5 Questions to Ask Your Client

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How to talk to a hiring manager:

This is a template that I use after I've signed a contract and am beginning the business end of things, getting started, right before I begin search efforts. This could be a conversation had prior, but generally once a contract is signed, then I utilize my time to go into depth with a hiring manager on these questions and get into it.

The following are standard questions in the exact order that I would ask a hiring manager in order to begin my search efforts.

1. Which specific roles are you wanting us to fill and could you provide the job descriptions to me over email so that I can look them over in depth.

- This question answers A LOT of questions, by basically laying it all out there and saying, what do you need, and email me the exacts of what you need and I can go through it in depth to make sure I'm totally on par with what you need.

2. Historically / or in the past - What have been the most difficult of these roles for you to fill and why?

- This gives me great insight on what's going to be a hurdle for me and what I might want to spend extra time on, or use some specific resources to find candidates for one role, and go about my normal search efforts on the other. Very crucial info.

3. What have you been trying or using to fill these roles before talking to us?

- This is gold. So basically, we're getting two things out of one question here. First, we're identifying exactly what they've used, whether it be indeed ads, craigslist ads, cold reach out, internal referrals, or flat out nothing. From this we can identify some key items. Maybe they weren't using indeed properly (trust me, tons of companies post indeed ads and don't follow up properly, or they don't know how to read the resume to find the gold amongst the trash etc etc). The second thing this tells me is if they're using OTHER agencies, like a cut rate group that's searching for them OR an internal recruiting team that's working on the roles. UH-OH, this could be a massive red flag. If a company is using internal recruiting, they most definitely will hire a candidate that's been found by their team rather than pay you in order to place your candidate, sometimes even if the candidate isn't the best (yes I know, businesses and hiring managers aren't the brightest always)..it's odd. However, we find that information out and it's power to us now. We can make decisions based on knowing that. One of those decisions could be to walk away from the client....Keep that in mind.

4. What does your IDEAL candidate look like?

-This is a great question to ask because it ultimately reveals exactly what they want. Hmmm..if you're searching for someone and you want to know what to look for, wouldn't it be nice to know exactly what the hiring manager wants in a candidate? UMM YES PLEASE. This is huge. Take notes on anything they say!

5. What's your process?

-Time to unpack this. So this question is really asking two things at once. What is your interview process meaning what do you do when I send you a candidate, how do you process them, do you grill them, test them, just chat with them, do you give them homework, I mean what angles do you take, (they should be happy to tell you all of this)

The second angle on this is that we also understand how the intake process goes...How do you want candidates sent over to you, how do you want the flow to go? Should I send you bulk emails with 5 resumes at a time, or would you rather get them one by one at a time...are you looking to see 10 resumes a week or just 2 REALLY good ones in a few days. This gives us more insight into how they're thinking this whole thing over.
NOW- the last thing I do after I ask these questions, is I tell them WHAT MY PROCESS IS.....

I flip the script. I usually end such calls by saying, "well great sounds like I've got everything I need, and I'll go ahead and get started and in about a week I will send you over a handful of resumes and I'd love to get your feedback and we'll setup interviews from there"

BOOM- this immediatly does what I call "flips the script" and puts my angle back into play. Generally when I use this line, a hiring manager will immediately agree that this is a good plan and roll with it. They generally don't know it and you don't need to blatantly say it, but you're the expert here, you know how this goes, you know the best workflow, unless they're an absolute stickler for their process in any way, they will immediately fly with what you have and go with your process.

So that's it! That's how you talk to a hiring manager, now get after it.

Видео 5 Questions to Ask Your Client канала Ben Nader