Evaluate Fit
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Assess candidate based on:
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Technical and soft skill alignment
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Motivation and career goals
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Compensation fit
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Red flags or inconsistencies
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Document Thoroughly
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Complete the Ceipal notes section clearly:
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Summary of background
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Strengths and concerns
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Compensation range
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Availability and notice period
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Overall recommendation (Strong Fit / Moderate Fit / Not Recommended)
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Collaborate with Team
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Discuss high-priority candidates with the Recruiting Manager or BDM.
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Confirm client submission strategy and talking points.
7. Close the Call
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Summarize main points and next steps.
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“I’ll share your profile with the client and update you once I have feedback. Expect a follow-up from me by [day/time].”
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Log all notes, motivators, red flags, and rates into Ceipal.
4. Screening & Qualification
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Ask detailed questions about their hands-on work, tools, and scope.
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Use follow-up questions to probe deeper (avoid yes/no answers).
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Confirm work authorization, location, start date, and interview availability.
5. Compensation
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Ask their pay/salary expectations:
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“What range are you targeting for this opportunity?”
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Do not disclose the top of your range upfront — allow room for flexibility.
6. Counteroffer Awareness
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If they’re currently employed, proactively discuss:
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“If your company counteroffers, how would you approach that?”
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Emphasize long-term career alignment over short-term compensation increases.
1. Introduction
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Use your full name and company:
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“Hi, this is [Your Name] with Rylem Staffing.”
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Explain the purpose:
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“I have a client and role that could align with your experience, but first I’d like to learn more about you and your goals to see if it’s the right fit.”
2. Discover & Listen
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Ask: “Can you tell me about yourself and what you’re looking for in your next role?”
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Let them speak freely; take notes on career progression, achievements, and motivations.
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Ask for references or professional leads from past roles.
3. Sell the Opportunity
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After understanding their background:
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“My client [Company Name] is hiring for a [Job Title] role, and based on what you’ve shared, I think it aligns well.”
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Share company highlights (culture, innovation, growth) and why this role is exciting.
Phase 3: Post-Call — Internal Evaluation & Documentation
Know the Job and the Client
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Who is the company and what do they do?
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How would you sell the company to candidates?
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What makes this client or project unique and attractive?
Understand the Role
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Describe the role in your own words (not from the job description).
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Identify type: Contract, Contract-to-Hire, or Full-Time/Direct Hire.
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Confirm: duration, location, remote/hybrid/onsite setup, and time zone requirements.
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Verify relocation options and interview process (including coding or technical assessments).
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Gather: top 3 must-haves, red flags, team size, manager vs. IC role, required years of experience, technologies used, and client culture.
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Review any past declines or hiring challenges for this position.
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Note start date expectations, benefits (bonus, equity, 401k), and parking/logistics (for onsite roles).
Pre-Call Setup
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Review candidate’s resume and LinkedIn in advance.
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Prepare screening, technical, and behavioral questions.
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Draft a concise job summary in your own words for explaining to candidates.
Phase 1: Preparation — Before Calling Candidates
Phase 2: Screening — The Candidate Call
Rylem Staffing
Recruiting Process
Ensure every recruiter follows a consistent, structured, and high-quality candidate experience — from job intake through client submission and follow-up.