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Ask Barb: Screening Out Candidates


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Ask Barb

Dear Barb:

I participate on your Wednesday live training calls and have heard you say, “When in doubt, send them out.” I wish the senior recruiters in my office listened more to your advice. They send their own candidates but always screen mine out. How do I convince my co-workers to send my candidates? The reasons they give me are always so lame and I think they are just trying to fill their own orders so they get the entire commission. I’m not writing my own orders yet, but when I do I’m not going to send in any of their people, either. I’m not hitting my goals because of them so what can I do?

Frustrated in Lansing, MI

Dear Frustrated:

Most rookie recruiters feel the experienced recruiters are screening their candidates out. Matching is one of the hardest skills to master and if the senior recruiter sends someone who is not qualified, they could lose the trust and rapport they’ve established with their clients.

When you submit top talent that are a great match to the senior recruiters of your firm – trust me they will submit them. They are judged by their clients on their ability to provide results and you can help them achieve that goal.

There are a few things you could do. First of all, ask the recruiters who have written the job order to put percentages by the various responsibilities. You now have a much clearer picture of the job. If someone is doing a task 90% of the time vs. 10% of the time – that is a very different job description. Make sure you go on the company website and learn all you can about this client. Also read articles that others have written about them to help you sell the opportunity to your candidates.

To show the senior recruiter that you have made a great match – check one or two references and include the references with the resume. Also, fill out a candidate presentation form selling their accomplishments and experience and showing how they are a match (check out www.staffingandrecruiting.com to obtain a copy of this form).

When they see you have checked references and shown why they are a good match, you will stand a much better chance of scheduling an interview for your candidates.

Barbara J. Bruno, CPC, CTS


Would you like to Ask Barb a question? Email her at support@staffingandrecruiting.com. Each month in The Fordyce Letter print edition, Barbara Bruno answers questions from individuals in the Recruiting Profession. We will bring you some of these Q&A responses from Barb each week on FordyceLetter.com.

Barb Bruno, CPC, CTS, is one of the most trusted experts, speakers, and trainers in the Staffing and Recruiting Professions. If you want to receive FREE training articles from Barb, sign up for her NO BS Newsletter! Barb has spent the last twenty years focused on helping Owners, Managers, and Recruiters increase their sales, profits, and income. Her Top Producer Tutor web-based training program jumps-starts new hires and takes experienced recruiters to their next level of production. Barb's cutting-edge program, Happy Candidates, provides you with a Customized Career Portal in less than 10 minutes. Happy Candidates allows you to help the 95% of candidates you don?t place and eliminates the greatest time waster in your business. If you?d like to contact Barb, call 219.663.9609 or email support@staffingandrecruiting.com.
  • http://twitter.com/TechRecruiter21 Blake Jackson

    If you are new and Senior Recruiters don’t know your quality of work they may be hesitant to risk their reputations on an unknown recruiter’s candidates. Odds are that they’ve been burnt before by a new recruiter who either was lacking certain qualifications, has not had their background vetted properly (ie, DUI, Felony, no college degree) or who was not pitched the opportunity properly.

    If you are confident in your candidate stand up for them. Pick up the phone, call the recruiter and sell them on your candidate. If they hear your passion that often helps. If they are still hesitant recommend that they call the candidate themselves to get a feel for them. That will help the Senior Recruiter feel comfortable representing them to their clients.

    Make a name for yourself as a recruiter sending quality candidates, earn their trust and soon they will no longer question who you are sending.