A.

Introduction:
The GOAL: Make a CONNECT and SET THE TONE OF THE CALL
a. The Key Here is to have a solid opening: Excellent Grammar, Speak Slowly and Clear.
Have an enthusiastic tone and personality. Nobody wants to talk to a robot. People
like to be around positive people. Positivity Breeds Positivity so sound excited to
speak to your candidate.
b. “Good afternoon my name is Samantha and I am a Staffing Specialist with
Compugain. Is this (INSERT CANDIDATE FIRST NAME). “Great, did I catch you at a
good time?” OR
c. Hey is this Amanda? Awesome. My name is Samantha and I am a Staffing Specialist
with Compugain. “Great, did I catch you at a good time?”
i. Typical response is “Who is Compugain?”
OR
ii. Have you heard of Compugain?

(The key here is to be short and sweet)

B. Get to know your Potential Consultant

The GOAL is to get the candidate to open up about their experience. The more they talk the
more openings you have to probe about their experience, interest and motivation (the three
keys to a solid recruitment experience).
a. The Key Here is to know your candidate; do your homework. Show interest in their
background. Demonstrate that you care. Be sure you have read and understood their
resume.
b. Second Key is to hold the job in your pocket as long as you can. You have something
they want – A JOB! Once you release this information you give the candidate control
of the conversation. They start PROBE YOU rather than you PROBING them. Sir So it is
critically important to get them talking about themselves. The WEST is a pride / EGO
oriented population – everyone loves to talk about themselves
c. Third Key: Keep your ear open for their motivation. Besides money, what excites
them? What are they looking for? What are they good at? What are their strengths /
weakness? Where are they a SME? Etc.
d. “I came across your resume on JOB BOARD and wanted to get a better understanding of
your current employment situation, experience and types of opportunities that you
might be interested in.

WAIT FOR A RESPONSE; if it gets awkward, then move to below (d)

e. Typically the candidate will attach themselves to the first thing they hear so they will
respond with telling you about their employment status. This is a great place to start.
i. Response: Unemployed: Sound sympathetic and understanding. If it is not clear
on the resume, probe. Oh, sorry to hear that.

1|Page
 1. Move right into their current activity. Say something like, “With your
background I am sure you have been contacted about other
companies?” Wait for a response...if yes, then ask them about their
interview activity? If yes, ask them if they think they might be getting
any offers.
2. Then go back to their current / previous employment. Say something
like, “Were you working directly for (INSERT NAME OF COMPANY) or
was it a contract position? When did you position end?”
3. If they do not offer a “why” or a “reason” for the position ending,
probe. Again, sound sympathetic and understanding. I am really sorry to
hear that you position ended.
a. If it is a FTE start with; was it a corporate downsizing?
b. If it was a contract assignment asked them if the project or
assignment came to an end. For a higher level associate say
project; for an admin clerical candida say assignment.
4. If the candidate bypasses their current situation i.e. point 2, and goes
right into their experience – NO PROBLEM. Go with it – you will
eventually steer them back to their current situation.
a. Listen to them tell you about their experience? Use open ended
questions to probe. Once this conversation dies down then
move into their resume.
f. I see in your current / previous (INSERT COMPANY NAME) where you were a (INSERT
JOB TITLE). Depending on if they are still employed, unemployed or position / project is
coming to an end will determine how you respond. If this area comes up, revert back up
1. How was that experience OR
2. How did you like that position OR
3. Tell me about the project?
4. What were some of the things you enjoyed about the position / project?
5. What were some of the things you disliked about the position / project?
6. Did you learn anything new?
7. Why did this position end? Listen for motivation

g. Prior to that I see that you worked at (INSERT COMPANY NAME) where you were a
(INSERT JOB TITLE).
1. How was that experience OR
2. How did you like that position OR
3. Tell me about the project?
4. What were some of the things you enjoyed about the position / project?
5. What were some of the things you disliked about the position / project?
6. Did you learn anything new?
7. Why did that position end? Listen for motivation...

2|Page
BY NOW THE CANDIDATE IS GETTING ANTSY – PRIOR TO THIS STEP IF THE CANDIDATE PUSHES FOR
INFORMATION ABOUT THE OPPORTUNITY YOU CAN SAY – KEEP IN MIND, YOU MAY ONLY HAVE ONE
OPENING IN HAND BUT THE CANDIDATE DOES NOT KNOW THAT.

Response A. I understand you are really interested to learn about the types of positions I am working on
but before I can share them it’s important for me to understand your experience, skill set and interests.
This way I won’t waste your time.

Response B. Compugain is a National Staffing firm. To better assess what might be a good fit it’s
important for me get to a better understanding of your experience, skillset and interest. This way I won’t
waste your time.

C. Disclose the Client, Opportunity and Job Details

The GOAL is to get close the candidate. You have already assessed the candidate in STEP B,
and if you get to this step it because their experience, skill set and motivation are in line with
what you and your client are looking for to fill this position.

a. The key here is to have a full understanding of how your requirement matches up with
the candidate. Additionally, by now, you should also understand any and all gaps such
as experience, rate, location etc. By the time you get to this step you should have a
pretty good understanding if this candidate is closable.

b. I really appreciate you sharing your experience with me. Based off our conversation the
closest match I have would be with (INSERT CLIENT NAME)

c. (INSERT CLIENT NAME) is looking for a (JOB TITLE) located in their (XYZ) Office
i. Depending on the candidate and their level, you may have to dive deep into the
location.
1. Location- This position is located at ______, I see your address as _____.
Let me quickly look up how far the commute would be for you. I want to
be sure it is something that you can do each and every day.
a. You should quickly google map the address and make sure the
distance is acceptable. The Key Here Anything over 15 miles for
a job that pays less than $25.00 is probably not a good idea.
Make it real for them; So you can travel 15 miles to and from
work each and every day. Do you have reliable transportation?
Will you take public transportation?
ii. Describe the responsibilities
iii. Review the desired / suggested / ideal / skill sets
iv. If you have not already picked this information up ask specific open ended
questions about their experience. Ask them to be specific....

