Candidate’s perspective of Work/Life Recruiting’s recruiting process
Candidates enjoy professional service and courteous treatment with Work/Life Recruiting
- Is there alignment between your experiences and what the client requires?
- If the desired level of alignment is lacking, to inform you quickly out of respect for your time.
- If there is alignment regarding experience, then we move on.
- Does the job work for you first? Before you know anything about the client.
- We don’t start this process by disclosing our client. There are two reasons:
- This is the only conversation in which you cannot shape your answers to what you think we want to hear.
- Most people start Googling as soon as they know the company name, which is a distraction from our conversation.
Does the opportunity meet or exceed your expectations?
- What is the client’s ability to meet or exceed your expectations?
- Confirm our understanding of your expectations if the client does not appear to meet or exceed your expectations. We will share specifics regarding the client’s inability to meet or exceed your expectations.
- If the client appears to meet or exceed your expectations, then we want you to know about the client and confirm your interest in the discussed opportunity and client.
At this point in the conversation, we will share our clients’ information, ask you to check them out, and think about our discussion. Then, if you continue to be interested, schedule a follow-up conversation focused on your questions.
The questionnaire
If you continue to be interested, you will be asked to complete a short questionnaire designed with the hiring manager. The questionnaire is designed to respect your time and create a level playing field for all candidates.
Client Assessments
Many clients utilize assessments as part of their hiring process. Typically, we are authorized to administer the assessment to expedite the interview process.
Your candidate packet will be created and submitted when we have your completed questionnaire, assessment, and your permission to talk with the client on your behalf.
Then we follow up with the hiring manager to get a response to your candidacy.
Feedback is shared promptly.
You deserve to know your candidacy’s status as quickly as we do. Feedback is shared promptly. While you might not like the feedback, you will know.
If the feedback is positive, you deserve to know the next step(s) and the timeline. This level of communication continues throughout the process until you have been hired or eliminated.
Taking care of candidates is good business!
Well-placed candidates are happier, typically leading to better performance, which makes hiring managers happy. Happy hiring managers are more likely to engage us again.
