Contents

Phases Responsible
• 7-steps of Sourcing Recruiter

• 7-steps of Qualifying Recruiter

• 7-steps of Submitting Recruiting Manager

• 7-steps of Quality Control SDP/AMP

• 7-steps of Status SDP/AMP

• Interview Prep & Debrief SDP/AMP

• Interview Follow-up SDP/AMP

• Pre-Closing & Closure SDP/AMP

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 7-steps of Sourcing
(Recruiter)
1) Recruiting Manager receives and clarifies seven-(7) key, required and desired, criteria within job requisition while
creating Recruiter “Call Sheet.”
1) Call list comprised of 40-60 potential candidates , meeting 80% of Required skills and 70% of Preferred skills, identified using
boolean search of In-house database (Job Diva)
2) If JobDiva database does not produce a call list of 40-60 candidates, Recruiting Manager supplements Call Sheet by searching all
five-(5) resources (CareerBuilder, Monster, Dice, LinkedIn , Indeed) and forward candidates with 90% match to Recruiters.
2) Recruiter searches eTeam Pro-Active division for “Pro-Actively Sourced” and pre-qualified candidates
3) Recruiting Manager provides Call list to assigned recruiter as well as helpful hints while recruiting for client, Industry and
geography.
Points 1, 2, and 3 need to be completed with 15 minutes of receiving a client requisition
4) Recruiter begins presenting Positioning Statement to “call List” candidates
1) This is (my name, ) we haven’t met, but your name came across my desk as someone I should get to know. May I explain the
purpose of my call?
2) The purpose of my call is to find a time to confidentially discuss your career situation, and see if it makes sense to introduce
you to a new opportunity with one of my clients - can you speak openly right now?
3) I work for the “Top Software Companies” to find the best “QA Engineers” in the “Silicon Valley”.....
4) The candidates I represent are typically successful in their jobs - but are often open to hearing about other opportunities.
5) Great, I’d like to take the next 5 minutes and hear a little about you...would you please tell me about your current
responsibilities and accomplishments at (company name)?
5) If Recruiter encounters difficulty in identifying qualified candidates, conduct “Mindstorming” with Recruiting Manager
to ;re-work search string , job boards searched, alternate recruiting avenues
6) Use “Star Method” assessment for each of the four key skills list in the Job Posting, User Field/Other and draft the
Compelling Statement
1) If candidates are not identified, post Market Intelligence to JD
7) Submit qualified candidates to Recruiting Manager for approval to submit
40 -60 candidates/”Tear Sheet”/ job
*Above Process needs be done within 15 minutes of receiving the requirement. Recruiting Manager needs to ensure that
recruiters are using all the right sources and 40 -60 candidates are being presented with an opportunity within 45 minutes.

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© Copyright 2013 VMS Accelerators, Inc.
 7-steps of Qualifying
(Recruiter)
1) Review JD in detail with prospective candidate:
Location, determine distance candidate is willing to travel and mode of travel, Duration of assignment, Minimum Pay Rate*,
Skills/Accomplishments (Star Method), Interest (“the WHY factor”), References, any Bonus points (“the WOW factor”)
*Do NOT ask for prior Salary History: Ask for candidates rate expectation, then, state: “my client has authorized me to present
candidates at $XX.XX.” (state the lower of the rate expectation or the minimum pay rate) Is that acceptable?
2) Identify the 4 critical skill sets. Can you give me 3-4 different examples where you used the main skills required for this job ?
Are skill sets highlighted in the resume/ responsibilities. Have the critical skills been used in the most recent job. If not, Do not
submit the resume. If you do not have any choices, look if the critical skills have been used in last 1 year. If not, do not submit the
resume AT ALL.
3) “My Client requires us to conduct background investigations and drug screening”
Do NOT ask candidate if they can pass BGC or DS.
4) Can you work the duration of the assignment?
Get Idea of red flags which will prevent consultant from taking this opportunity.
– Is the consultant currently on project ?
– Why does he want to leave this one ?
– Have you given any other interviews that you are waiting for response from ?
– Has there been a break in the contractors employment history ? Why ?
5) What is your expected rate? Use Rate Negotiating Techniques! *Do NOT ask for prior Salary History
6) Do you have any restrictions on interviewing this week ? Any block out dates/times ? Notice ?
7) I am sending Rate Confirmation and Right to represent email. How soon can you reply with confirmation ?
Save the confirmation notes and RTR in job diva.
Format and upload resume with job compatibility matrix/Candidate Summary in Job Diva.
Make the External Submission in Job Diva.
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© Copyright 2013 VMS Accelerators, Inc.
 7-steps of Submitting to MSP
(Recruiting Manager)
1) Content match
1) Resume must have all required skills highlighted according to the requirement
in 2-3 most recent projects.
2) Reject all resumes which do not match ! Provide feedback on each rejection !
2) Speak to the candidate
1) verify skill match and identify any red flags
3) Verify and align Resume format!
4) Attach Supporting documents, Certificates, Test scores
5) Enhance Job Compatibility Matrix and Compelling statement and the WOW
factor (additional value to client)
6) Fill All data fields used as per Client VMS Portal to sell resume
7) Make a Client Submission in Job Diva with email to Candidate & Recruiter

