Welcome to the prep call, it will last around 30 mins. I’ll start with some general prep tips, then move onto a briefing for each client and then we will end on a short mock interview and Q&A. All good?
With any hiring decision there is always risk on both sides right?
Our job now is to look at your approach to all 3 areas and ensure your answers not only reduce the risk but enhance your value. Ultimately, we want to make sure you
a) get offers and b) get the BEST offers possible.
Do you have any questions before we start?
1) BD strategy
🟡 What is your current strategy to win new business?
🟡 There are 20 ways to win new business, how many of these ways do you use?
🟡 What % of your business this year has been won by you?
🟡 YTD new business v existing client revenue split? Last year?
3) Client Penetration & Relationship Management:
🟢 What % of your revenue this year is retained/exclusive?
🟢What % of your revenue this year is repeat business?
🟢 Give me an example of how you have expanded an account from 1 to multiple deals/runners?
(Make sure their answers are specific and delivered with confidence).
5) Salary
My advice is don’t get involved with a salary discussion yourself, you will only lose. You will either say a number too low and look not great or say one too high and look greedy. Instead take the politician’s approach and say:
The base salary isn’t the biggest factor for me, the total package and platform is the most important and I will consider each offer as they come. With this being said, I will of course view the base salary as not only an indication of total compensation, but also the value the company places upon me.
2) Candidate Generation
🟠 How do you build and maintain your candidate pipeline?
🟠 What approaches do you use to attract and source candidates?
🟠 What % of your candidates come from candidate referrals?
4) Candidate Specific Risks
We discussed risk earlier. As you will know in recruitment, murphy’s law states that what can go wrong, will go wrong.
In your opinion, why might the client(s) not want to extend you an offer?
(answers might be – not hands on enough, too delivery, different market etc. and this is now your chance to coach the candidate on how to handle the objections.)
6) Other Opportunities
Talking of risks – what stage are you at with other opportunities?
Re-sell the role & opportunity:
“This is a good match because………”
“Other candidates who interviewed gave the following feedback…”
“The client said…….. about other candidates they have seen”
(what they liked/didn’t like)
“The client is looking for someone that…..”
Help the candidate tailor their answers to the client and what you know they like e.g sporty
✅ Test interest: “If they ask why you are interested in them, what will your answer be?”
✅ Commitment test: What hesitancies if any do you have about this process? Is there anything that would stop you from proceeding at this point in time?
“Ok so let’s start the mock interview, there are 10 typical Q’s you will get asked. These are in the prep guidelines I emailed and I will pick 2/3 at random and see how we get on”.
(the number you ask will depend on how much time you have)
What questions have you prepared for each client?
What is the most important question you need to have answered? (brief the client on these!)
In interviews there is of course such a thing as a stupid question, you will know this from prepping your
So it goes without saying that asking about days holiday….. flexibility….. base salary…. is not going to create the first impression you want!
End it on a high note by summarizing your fit for the role and expressing your enthusiasm for the opportunity. Even if you are 50/50 always leave on a positive so the ball is in your court. I can deal with it all later. So close off by:
✅ Reiterating your interest: Clearly state your excitement about the role and your eagerness to bring your skills and experience to the team.
✅ Addressing any concerns: Directly ask, “Is there anything about my background or experience that would stop you progressing with me?” This allows you to address any reservations immediately.
✅ If appropriate, close for the next step: What do you see as the next step? How soon can we get that booked in?
✅ Follow up: Send a personalized thank-you note within 24 hours, reiterating key points from the interview and reaffirming your interest in the position.
Agreeing a time to get their feedback 📲
It’s imperative that you call me as soon as the interview is over for a couple of reasons, first off, a quick recruiter is a good recruiter and our clients will look at how you act in this process and consider it how you act in the work place, also, it gives us a good opportunity to get you feedback straight away from the client, moving the process forward and saving you time. What else do you need from me?