The Direct Hire Candidate “InnerView™”

Inter(view)- A prefix meaning “between”. Also used to suggest a competition, an examination or a match between opposition, two people, groups, institutions, schools, or colleges.

vs.

Inner(view)- deep-rooted, concealed, emotional, essential, gut, hidden, innate, intimate, intuitive, inward and personal.

$449.00

Lesson Plan:

Unfortunately, the days of Owners providing staff with a structured interview form, which created consistency in candidate data, is gone. “Freestyle interviews” have now become the norm. A mechanical non-emotive Q&A session that simply has recruiters checking the boxes that match HR’s job descriptions. That buck stops here.

Client handlers shouldn’t have to re-interview a recruiter's candidate because they lack confidence in their teammate’s “own version” of a freestyle interview.
Clients interviewing candidates shouldn’t have to dig deeper to get the information their recruiter overlooked before submission. That’s embarrassing and totally diminishes our value. The excuse of, “Yeah, well… I’m just the recruiter”, isn’t acceptable anymore.

In three, 2-hour “Lunch and Learns”, Peter doesn’t hold back on teaching the deep “InnerView™” evaluation that is now expected from a credible recruiter. Peter proves that going slower and deeper creates faster placements.

This InnerView™ is a 4-act play.

Act I: Deep Skills Assessment: The submittal only tells the client “what they do”. Recruiter’s job is to explain “how they do it”, in comparison to other candidates. (tools, methodology, resources, human skills, and how much time/effort is spent in each area of functionality?)

Act II: The Humbling: “I evaluate between 7-10 (titles) per month that basically do what you do for a living. What makes you stand out from the pack? What got faster, smoother, more accurate, incompliance, less expensive, more consistent, etc., as a result of your work?”

Act III: The Wish-list: 90% of most recruiter’s “freestyle” interview notes contain no reference to what the candidate craves in the next job they’ll accept...
Hmmm…, that’s really unfortunate considering 50% of closure success is dependent on matching the candidate’s wish list. Time must be spent in that zone, not freestyling, but pre-closing on all the possible wishlist subjects that candidates never bring up until it’s way too late.

Act IV: Candidate Control and Etiquette: In high-performance recruiters, at the end of their full innerview, there’s a little “speech” that takes place… it’s a set of “trade-offs or rules” that need to be agreed upon in return for that little free service of finding you the best job ever! It mentions little surprises like: Honesty, counter-offers, non-disclosed interviews, ghosting, chasing you down for post-interview feedback, offer-indecisiveness and high quality referrals.

Do you know that speech? Or, have you just gotten good at finger-crossing?

You’ll learn this little speech with Peter.

Investment:

$449.00 (Per office)

Owners: this is a download that can be shared with individual staff reporting to one office, as needed. Best results occur when viewed as a group, providing immediate feedback and reinforcement with group role plays.