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As a Recruiter you will be responsible to call New Applicants, Follow up on Previous Applicants, Confirm Interview Appointments and Follow up on Applicants that did not show to their interviews to try and reschedule them.
OBJECTIVES
OBJECTIVES
Recruiting consists of Sourcing, Outreach, On-Boarding, and Retention. As an ISTA Recruiter you are focused on the OUTREACH stage of the process.
Your main objective is to schedule as many interviews for qualified applicants as possible, have them attend and pass their interviews to fill open positions while giving every Applicant a positive and friendly experience.
PHILOSOPHY
PHILOSOPHY
Our philosophy is that recruiting is about VOLUME, PERSISTENCE and CUSTOMER SERVICE.
VOLUME: The more applicants you call the more interviews you will be able to schedule, which means the more people will show up and will lead to more positions being filled.
PERSISTENCE: Hiring in the US can be very competitive with a limited pool of qualified candidates. We want to service our clients by following up on applications and leads fast and we don't want to give up on a lead until we have exhausted every option.
CUSTOMER SERVICE: Because the market is competitive we want to give applicants a friendly and helpful experience. Making them feel comfortable, taken care of and excited about the position will increase the chances of them accepting interviews, attending interviews and then accepting open positions.
Strategy
Strategy
Our strategy is about striking first and often while maintaining detailed and precise data on our efforts and outcomes.
BE FIRST: Every applicant, resume or lead that gets funneled to us will be contacted with a phone call and text within 1 hour.
BE CONSISTENT: Just because we don't reach a lead on the first or second try doesn't mean they are not interested or not available for the position. This is why our program consists of a minimum of 6 outreach attempts over the course of about a month before we archive the lead.
REPORTING: In addition to helping our clients fill their open positions faster than they currently do, we want to provide them with useful analysis on not just ISTA production, but also the success of their outsourcing campaigns and their internal recruiting processes. This makes the data entry required of you extremely important.
WHAT MAKES A GREAT RECRUITER?
WHAT MAKES A GREAT RECRUITER?
Recruiting can be a tough, but very rewarding job. It's a position that rewards hard and dedicated workers where you can actually see the results from the energy you put into it. You are filling real needs by matching up understaffed businesses with personnel that are in need of a job.
SALES, SALES, SALES! Recruiting has a bit of a sales component to it because you are selling someone on why they should take you open position over someone elses. Being friendly and sounding excited about the job opportunity you are offering them goes a long way in getting the applicant interested and excited too.
CLEAR COMMUNICATION! Communicating clearly and concisely is important. Applicants are often busy and on the move so making it clear who you are, why you are calling and getting them set up with an interview without taking up too much time is crucial to your success.
KNOW YOUR FACTS! Applicants could have questions regarding the position and the facility so always be very familiar with the facilities you are assigned to by reviewing and memorizing your Facility Face Sheet.
EYE FOR DETAILS! Paying attention to the details of an open position, the applicant you are reaching out to, qualifications required, interview details as well as the required data entry will reduce errors, increase percentages of filled positions and customer satisfaction.
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