Effective Database Screening & StrategySutherland Admin Call 10.6.15

Mentality

Why do we pull DB?• We can’t rely on the inconsistent patterns with job

postings. • Database allows you to take control of your results by

increasing the number of qualifies candidates.

Mentality

Benefits of Database:• Candidates are hand-picked for our business.• 100% of those candidates are quality. • You can easily increase the number of resumes you have

to call by over 100+ per week

Mentality

REMEBER• When people post their resume online they are asking to

be considered for positions they didn’t necessarily apply to – they have the option to post their resume.

• Have confidence in the opportunity you are offering. • Set the pace and be proactive!

How to Screen Database

• You want qualified people that are going to improve your team and office

• Think outside the box and reach out to candidates that may have different interests because they are still qualified

• Their resume tells you most of what you need to know!

How to Screen Database

OBJECTIVE• Tells you how they view themselves• Often times, even if it says they’re looking for something

other than sales and marketing, they’ve had experience in it before and are open to interviewing – don’t prejudge!

How to Screen Database

EXPERIENCE• We do face to face and relationship based sales – so you

want to find someone that is able to deal with people • Management experience is a plus – also leadership

experience in school • This is an entry level position – keep that in mind. • The experience you’re looking for should match the

keywords you’re using.

How to Screen Database

RELIABILITY• If they have job-hopped a lot they are probably not

someone reliable. • The number of jobs they’ve had in the past 2 years is an

indication of their work ethic• People want to look their best on their resume – so if it

looks sloppy or has a ton of grammar errors that says a lot about the person.

Database Strategy 1

This strategy is best for Small Markets that don’t get a lot of qualified results.

Database Strategy 1

You want to start with your “best case” candidate then widen the critetia:

Database Strategy 1

• Keep loosening criteria until you reach the goal that you want.

• This ensures that you pull the most qualified candidates and every call you make is a viable candidate.

• Don’t be afraid to reach out to someone with a little more experience or different background.

• * There are thousands of people looking for an opportunity, so you have no excuse to run out of people to call!

Database Strategy 1

Database Strategy 1

If they need a job ASAP: • We’re hiring ASAP, you can come in today or tomorrow

for an interview. However, don’t lose your indifference! • We provide full training in every aspect of what it takes

to advance to Management.

Database Strategy 1

They want to make an impact:

• We work with Fortune 500 and 100 clients across the Nation, name drop some of them from the offices in your organization.

• Focus on the training they receive to excel at all aspects of our business, i.e. sales, small scale team management, public speaking, leadership, on to branch management, etc.

• Tell them we’re looking for entrepreneur-minded people (if you think that appeals to them).

• Mention what on their resume made you call them; tell them why they’re an excellent fit.

• Jones effect works very well with these candidates, particularly with schools, fraternities or sororities, or where they interned.

Database Strategy 1

They want to feel great about their career: • Mention their community involvement from their resume.

They’re proud of it; let them know it stood out to you. • Tell them about the community involvement that your

company does or what you’re planning on doing. • Tell them about the corporate culture that your office has.• Play up the big picture.

Database Strategy 2

This strategy is better for Bigger Markets that get more qualified results.

Database Strategy 2

• Always begin your search “Within 1 Day” of updated• Start with key words specific to the demographic you’re looking for:

Database Strategy 2

Look for 3 things: 1. Graduation Date2. Relevant Experience: Customer service, retail, etc3. Do they have a relevant education

Database Strategy 2

• Don’t be afraid to ask them what they’re looking for so you can either 110 them right away or have something to impulse them during the pitch:

“At this time we’re looking for somebody to join our sales/marketing team and since it’s an entry level role, the main thing we’re looking for is somebody with really strong interpersonal skills…Somebody we can advance into different roles within the company. I just wanted to get in touch with you first and find out what it is that you’re looking for in your next job?”

Database Strategy 2

Use points on their resume to relate to the available position:

• “I noticed here that you have a lot of experience in the hospitality industry, and we love working with people with that type of experience because it usually means that you have no problem striking up conversation with people…”

• “I noticed that you graduated recently in the business program at ____ which is perfect because it’s an entry level opportunity, however we are looking for somebody that we can advance into different roles within the company…”

• “I know you don’t have lot of experience, but what attracted me to your resume is that you have been involved in a lot of charities/volunteer work and our company values candidates who commit their time to the community…”

Best Practices

• Dedicate at least ½ hr – 1 hour each day to downloading at least 25 resumes. The more practice, the faster you get at entering resumes into careerlister: Goal – 25 resumes in 30 minutes).

• Save keywords that populate great results – each area is unique! • Think outside the box! Be creative when thinking about HOW to

find keywords in the perfect candidate – consider the top reps in your office, look at their resume.

• Increase efficiency by not spending too much time on resumes: • Target Demographic• Relevant Experience• Red Flags (Full time student? Overqualified? Worked for another ICL?)