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 7-steps of Quality Control
(SDP/AMP)
1) Review your “BI shared with me - J5” report of external submissions, at the end
of each day (5 PM EDT).
2) Compare the job posting required and desired skills to those within the
candidates last three-(3) positions.
• Should you agree the candidate is:
o Less than 80% Match of required skills and desired skills
o Do external reject and provide reasoning in JobDiva
o SDP to Withdraw resume from client portal
o 80% or greater Match of required skills and most of the desired skills
o Contact the VMS Coordinator presenting your case to get the resume Shortlisted
o 95% or greater Match of required skills and desired skills
o Upsell the resume
o Connect with Candidate to get upsell info
o Share Upsell Talent Intelligence with client
3) SDP/AMP is to check on each submission after 24-48 hour to ensure resume is
shortlisted
– If resume shortlisted, SDP/AMP will update JobDiva with shortlisted status
– If resume is rejected, SDP/AMP will update JobDiva with External rejection
notification/reason.

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© Copyright 2013 VMS Accelerators, Inc.
 7-steps of Quality Control (cont’d)
(SDP/AMP)
4) Conduct Random audits on Recruiter activity
• Randomly audit 5 submittals daily
• Randomly call 5 submittals daily
• Randomly review 3 “Call Lists” daily
• Randomly review 3 recruiter qualifying notes
5) Review open (non-submitted reqs) after 2 days
6) Ensure we have maximized number of submittals
allowed
7) Reviews quality with one Client each week
Recruiting Manager responsible for production
Manages quality of Sourcing Agents, Recruiters & SDP/AMP’s

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© Copyright 2013 VMS Accelerators, Inc.
 7-steps of Status
1) Bi-weekly provide each VMO Coordinator a status email showcasing Activity on their
Requests
1) Here’s what we covered since out last update
2) Here are the requests we have in-process
2) Weekly (Wednesday) provide each VMO Coordinator a status email of Fulfillment
Activity on their requests
1) Here’s are the additions we are working on
2) Here the extensions we need to work on
3) Bi-Monthly provide each VMO Coordinator a status email regarding Proactive
Sourcing
1) Here’s are the skills we are proactively sourcing for and the number of candidates we have in
que.
2) Are there requirements in the approval process which match these skills?
4) Contact your MSP’s. Use the “Progressive Communications” templates to:
1) Inquire to ensure the VMO Coordinator has received “Coverage” from other vendors
2) Present “Market Intelligence” provided by Recruiters
3) Ask for “Challenging Requirements”
4) Inquire about “Aged Requests.” Which are truly active.
5) Present Candidates

Fill it – Modify it – or Forget it.

Time Kills Deals.
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© Copyright 2013 VMS Accelerators, Inc.
 Interview Preparation
(SDP/AMP)
Provide: Client Company name, Address (if F2F), Hiring Manager Name/Title,
Interview Day/Date/Time, Appropriate interview apparel
Coach: Candidates get eliminated due to:
• Technical difficulties
• Unprepared
• Tardy/Late
• Uninformed
• UnProfessional

Preparing for the interview

• Technology must be working! (landline?)
• Quiet place
• Be available at the Exact Time
• Make sure you know who is calling you: Name, Title, Job Description, Req#, Resume
• Have your Opening statement ready
• Ask your Qualifying Questions
• Close for the F2F

