Taking a Job Spec – New Clients – Truly Remarkable Universal Directory of Information

Taking a Job Spec
(ion Talent and Search clients)

Please enable JavaScript in your browser to complete this form.

*Your Name*

* Email *

* Your Manager's email *

* Business Name *

Small talk etc – how are you?

Before we dive into what and who you are looking for I want to frame this call by stating that we recognise that any vacancy in a staffing org is an attempt to increase revenue. Therefore I’m going to focus this conversation on the way and the how we do that.

I want to understand how much you want to increase your revenue by and how much you are willing to pay for it.

Situation

* How many people are you looking to hire and get started in the next 3 months? *

* What levels? *

* If multiple levels – ask which is of higher priority? (for example if they want a manager and a team, wouldn’t they want the manager in first to help recruit the team? *

* For each job – Take the spec as follows: *

* What is the job title and experience level required? Perm/Contract? *

* What desk/market will they be working? Is sector/market experience required? Why? *

CHALLENGE: If you can see they have hired outside of that recently, give examples and suggest similar markets to widen the talent pool.

* How will they work - Talent solutions? Retained/contingent/embedded? *

* Who does the role report to? Size of team? *

Salary & Package:

What typical base salary do you pay for this level of experience/billings? We usually work on a 5:1 ratio of billings to base.

* CHALLENGE: Discuss the market and what competitors pay – could they push the base say for someone billing 300K? *

* What is your comms structure? Is there a threshold? *

* What is your biggest biller billing? What are the average billings per head? *

Flexibility

* Location of role and how many days are you in office? *

* How much flex do you provide? *

* CHALLENGE: Could you flex to one day a week for a 300k biller? Or could WFH days be earned? *

* Do you have any other benefits that people would really value? *

The Opportunity

* Your competitors are all looking for the same person so let’s look at how we position your opportunity to make it stand out. Firstly – How do you pitch your business to candidates at interview? *

* What progression opportunities are there for this person? *

* How do you develop people? *

* What people success stories can you share with me? Who are you most proud of? *

ion Search clients – go straight to

Rules of Engagement

ion Talent clients – now upsell to a Search solution:

Selling the Search Solution

Establish the need:

* How does this person/s fit into your overall growth plans? *

* What impact are you wanting them to have in their first 6 months? *

* How soon do you need this filled by? *

* Where does this role sit on your priority list? Where would you like it to sit on mine? *

* So I take it you would like me to do a focused search rather than sending adhoc candidates? *

With that being said, you would need to be an ion Search client instead of an iON Talent one.

The good news is that the ion Search solution is a guaranteed solution. You pay a deposit, you get all of our time until the role is filled and you pay the same price.

You know the drill – sample profiles, long list, short list, FILL.

Guaranteed success with SLAs to guarantee that level of success. We do 2 part payments, not 3 and we will give the first part payment back if we don’t achieve certain SLAs, there is NO risk to you.

So if I can guarantee the search will be higher quality, with a shorter time to hire for the same price, why wouldn’t you want to work this way?

Great, I will send you our Search terms and as soon as we receive those back signed we can get started on your search.

In the meantime let’s agree how we are going to work together during the search.....

Rules of Engagement

To make this as effective as possible, we both need to commit to a few key principles. The first being the length of process. The majority of our successful processes last less than 14 days, from candidate presentation to candidate signature on contract.

Our role here is to make this as successful as possible and therefore we need to scope a process together that is going to allow for an entrance and an exit within a 14 day period.

What is the most efficient process in terms of steps and timelines you can commit to? (challenge if it is over 14 days and more then 3 stages) *

With in mind, the second principal is being happy to book the first and second stage in when candidates are presented. Are you happy to do that?

And lastly acting with urgency.....

TEST COMMITMENT – If I call and discuss a super star profile, can you move your diary around to speak to them that day? (If not – PUSH ON WHY)

* Availability - So let’s now confirm some provisional interview slots *

Close

Confirm what they are looking for, what you will do next and by when and book in the next call to review sample/long list. If sending new terms – ask the client when they will get the terms back to you.

Taking a Job Spec
(ion Talent and Search clients)

Small talk etc – how are you?

Situation

* For each job – Take the spec as follows: *

CHALLENGE: If you can see they have hired outside of that recently, give examples and suggest similar markets to widen the talent pool.

Salary & Package:

Flexibility

The Opportunity

ion Search clients – go straight to

Selling the Search Solution

Rules of Engagement

TEST COMMITMENT – If I call and discuss a super star profile, can you move your diary around to speak to them that day? (If not – PUSH ON WHY)

Close

Confirm what they are looking for, what you will do next and by when and book in the next call to review sample/long list. If sending new terms – ask the client when they will get the terms back to you.

Grade the Job.

Create a video summary from this call and send to the client.

Add this Trudi form to the job order.

Taking a Job Spec (ion Talent and Search clients)

Small talk etc – how are you?

Situation

* For each job – Take the spec as follows: *

CHALLENGE: If you can see they have hired outside of that recently, give examples and suggest similar markets to widen the talent pool.

Salary & Package:

Flexibility

The Opportunity

ion Search clients – go straight to

Selling the Search Solution

Rules of Engagement

TEST COMMITMENT – If I call and discuss a super star profile, can you move your diary around to speak to them that day? (If not – PUSH ON WHY)

Close

Confirm what they are looking for, what you will do next and by when and book in the next call to review sample/long list. If sending new terms – ask the client when they will get the terms back to you.

Grade the Job.

Create a video summary from this call and send to the client.

Add this Trudi form to the job order.

Taking a Job Spec
(ion Talent and Search clients)