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Here are some simple guidelines to get the most out of the working relationship with your Recruiter:

RESPOND TO RESUMES QUICKLY
Good candidates have a short shelf life and can have multiple interviews going on at the same time. Responding to resumes quickly enables your recruiter to move the process to the next step when you’re interested in a candidate.

PREPARE THE INTERVIEW TEAM
Prior to the interview, interviewers should clearly understand the position for which they are meeting the candidate and have read the candidate’s resume in comparison to the open job description. The interview team should debrief within the next day or two, so comments regarding the candidate are fresh.

ASK APPROPRIATE INTERVIEW QUESTIONS
Only ask questions that relate to the candidate’s experience and ability to perform the duties for the position for which they are interviewing. Steer clear of asking inappropriate personal questions that do not pertain to the job at hand.

SELL YOUR COMPANY
Make it a point to sell the advantages of working for your company to the candidate. High flying companies with a strong bottom line are typically easier to sell (unless they have a reputation for wearing out their talent). But even companies going through challenging financial times still can sell the aspect of future promise while being in a turnaround mode. Personal chemistry, work-life balance, advancement opportunities, location, travel can all be sellable points.

LET THE RECRUITER MAKE THE OFFER
Your recruiter is trained in the art of presenting an offer and knows the right time and the best circumstances to close the deal for you. Let your recruiter present the offer for you. Awkward steps can be saved along the way if you enlist your recruiter to pre-close a candidate before your extend an official offer on paper.

     
 
     
 
 
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