Starting the process
Recruiter Checklist
The twelve things to hand your recruiting partner before a search launches, from the job description and territory map to source companies, pay ranges and the names that are off limits.
Recruiter Checklist
The twelve things to hand your recruiting partner before a search launches, from the job description and territory map to source companies, pay ranges and the names that are off limits.
In order for your recruiting partner to be successful, you need to equip them with the right tools. Please find a checklist below of the things you’ll want to provide them before search launch.
- Job Description, ideally in a format that's candidate centric, which may take some work between you and your HR business partner
- Territory/Region Map that clearly outlines the geographic parameters, a jpeg file they can share with candidates. You may be surprised by how important this is. Make sure your version impresses the candidate.
- Action Plan with milestone and dates associated with each
- Source Companies (where your employer has successfully pulled people from). This list can be shared verbally if you’d prefer not to have this communicated in writing, but you need the list!
- Why Narratives (this market, products, company, role). These are critically important!
- Territory/Region Performance History, for the last 2 years
- Team Performance History, for the last 2 years
- Published Salary & IC Range
- Salary wiggle room for top performers (this can also be communicated verbally if that's your preference)
- Realistic/Expected Yr. 1 IC
- Your (hiring manager) blackout dates (Company Meetings, Vacation)
- Names of all individuals already considered or previously employed, that are hands off (including internally referred candidates). This is a must!
Keep going.
Recruiter Scorecard
Score a prospective recruiting partner on ten criteria across hard, soft and fit indicators, with the evidence to ask for on each and a one to ten key for rating them.
Interview SOP Guidelines
How long each step of a search really takes, from recruiting and submissions through field travel, corporate interviews and offer approval, so your interview SOP builds in enough time.
The companies that consistently outperform are usually the ones that know how to find, hire, develop and retain the best people.
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