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Make sure you know:
The last one is especially important, because it is these people you will need to speak to. You can waste a lot of time speaking to someone with no real authority because that is who the Receptionist put you through to.
Your tasks here are:
Remember, you will only earn your fee if you can supply the CV of the best candidate before your competitors. Sources to find your candidates can include:
When you contact potential candidates, you will be promoting your client and the job opportunity. Once you have sourced candidates, you need to put them through a selection process, comparing their skills, experience, knowledge, and attributes against the client's job description. This will be through telephone and/or face-to-face interviews.
Once you have decided that a candidate is good for the role, you will give them more information about the job and the client, making sure you are presenting the role in the best possible way to get the candidate's interest and commitment to interview.
You need to present suitable candidates to the client (usually over email with a CV attached), highlighting the relevant strengths the candidate possesses. You want the client to look at the CV in a positive light and be interested right from the start.
If you haven't had any feedback, you will contact the client a day or so after submission, re-selling why you believe the candidate to be suitable, and pushing for a positive decision on whether or not to interview.
You should know by now when the candidate is available and whether they have other outstanding applications. Therefore if the client agrees to interview you can give them this information so they can arrange a time you know is convenient for the candidate.
More often than not the interview process is more than one stage. At each stage you need to ascertain commitment from both sides.
The candidate and client have two different sets of needs, which occasionally conflict. How you balance them depends on how well you have gleaned as much information as you can from both parties, and how you use that information.
Other factors that are vital to know throughout the process include:
Hopefully if you've got the preceding stages right, you will have a job offer for your candidate. Now you need to present the offer in a positive light, comparing with the candidate's initial requirements (which should have been met or exceeded). Again, if you have done everything else right, there should be no reason why the offer is not accepted.
Good candidates can often be contacted by your competitors about other job propositions. Therefore it is vital that you stay in touch with your candidate regularly until they actually start, so that you can constantly re-sell the opportunity that they (and you) have worked hard to earn!
Only when the candidate starts can you bill the client for your services and the deal is completed.