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Introduction

  • Set to a pleasing tone

  • Introduce yourself and the company you're working for

  • State where you have found the candidate's information (Job Board, LI etc)

  • State the reason you're calling

  • State the Job and Client you are calling for

  • Emphasize that the call is knowing more about the candidate and how you can be effective in finding the best opportunity for them

Sales Agent

Workflow

  • What are the top 3 must haves for this role? – can be found in the ATS

  • What are the red flags? – can be found in the ATS / or check with Team Lead

  • How many years’ experience do they need to have?– can be found in the ATS

  • What technologies are being utilized/required? – can be found in the ATS

  • Make a list of technical questions, behavioral questions, screening questions specific to this role to ask on your call.

  • What’s the culture of the company and team? – possibly from Intake calls

  • How many people are on the team? – possibly from Intake calls

  • Is this role a people manager? How many people are they managing?

  • What’s the interview process? Is there a coding assessment? – intake calls/ ATS

  • Review the candidates resume if you have it ahead of time to get a basic understanding of their background

Business meeting
Checklist
Pre-call Checklist

Job Order Questions: You should be able to answer all these questions for each job before calling any candidates:

  • Who is the company and what do they do? How would you sell the company to candidates?

  • In your own words (not from the Job Description) what does this role do? What are they working on?

  • Is this contract, contract to hire or full-time? Length of the contract – can be found in the ATS

  • What’s the Pay Rate/Bill Rate (for contract) or salary (for full time? – can be found in the ATS

  • What’s the location? Will they consider relocation? – can be found in the ATS

  • Is the role 100% remote, hybrid or onsite? If it’s 100% remote, will they eventually be returning to the office? – can be found in the ATS

  • If remote, does the person need to work in a specific time zone? – can be found in the ATS

Waving in Headphones
Help Center

Callflow

This callflow is designed to know more about the candidate's preferences to profile your candidates accurately

 

We don't only screen for the job but also for future opportunities here at Rylem

Workflow Organizer

We highly recommend that recruiters follow a planner to organize their day efficiently due to the inherently demanding and dynamic nature of their role. A recruiter's day is often filled with various tasks, from sourcing and screening candidates to scheduling interviews, conducting follow-ups, and managing multiple job openings simultaneously. Without a well-structured plan, it is easy to get overwhelmed and lost in the sea of responsibilities and deliverables.

 

By utilizing a planner, recruiters can prioritize their tasks, set realistic goals, and allocate time appropriately for each activity. This proactive approach enables them to stay focused and on track throughout the day, ensuring that critical tasks are completed promptly and efficiently. Moreover, having a visual representation of their schedule allows recruiters to anticipate potential challenges, avoid overcommitting, and maintain a healthy work-life balance. In essence, a planner becomes a valuable tool in helping recruiters streamline their workflow, enhance productivity, and achieve success in their recruitment endeavors.

Bullet Journal
ETC (Email, Text, Call)
Hand on Laptop

Email

This involves sending an email to the candidate as the initial point of contact. This method allows us to provide detailed information about the position, the company, and the recruitment process. It also offers the candidate the opportunity to review the email at their convenience and consider their interest in the role.

Texting on Cell Phone

Text

We follow up with an SMS to inform the candidate in advance that a recruiter will be reaching out. This considerate gesture not only serves as a heads-up but also ensures that the candidate is prepared for the forthcoming conversation. Moreover, as SMS is a widely used communication method, it enhances the likelihood of the candidate receiving and acknowledging the message promptly.

Phone Call

Call

This involves calling the candidate, which is the most direct and interactive mode of communication. By this point, the candidate is familiar with the opportunity and has had time to process the initial information. A phone call enables us to engage in real-time conversation, address any queries the candidate may have, and assess their suitability for the position more effectively. This workflow, encompassing email, SMS, and phone call, guarantees a well-rounded and personalized approach to candidate outreach, optimizing the recruitment process for both the candidate and the company.

Office Meeting

Call and Workflow

Here at Rylem, We adhere to this carefully structured workflow for candidate outreach due to its efficiency, effectiveness, and personalization. 

Candidate Qualify

  • Ask if the candidate is actively/casually looking, reason

  • Ask for the candidate's motivation in choosing their next opportunity

  • Ask for the candidate's preferences in location/going on-site/doing remote work

  • Ask for the candidate's preferred term of employment/openness in doing FTE, CTH or Contract

  • Ask Work Auth Status

  • Ask pending offer

  • Ask for the candidate's absolute minimum asking rate.

Job interview
Checklist
Informational Interview

Screening the Candidate

  • You may address it right away if any of the candidate's preferences do not match the Job you have at hand. (this will save you time in discussing the role in length)

  • Job Presentation and Job Qualification

  • Provide preferences/qualifications set by HM that are not listed on the JD (as applicable)

  • Based on your formulated list of questions, ask open-ended questions to the candidate as applicable

  • Listen keenly to the candidate's response and ask follow-up questions as needed

  • Take as many notes as you can based on the candidate's responses

  • If ever red flags are brought up/noticed in this transaction, don't hesitate to validate with candidate"

Job interview
Checklist
Job interview

Prepping for Submission

  • Ask for the candidate's thought about the position discussed

  • Confirm candidate's Full Legal Name

  • Confirm Phone, Email, SSN/DOB (if applicable), Location (city /state)

  • Confirm if good with BGC

  • Confirm candidate's availability for an interview (be as specific as you can, time and day as much as possible)

  • Confirm candidate's availability to start if chosen for the position

  • Confirm if candidate has any planned vacation for the next 2 to 3 months / 6 months

  • Confirm candidate's work authorization (you may re route this question up to Gathering candidate's preferences if you have an inkling that candidate may be on Visa not allowed by your JD)

  • Set candidate's expectations on feedback timeline and interview steps, advise RTR processing as applicable

Job interview
Checklist
Job Interview

Branding and Closing

  • Promote Rylem as a Staffing firm (Website, LI Page, Facebook) and ask candidates for referral

  • Thank the candidate for their time and express eagerness in working/speaking with them again soon

Job interview
Checklist
Handshake
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