue-Add

• SpeedSpeed• Pre-screened pool of “A-Level” applicants ready for Pre-screened pool of “A-Level” applicants ready for

quick referralquick referral• Complete, up-to-date candidate profilesComplete, up-to-date candidate profiles• Effective processes in place for identifying and Effective processes in place for identifying and

referring.referring.

• Quality of referralsQuality of referrals• Structured screening processes based on employer Structured screening processes based on employer

needsneeds• Evaluation and prioritization of candidatesEvaluation and prioritization of candidates• Candidate profilesCandidate profiles• Preparation of Job SeekersPreparation of Job Seekers• Follow-up and documentationFollow-up and documentation

Source CandidatesSource Candidates

• ““Sourcing”=finding best candidates to meet Sourcing”=finding best candidates to meet employer needs.employer needs.

• Start with matches from the system—who is Start with matches from the system—who is qualified for work in your industry cluster? qualified for work in your industry cluster? Who could be an “A-Level” candidate?Who could be an “A-Level” candidate?

• Use LinkedIn and other sources to identify Use LinkedIn and other sources to identify other potential candidates who may be other potential candidates who may be qualified. qualified.

Build Candidate ProfilesBuild Candidate Profiles

• Complete work history, educational Complete work history, educational background, certifications, licenses, skills, etc. background, certifications, licenses, skills, etc.

• Up-to-date resumeUp-to-date resume

• Employment ReadinessEmployment Readiness

Pre-Screen & DocumentPre-Screen & Document

• Ensure complete profileEnsure complete profile

• Interest in various positions, salary range, Interest in various positions, salary range, benefits, etc. benefits, etc.

• Pre-screen interviewPre-screen interview

Pre-screen interviewPre-screen interview

• ““Tell me about yourself.”Tell me about yourself.”

• ““What are your strengths/weaknesses?”What are your strengths/weaknesses?”

• ““Why should I hire you?”Why should I hire you?”

• Key Behavioral Interview Questions for the Key Behavioral Interview Questions for the position:position:• ““Tell me about a time when. . . “Tell me about a time when. . . “• SAR ModelSAR Model

• Situation/TaskSituation/Task• Action Action • ResultsResults

Qualify and RankQualify and Rank

• A LevelA Level• Has the skills, experience, education and necessary Has the skills, experience, education and necessary

licenses/certificationslicenses/certifications

• Appropriate employability skillAppropriate employability skillss

• B LevelB Level• Has qualifications for work, but lacks employability Has qualifications for work, but lacks employability

skills.skills.

• C LevelC Level• Lacks both qualifications and employability skillsLacks both qualifications and employability skills

Look for. . . Look for. . .

• Do they have the right experience for the job Do they have the right experience for the job openings?openings?

• Is their experience recent? Is their experience recent?

• Do they have the right education/credentials?Do they have the right education/credentials?

• Do they have an appropriate job history for Do they have an appropriate job history for the industry? the industry?

• Do they present themselves with the Do they present themselves with the appropriate level of professionalism for the appropriate level of professionalism for the job/industry? job/industry?

Working the A-LevelsWorking the A-Levels

• Find A-Levels within the systemFind A-Levels within the system

• Identify additional A Levels in the County and Identify additional A Levels in the County and pull into the systempull into the system

• Actively get A-Level resumes in front of Actively get A-Level resumes in front of decision makersdecision makers

• Coach A-Levels to respond to specific Coach A-Levels to respond to specific opportunitiesopportunities

• Maintain ongoing communication/contactMaintain ongoing communication/contact

Working the B LevelsWorking the B Levels

• Actively develop their employability skills:Actively develop their employability skills:• Interviewing workshops and coachingInterviewing workshops and coaching• Resume revisionsResume revisions• Coaching on follow-up, presentation skillsCoaching on follow-up, presentation skills

• Build in experiments and feedback loopsBuild in experiments and feedback loops• Refer to low-risk job opportunitiesRefer to low-risk job opportunities• Debrief on what happened and help them Debrief on what happened and help them

troubleshoottroubleshoot

Managing the ReferralManaging the Referral

1.1. Contact job seeker to determine interest in Contact job seeker to determine interest in positionposition

2.2. Contact employer— Contact employer— • ““I have a great candidate for you, can we set up I have a great candidate for you, can we set up

a time for you to interview?”a time for you to interview?”• ““You want to screen the resume? No problem—You want to screen the resume? No problem—

I’ll send over. In the meantime, why don’t we I’ll send over. In the meantime, why don’t we set up a time for us to review/discuss”set up a time for us to review/discuss”

3.3. Contact applicant again to prep for interviewContact applicant again to prep for interview

4.4. Contact employer and applicant following the Contact employer and applicant following the interview to get feedback/refine.interview to get feedback/refine.

Prep for InterviewPrep for Interview

• Provide information on job/company and Provide information on job/company and people with whom candidate will meet.people with whom candidate will meet.

• Coach applicant on interviewing with the Coach applicant on interviewing with the particular companyparticular company

• Ensure applicant has all necessary Ensure applicant has all necessary information on interview. information on interview.

Post Interview DebriefPost Interview Debrief

• With With ApplicantApplicant• What happened?What happened?• What worked/didn’t workWhat worked/didn’t work• What did they like/not like about company, job etc. What did they like/not like about company, job etc. • Next stepsNext steps• DOCUMENT!DOCUMENT!

• With With EmployerEmployer• What happened?What happened?• How did candidate present self?How did candidate present self?• How can info be used to refine process for next time?How can info be used to refine process for next time?• DOCUMENT!DOCUMENT!

Ongoing. . . Ongoing. . .

• It’s about relationships!It’s about relationships!

• Document, document, documentDocument, document, document

• Maintain communicationMaintain communication• Tickler files for check-insTickler files for check-ins• Share articles on job search techniques, Share articles on job search techniques,

industry newsindustry news

• Engage job seekers in updating profilesEngage job seekers in updating profiles

• Work on bringing in more A-Level players and Work on bringing in more A-Level players and moving B-Levels to A-Levelmoving B-Levels to A-Level