Recruitment Handbook

The Corrie Grey recruitment handbook is an extensive & integrated manual for recruitment, including headhunting and business development.
It breaks down into easy to use sections, allowing people to either consume the information or use it verbatim.

We don’t just look at the psychology of recruitment, but include what is quite possibly more important, the recruiters mind.

This handbook will take people who do not have any experience in these fields and guide them through the first two years of their careers.
It has also proved to be very useful to experienced people; good basic’s are the key to being a successful recruiter.

Please note the pages you are viewing have been taken out of context and work as part of an overall product.

Corrie Grey operates as an umbrella bring specialists together on a project by project basis.

If you would like more information on this please e-mail us at;
recruitment@corriegrey.com

Corrie Grey Recruitment Handbook Sample

Corrie Grey “Turning the light on”

A Corrie Grey Product

The Corrie Grey recruitment handbook sample is
copyrighted by Corrie Grey 2009 ©

Introduction

The Corrie Grey recruitment handbook is an extensive & integrated manual for recruitment, including headhunting and business development.
It breaks down into easy to use sections, allowing people to either consume the information or use it verbatim.

We don’t just look at the psychology of recruitment, but include what is quite possibly more important, the recruiters mind.

This handbook will take people who do not have any experience in these fields and guide them through the first two years of their careers.
It has also proved to be very useful to experienced people; good basic’s are the key to being a successful recruiter.

Please note the pages you are viewing have been taken out of context and work as part of an overall product.

Corrie Grey operates as an umbrella bring specialists together on a project by project basis.

If you would like more information on this please e-mail us at;
recruitment@corriegrey.com

Client Driven Market

“We are getting a lot of direct applications at the moment, we don’t need to use recruitment companies”.

I think that’s a good thing, we are getting more inquires our selves, as the market place has been so candidate driven for so long, it needed to be balanced out.

I know a lot of recruiters won’t like it, (but quite frankly who cares about them)I personally think it healthier for all concerned that an equal balance is kept.

(Identify, empathise, disarm)

In regards to us we have not seen that much difference as we have always worked with top clients and excellent candidates and a top candidate that brings value to a company will always be in demand, do you agree?

A lot of companies have used this as an opportunity to cut out some dead wood or people they were not sure of.
I’m not saying that there are not any good candidates on the market, because there are, I just think you always try to keep hold of your top people.
The market will change again, so you ride it out and keep just the best.

As I said a minute ago, we work with the best candidates, the ones companies won’t to keep, at the end of the day quality is quality.

It’s never a waste of time looking at top candidates, people who will add value to any company.

I will send you over a couple of people so you can see for yourself, proof as in the pudding.

What e-mail address is best for you?
How do you like to get CV?
I can come and see on Thursday at 12:00?

“I’m still not sure”

As you said earlier looking at top people is never a waste of time, there’s not exactly a big down side here, so;

What types of people always interest you?

I Think Pre-Close
(Including candidate management)

This will get all of the candidate’s objections out of the way before the offer is made, it works as a takeaway, drawing the candidate in further enhancing candidate control.
It is a matter of a few phone calls to change an offer at this point, but when an official offer is made to the candidate it can take weeks to change it.

You know the offer is going to be lower than the candidate was after, e.g. candidate wonted £60,000 and the offer will be £57,000.

The first thing to do is when speaking to the client, make sure this information is right, would they pay the £60,00 if they had to, if they wont what else can we adjust, pay review is always good, get a 3 or 6 month pay review instead of a 12 month one. (For more details on this please see negotiating with clients)

Call the candidate and say, I THINK they will make you an offer, but I THINK the offer will be £55,000, I know this is not what you are looking for, I might be wrong here, but please remember why you were interested in the job in the first place, go through the positives.

The candidate is likely to let off at bit of steam, let them, when they’ve blown themselves out go through the positives again and saying please remember this is just what I think might happen.

Justify the reasons;
Client name, have a policy of offering slightly lower basics / packages than people ask for.
This is done because a lot of people in the past have over sold themselves.
So (client name) wants proof before upping people’s salaries.

Now nobody is worried about that with you, but if they broke their own rules you would not respect them and if it got out into the company it would be very uncomfortable for everybody involved.
I’m sure you can understand that, even if you don’t like it much.
Before ending the call make sure the candidate is calm, speak about football or anything for 10 minutes, level them out.

When you call them back, leave enough time for that to take effect, you can say good news I was right about the offer, but not the amount, they wish to offer £57,000 and give you a pay review in 3 months, so I was worrying for nothing, the candidate will be happy it’s not £55,000, it’s better than they thought, a pay review in 3 months that will fly past.

The Drop Out Pitch

This is worth throwing in at the end of the offer call.

Your current company will be making you a counter offer, I just want to let you know that 80% of people who accept counter offers are back on the market place within 6 months. (This does not have a down side, because if their current company does not counter offer them, they will feel unwanted)

Companies counter offer because it’s cheaper for them to keep you, * think about it, they would have the cost of recruiting someone else, training them, the adjustment time for the new person, not to mention the disturbance.

If they have brought up the problems with their current employer;
Not to mention you said about these problems before and they did nothing, which is exactly what they will do if you stay, “you’re a soft touch to them then”.

If they have not said about the problems to their current employer;
They can’t have been that bothered about you before you resigned, did they think there were no problems.

(Go through the problems from your candidate registration form)
I mean you have staff reviews don’t you, also you should know people pretty well after working with them for years, not everything needs spelling out does it.

Once a person has resigned regardless of if they end up staying, their career is over at that company, your looked at as being disloyal, which is just staggering, not the chap to promote, you would see little signs if you looked, it would be game over, hello to the glass sealing.

The old saying goes “the grass always looks greener on the other side”, you know sometimes IT IS.
If you look at it from my side the recruiters / headhunters side, we look to take people out of companies are not great to work for and put them in ones who are, it’s easier for us.

The main reason for not taking counter offers though has to be, this job will be gone, the company you liked, the role you liked, the place where YOU thought you would be happy, that would be gone, bridges burnt.

If the candidate tries to stop you saying this;

Say look, just give me 1 minute here, I don’t want you coming back to me later telling me I didn’t give you all the information, this is MY reputation here.

This PDF contains a small sample of the Corrie Grey
recruitment handbook, it is copyrighted to Corrie
Grey 2009 © and can not be used or copied
without written permission.