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© Copyright 2013 VMS Accelerators, Inc.
 Interview Preparation
(SDP/AMP)
Tell the Candidate:
• “You will need an opening statement to set you apart from the competition. If you don’t do this you will
sound like everyone else. If you sound like everyone else you will not get selected to move forward. If you
practice and use the opening statement I’m going to give you then your chances of moving forward in the
interview process increase dramatically. Are you ready to move forward?”
Provide to the Candidate:
• Here is your opening statement:
Hello ________ - I’m very happy that you have scheduled time with me on your calendar as I’m
excited about the role of (job title) with (company name). While I do have many questions about
this role and how it contributes to the objectives of your team, I was first curious as to what you
saw in my resume that prompted you to schedule this meeting?
Questions for Candidate to ask:
• “Can you tell me more about the history and scope of the job that may not be written in the job
description?”
• “Can you tell me what results you’d expect from the person in this job the first 30-60-90 days?”
• “What skills, experiences and work attributes are you hoping to find in the ideal candidate?”
• “What impact does it have on your group if this position goes unfilled?”

Respond to client questions with a relevant BEHAVIOR experience (War Story)

• “When I was at “XYZ” we had a similar situation - what I did was “X” and the result was “Y” - is this the
type of experience you’re hoping to have in this job?”

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in
 Interview Debrief
(SDP/AMP)
MAP INTERVIEW DEBRIEF

• Did you say the Opening Statement? How did he respond?

• What did he like about your resume that had him want to talk to you?
• What were the 3 most relevant questions they asked about critical skills in the job ? What
questions were you not able to answer ?
• What were the 3 things that the managers discussed with you not pertaining to the project ?
• What is the history of the job?
• What did he tell you about the job that’s not in the description?
• What were his responses to the other qualifying questions, such as:
– results you want to see in 30-60-90 days?
– skills, experiences, attributes of ideal person?
– Impact on your group if goes unfilled?
• What behavior experience(s) did you share with him?
• How many times did you ask for the Face to Face?
• How did you leave the conversation?
• What is the color of the carpet?
• What item(s) in the office is unique and personal?
• Describe the shoes the person is wearing?
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© Copyright 2013 VMS Accelerators, Inc.
 Submittal & Interview
Follow-up
1) Daily, Recruiter contacts submitted candidates with status update inquiring
about their continued interest and other activity
2) 24-48-72 hour status on submissions
1) ensure that our resumes are being shortlisted and forwarded to the hiring manager,
2) Capture and record candidate rejections,
3) Prep candidates to be interviewed. Document this as a note against the requirement.
3) 30-minutes after interview conduct an interview debrief with the candidate.
1) Enter it as a Debrief activity against the candidate.
4) 1-hour status email or call with MSP after candidate interview. (Email
the MSP about the candidate response and willingness to take the job)
5) Daily, SDP contacts interviewed candidates to confirm their continued
interest and other activity.
6) Daily status update to candidates on open requirements until disposition
reached.

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 Pre-Closing
(Service Delivery Personnel)
Pre Closing of Candidate:
1) Knowing what you know now, and just what you know now, would you accept this job if offered to
you at the rate we previously discussed?
2) Why do you want this job? Then, repeat back WHY they want the job (their reasons) and have them
confirm.
3) If they do offer you the job, at the appropriate rate; how soon could you start? What date would that
be? Will you have to give notice? Do you need to make any arrangements?
4) If the job comes in and they want you to start on that day, at that rate; can I accept on your behalf?
5) We had previously qualified that you are OK accepting (agreed rate)/per hour for this job correct?
You're still good with that?
1) You will work the duration of the assignment at that rate? And, I can accept on your behalf if it comes in at that rate
correct?
2) What if it comes in at $1/hr less? Or $2/hr less? At what point do I say NO to them?

6) Well, I'm going to do all I can to keep this at the agreed rate, ok?
7) Do you want it? Why? When can you start? Accept on your behalf? Money OK? What if it’s less?

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 7-steps of Closure

1) Confirm start, location, rate & special instructions with Client (offer)

2) Verbal to Candidate - get acceptance on pay, start, etc.

3) Confirm acceptance with Candidate in email

4) Confirm acceptance with Client via phone (Ring Bell)

5) Create Start record in JobDiva and populate Assignment Record

6) Post confirming WO or client email to JobDiva Candidate profile

7) Send congratulatory email and call 24 hours prior to start

It’s not closed until they show up, submit a time sheet,
and you get paid!

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© Copyright 2013 VMS Accelerators, Inc.