3|Page
 1. Where did they have that experience
2. What was the project
3. What was their role / function
d. Once you have gauged their interest move into the salary / rate conversation
i. Say, “Based off your experience, skillset and interest this seems like a pretty
good fit. What do you think?”
1. No matter how the candidate responds they will be looking for rate
information. Regarding rate, see below..
2. Glad you asked...while I know the position is important nobody works
for free...what ever you say, try to take the edge off of the rate
conversation.
e. The key here is to get them to open about their salary history. Do not ask them what
they are making or what their expectations are. Most of the time their expectations will
2-5 dollars higher for Admin roles and 5-10 higher for professional than what they have
previously made. Everybody wants more $$$, and that’ OK but we don’t have to give
away the house.

i. Since state laws will start cracking down on what we can ask the candidate
pertaining to their compensation history give them a low range – if it’s Office
and Administrative business give them a rate/range of 1-2 dollars less than the
max pay rate. If it is professional give them a rate/range of 5-10 dollars less than
the max pay rate.
ii. Then ask, “Will this rate/range work for you?” Wait for a response and take the
conversation from there. If the candidate agrees you are good to go. If the
candidate disagrees then start the negotiation process:
1. If the candidate discloses what they are looking for quickly calculate
your margin to ensure it aligns with the program bill rate management
process.
2. If the candidate rate pushes you over the MAX BR (ensure you
understand the client SLA’s) then you have to push back. Say something
like, “Based off your experience I can see why you are looking for $$$$
per hour. Unfortunately that is a little outside the range the client is
looking to pay. Additionally, we can see that there are several
candidates that have been submitted at lower rates. But let me see
what we can do. Keep in mind, you low balled the candidate so you
should have some wiggle room. Wait for the candidate to respond and
take it from there. The goal is to NOT JUST GIVE THEM a RATE but that
you NEGOTIATE with the candidate so it is a WIN (Candidate) WIN
(Client) WIN (Compugain).
3. If the rate is in line, go ahead and give it to the candidate and then say,
“Listen, this is going to put you higher than several other candidates
that have already been submitted and there is a good chance that your

4|Page
 resume might get overlooked, but if this is really what you need then I
want to honor your request.” Wait for the response and respond as
needed.
D. Understanding of Position and Questions
a. “Okay, so I really don’t have too many other questions for you about your skill
set, you have a nice resume and a lot of experience, so I am just wondering do you have
any additional questions for ME about the role?”

The key here is to make sure they don’t have any other questions.

i. Answer any questions that they may have. If they ask you something and you
don’t know, say you don’t know, but you will try to find out. If they ask me
something specific, like “What department will I be in or how long is training?” I
always let them know that unfortunately, the client doesn’t always provide that
information. But, if they are selected for an interview that would be a good time
to ask those types of specific questions.

E. Confirm they would like to be submitted lock down details:

a. “So, (CANDIDATE NAME)if you don’t have any additional questions for me I would love
to get your resume submitted to the client. Before I do that. Let me just quickly
summarize our converastion.”
b. We are going to submit your resume to (Client Name) for the (NAME OF POSITION) at a
confirmed rate of XYZ per hour. This would be paid biweekly on a W2 with standard
taxes taken out. You would be eligible to enroll in healthcare benefits along with 401K
from Transamerica.
c. Location- This position is located in their (XYZ Office).
d. Duration- We have an estimated start date of 1/2/2015 and estimated end date of
3/30/2015- that is about a 90 day assignment. Is that something that you are
comfortable committing to?
i. Give them the actual dates on the job order, do NOT just say 3+ month
assignment.
e. Planned Vacation- Do you have any planned vacations coming up within the next 90
days? Or anything else that might cause you to miss work with?
i. Shift/Working Hours- Very important! Make sure the shift works for their life-
do they have responsibilities that would prevent them from working the hours.
Does this position require weekends/overtime, etc?

F. Make Them Aware of The Onboarding Process:

5|Page
 a. “Okay, so I have confirmed the important details with you. Before ending our call so
now I would like to provide you a high level overview of the onboarding process, should
you get hired for the position.
b. Drug Screen: “First and foremost you will be required to complete a drug screen within
48 Drug Screen: hours of accepting the offer, would you have any issues with that?”
i. No one will ever say, yes I am on drugs! Some may tell you they take
prescription medication, which is fine the MRO will call them if the drug shows
up and the candidate will have to fax a copy of their prescription to the MRO.
c. Background Check: “We are also required to run a background check, SSN verification,
criminal history check. Are you ok with that?”
d. Paperwork: “Lastly, I just want to make you aware of the paperwork part of our
onboarding process. If selected, you would receive email packets from a program called
Redcarpet - 95% of the paperwork can be completed electronically. But there are still
some documents that you will have to print out, physically sign and send back to us. All
paperwork needs to be completed within 48 hours of accepting the offer. Are you able
to commit to that?

G. Close the Call:

a. “Okay, Candidate Name, great! In order to submit your resume I need to collect two
more pieces of personal information that the client requires so they can set up a unique
identifier when we submit your resume into the system. I will need the last four digits of
your SSN and your month and day ONLY of your birthday.”
b. My manager is going to give you a quick call to validate what we have talked about
today, are you available to take another call today?”
c. “Thank you for taking my call, it was nice speaking with you and as soon as I have any
updated on the job or your status I will let you know right away, thanks!”

6|Page