INTENTIONS

Asking about a candidate’s job search status is extremely important. Knowing if that candidate is interviewing with other companies helps us best determine how to position the candidate, if at all. If a candidate reveals that they are in final interview steps or expecting an offer, depending on the situation you may want to hold off on submitting the candidate until they are no longer considering the other position, or you could put extra pressure on the client to interview the candidate before an offer is extended by another company. The correct tactic depends on the situation, to start, when confronted with a situation such as this, it is best to seek the advice of your manager.

Knowing where the candidate has applied or interviewed provides you with market intel. In addition, learning about other companies they would like to apply provides you with leads where you can MPC them to other companies to land new business development deals.

Lastly, you must ask the candidate how quickly they can interview. Contract moves fast, and you will not always have significant advance notice from a client who what’s to interview that candidate. Ideally, you will have 24-hour notice on interviews, but same day interview requests are not uncommon. If your candidate tells you that they will need a few days to be able to interview this can be a red flag and you need to readdress the candidate’s level of interest.

This is also the time to start setting expectations. Explain to that candidate that you will do everything you can to give them as much notice as posable. But also explain that in some situations a little flexibility is needed the accommodate a quick interview time for the client.

• What is your experience working with recruitment agencies? [EXPLAIN THE PROCESS]
• How long have you been looking? 
• What companies have you had a chance to interview with? 
• What companies would you like to work for? 
• What companies would you NOT consider working for? 
• How soon can you be available for an interview?