It is important to create a Search Assignment Form that can be used as a general guide for your conversation. There are several example forms in this section, but all examples should be modified based on additional industry specific information that is imperative to cover. When you are both creating your Search Assignment Form and implementing your Form, do not skip any area and get comfortable asking the tough questions – the areas you skip over will surely be the ones that kill your placement in the end. When on the client phone call, it is important to phrase your questions in an open-ended, conversational manner – be consultative in your approach and avoid making this a mechanical order-taking exercise.
The real power of this tool is achieved when you use it as a foundation on which to ask further questions that will give you some true insight. Asking clients more challenging questions may change their perception of you and the service you provide, as well as create a stronger sense of mutuality or purpose. Remember that there are two rules of thumb when taking a Search Assignment. The first rule is to continue to dig and always ask “why” to uncover the differentiating information of any search. When a client says “we are a great company to work for”, ask “why”. If they respond with “we have a fun environment”, ask “why”. When they respond with “because we have team happy hours every Friday, have a suite at the local football arena, and take a company ski trip each year”, you now have your real answer. The second rule of thumb is to always be thinking “what does this mean for my candidates”. When you ask for the physical address of a company, that seems like pretty straightforward information. But what does that mean to your candidate? Is it a great neighborhood or an industrial park? Is it on the other side of a bridge that costs $5 each way, or is it an easily accessible location? We could continue to expand on this one point, but suffice it to say that remember to always keep the perspective of “what this means for my candidates”.
An in-depth Search Assignment Form might take anywhere from thirty minutes to over an hour to fill out. Some recruiters are fearful of asking a client for this much of a time investment, and the recruiter just wants to get the basic information and get started on the search. However, taking the time upfront with a client shows that you are professionally committed to the process that you know works, and it will avoid you having to waste their time in the future with questions that you forgot to ask on the front end. Lastly, following a well-structured Search Assignment Form helps you direct and guide the conversation and keep you, and your client, on track.
Solid Search Assignments Overview
In this clip, Search Firm CEO Jeff Kaye shares 18 tips for taking an effective search assignment. This clip provides some powerful insights that will help you ensure you are allocating your time, and your resources, to the proper job orders.
Jeff Kaye discusses four methodologies for effectively transitioning your marketing call. Make sure you have a smooth transition from your scripted marketing pitch to your effective search assignment form.
Once you have taken a Solid Search Assignment, you want to make sure you don’t leave any stone unturned – this clip will help you make sure you are asking the right questions to get the most thorough information available.
Determining Wants and Needs
One of the most critical components of a search assignment is determining the wants and needs of your prospective client – in this clip, CEO Jeff Kaye gives a condensed overview of this subject.
Scripted Dialogue and Probing Questions: Determining Wants and Needs
Determining Duties and Responsibilities
Being able to describe a “day in the life” to your potential candidates is of utmost importance – Jeff Kaye highlights some key areas to cover when determining duties and responsibilities of your position.
Determining duties and responsibilities is critically important – but what do you do with that information once you have it? Recruiter Margaret Graziano shares with you some insights for taking this part of the job order one step further – and separating yourself from your competition in the meantime.
Scripted Questions and Probing Dialogue: Determining Duties and Responsibilities
Uncovering What They Offer
There are numerous components that comprise an ‘offer’ – it is vital to understand not only all of the financial incentives of your prospective client, but the intangible components as well.
Scripted Dialogue and Probing Questions: Uncovering What they Offer
Understanding the Company Info and Selling Points
In order to be effective in your presentation to candidates, you must have a story to tell about the client’s past and future growth plans. It’s important to have a story – but even more important to be able to articulate to a candidate ‘what’s in it for them’.
Scripted Questions and Probing Dialogue: Company Info and Selling Points
Learning About the People and Leadership
The number one reason that candidates leave companies is because of a disconnect with the boss. People work for people; Jeff Kaye canvasses some highlights to cover when learning about an organization’s people and leadership.
Scripted Questions and Probing Dialogue: Learning about People and Leadership
Gauging What’s Been Done So Far
Having an understanding of what efforts have previously been exhausted in order to fill this opening will allow you to avoid the mistake that most recruiters make of coming in too late in the process.
Scripted Questions and Probing Dialogue: Gauging What’s Been Done So Far
Determining Agreed Upon Hiring Process
In order to avoid any surprises during the interviewing process, it’s important to understand the who, what, where and when of the client’s hiring timeline. This clip summarizes key areas to cover to develop a clearly defined hiring process.
Scripted Dialogue and Probing Questions: Determing an Agreed Upon Hiring Process
Determination of Cooperation and Urgency
Make sure that what you deem a critical and urgent position is indeed a critical and urgent position; Jeff Kaye shares some best practices for aligning yourself with clients that will cooperate and respect your process.
Scripted Dialogue and Probing Questions: Determination of Cooperation and Urgency
Establishing Mutual Expectations
One of the most impactful areas to cover with a client is what you will expect from them and what they can expect from you; have clearly defined parameters to ensure that both of you are accountable to one another.
Scripted Questions and Probing Dialogue: Establishing Mutual Expectations
Form for Establishing Mutual Expectations
Forms
Full Job Order Form Example 1
Full Job Order Form Example 2
Full Job Order Form Example 2 Answer Grid
Full Job Order Form Example 3
Articles
Validating the Job Description by Terry Petra
Establishing Your Role in the Selection Process by Terry Petra
Establishing the Sense of Urgency by Terry Petra
Establishing Mutual Commitments by Jeff Kaye
Sourcing Your Client by Terry Petra
