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Timeline a definite way to
verify their qualifications.
5.
Follow-Up Process:
Do they
follow up well? Does their
process
include
weekly
updates with feedback on
what they’re hearing and
seeingon the searchaspart of
the process. You can identify
recruiters via Google and
through their websites and
LinkedIn company profiles.
Do more than that. Develop
questions to ask prospective
recruiters. Commit to phone
calls to vet their qualifications.
If you follow these tips, you’re far
more likely to engage an interim
internal recruiter partner with
reasonable certainty that the
hard-to-find good people will be
walking through your doors soon!
Dan Toussant
uses his extensive human resource and talent management
experience to specialize in management and professional recruiting with Dan
Toussant & Associates, a member of the Sanford Rose Associates network and as
a partner in The Interview Doctor, Inc. with Katherine Burik. He speaks regularly
about the job-seeking process, and coaches professionals in interviewing skills,
resume preparation, and career transition. Their 3 book series, The Job Search
Manifesto, is published on Amazon, Apple, and Barnes & Noble.
Connect with Dan at
his website and on
Watch Dan’s video series
SOAR TO SUCCESS
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N
ovember
2016
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Business Acceleration Strategies