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10 Things Recruiters Should Know About Every Candidate They Interview

10 Things Recruiters Should Know About Every Candidate They Interview

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Published by Shravan Kumar
Recruiters should know
Recruiters should know

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Published by: Shravan Kumar on Jan 21, 2011
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10 Things Recruiters Should Know About Every Candidate They Interview
 Interviewing candidates and gauging their fit for a culture and position is one of the mostindispensable tasks a recruiter performs. The more a recruiter knows about a candidate, the better equipped they are to add value to the hiring process. That¶s why getting to know the candidateand understand what they are looking for, along with overall qualifications, is so critical. Butthere is more about candidates you should uncover if you want to do the best possible job of  providing information (read: value) to hiring managers. Below are ten points in key areas that allrecruiters should investigate for each candidate they interview ó before they present thecandidate to the hiring manager.1.
 
Complete compensation details.
Understand exactly how the candidate¶s currentcompensation program is structured. This means more than the candidate¶s base salary;the base salary is just part of the overall package. Be sure that you ask about bonuses; if,how and when they are paid out, stock options or grants that have been awarded. Compilea complete list of benefits and how they are structured (e.g. PPO vs. HMO; there is adifference) and know when the candidate is up for his or her next review, because thiscan alter cash compensation.2.
 
Ty
pe of commute.
Commute is a quality-of-life issue and discussing it is important. Aten-minute commute against traffic is very different than taking the car to a train andhaving to walk five blocks to the new organization. If the commute to your organizationis worse for the candidate than it is in his or her existing job, bring it up and see how thecandidate responds. If the commute is better, use it as a selling point. By all means, besure that you understand the candidate¶s current commute and how they feel about thenew one.3.
 
Th
e ³w
h
at t
h
e
y
want vs. w
h
at t
h
e
y
 
h
ave´ differential.
Most candidates do not change jobs just for the sake of changing jobs. They change jobs because there are certain thingsmissing in their current position that they believe can be satisfied by the position your organization is offering. This disparity is called the ³position differential´ and it is thefundamental reason a person changes jobs. Know what this position differential is andyou will be able to know if you have what the candidate is looking for. If so, you will beable to develop an intelligent capture strategy when it comes time to close.4.
 
H
ow t
h
e
y
work best.
Some candidates work best if left alone, while others work best as part of a team. It is your job to know enough about the organization¶s philosophy and theway the hiring manager works to see if the candidate will either mesh or grind. Beware of recommending hiring a candidate who does not fit into the current scheme, because, attimes, style can be just as important as substance.5.
 
O
verall strengt
h
s and weaknesses.
Be sure to get some understanding of thecandidate¶s strong points and the candidate¶s limitations. All of us have strengths andweaknesses (even John Sullivan has weaknesses, but he won¶t tell me what they are). Our role is to identify them and be able to present them to the hiring manager. Hint: Ask whatfunctions the candidate does not enjoy performing. We are seldom good at things wedon¶t like.6.
 
W
h
at t
h
e
y
want in a new position.
Everyone wants something. Find out what thecandidate wants in a new position. Be sure to do whatever is necessary to get thisinformation. Feel free to pick away during the interviewing process with open-ended

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