Candidate Lifecycle

candidate lifecycle

Overview

candidate lifecycle overview

When recruiting, make sure to check Bullhorn before reaching out to all candidates. Read through the notes to prepare yourself for your call/make sure the candidate has not already been presented for the role you are recruiting on. Make sure to document all emails/conversation that takes place between you and your candidate. Also – be mindful of the Recruiting Rules/Policies regarding candidate ownership. (below)

sourcing

What is a boolean? In layman’s terms, a boolean is word and variable that connects your search words together to either narrow or broaden your set of results. The three basic boolean operators are: AND, OR, and NOT.

When searching in Bullhorn or via LinkedIn or other job boards, booleans are extremely helpful in targeting the right people.

Each platform is slightly different to what it allows.

Boolean logic is a search method that uses “operators” to help you refine and narrow your search results. Operators are simple words and symbols that change how the keywords are being searched, similar to how mathematical symbols change how you would calculate an equation.

In Bullhorn, you can use Boolean logic in your searching to get more precise results, enabling you to spend less time sifting through “false positives” or candidates that do not met the job requirements.

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Operator	Explanation
AND	Example: Developer AND Python AND Java When you should use it: When you want to require multiple keywords. What it does: The AND operator narrows your search results. When you use AND, the candidate must have the keyword(s) listed before and after each AND. In the example above, the candidate must have all three keywords in the parts of their record that you’ve searched: Developer, Python, and Java.
OR	Example: DBA OR “Database Administrator” When you should use it: When you want to require at least one keyword. What it does: The OR operator broadens your search and can account for variations of a term; the more ORs you use, the broader the search returns will be. In the example above, the candidate must have either DBA or Database Administrator in the parts of their record that you’ve searched.
AND NOT	Example: “Project Manager” AND NOT construction When you should use it: When you want to exclude keywords. Note that this operator is generally used after you have performed a search, looked at the results, and determined that you do not want to see results containing some word or phrase. It should be used with caution, because it eliminates candidates that have that keyword in any of the areas you are searching in. You might miss out on a great candidate by mistake. What it does: The AND NOT operator narrows your search by letting you omit words from your results. In the example above, the candidate must have Project Manager but cannot have Construction in the parts of their record that you’ve searched.
” “	Example: “Business Analyst” When you should use it: When you want to require multiple words to be searched as a phrase, in the order you’ve typed them. What they do: Quotation marks return exact phrase matches. In the example above, candidates returned will have Business Analyst as a phrase, as opposed to the two words appearing, but not necessarily next to each other in that order (i.e., Business AND Analyst).
*	Example: Manag* When you should use it: When you want to account for different spellings and/or root variations of a word. What it does: Asterisks, or “wildcards,” return words with letters that can replace the asterisk in your search term. In the example above, the candidate could return with any of the following in the parts of their record that you’ve searched: Manages, Manage, Manager, Managing, Managed, Management, etc.
( )	Example: SQL AND (replication OR backup) When you should use it: When you want to combine several search strings into one. What they do: Parentheses group terms (usually joined by the OR operator. The terms within these parentheses are processed together before the other parts of the search string. In the example above, candidates return must have SQL with either replication or backup. If you move the parentheses to a different part of the search string, i.e., (SQL AND replication) OR backup, the search reads differently; meaning that the candidate must have either both SQL and replication together, or neither of those and just backup in the parts of their record that you’ve searched.

Tips

List any required terms using AND to separate them.
- Example: “Accounting Assistant” AND “accounts payable”
- Example: Developer AND Java
Use OR to separate keywords with potential variations, when listing similar skills, and for keywords that are not mandatory.
- Example: Taleo OR iManage
- Example: J2ee OR “Java 2 Enterprise Edition”
Do you need to use both AND and OR in you search string? If yes, use parentheses to group all the OR keywords together.
- Example: Developer AND (java OR spring OR html)
- Example: “Accounting Assistant” AND (“accounts payable” OR AP)
List phrases within quotation marks.
- Example: “Java 2 Enterprise Edition”
- Example: “Executive Assistant”
Are there any keywords that could have various endings? If so, use the * at the end of the keyword root.
- Example: Manag*
- Example: Admin*
After searching with your string and reviewing the results, are there any “false positives?” If so, edit your search using the NOT operator to omit those candidates from your results.
- Example: Epic AND Analyst NOT trainer
- Example: Support NOT Engineer

Here is an example of LinkedIn’s boolean ‘rules’:

You can run a Boolean search on LinkedIn by combining keywords with operators like AND, NOT, and OR during your search.

Here are some ways to use Boolean logic and construct your searches:

Quoted searches: For an exact phrase, enclose the phrase in quotation marks. For example, type “product manager”. You can also use quotation marks if you want to find someone with a multi-word title.
- LinkedIn search only supports standard, straight quotation marks (“). Other software or websites may use special symbols that our system does not recognize. Curly quotation marks (“), also known as smart quotes or typographer’s quotes, aren’t supported.
- In order to optimize overall site performance, stop words such as “by”, “in”, “with”, etc. aren’t used.
NOT searches: Type the word NOT (capital letters) immediately before a search term to exclude it from your search results. This typically limits your search results. For example, “programmer NOT manager”.
OR searches: Type the word OR (capital letters) to see results that include one or more items in a list. This typically broadens your search results. For example, “sales OR marketing OR advertising”.
AND searches: AND searches: Type the word AND (capital letters) to see results that include all items in a list. This typically limits your search results. For example, “accountant AND finance AND CPA”.
- Note: You don’t need to use AND. If your search has two or more terms, you’ll automatically see results that include all of them.
Parenthetical searches – To do a complex search, you can combine terms using parentheses. For example, to find people who have “VP” in their profiles, but exclude “assistant to VP” or SVPs, type VP NOT (assistant OR SVP).

When handling searches, the overall order to precedence is:

Quotes [“”]
Parentheses [()]
NOT
AND
OR

Important:

The + and – operators are not officially supported by LinkedIn. Using AND in place of + and NOT in place of – makes a query much easier to read and guarantees that we’ll handle the search correctly.
When using NOT, AND, or OR operators, you must type them in uppercase letters.
We don’t support wildcard “*” searches.
Boolean search will work in the keyword field in Recruiter and Linkedin.com, and will work in the Company, title, and keyword field in Sales Navigator.

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pre-screen / initial call

Must get the following information and enter into Bullhorn:

1. Reason for Leaving

a. This is very important. You must understand exactly what is motivating the candidate to be looking for a job. Also, at this time you should ask how long they’ve been looking and have them describe their search including companies they’ve interviewed with or been presented to.

2. Preferred Opportunity Criteria

a. Details should include where they can/will commute; type of work; specific tools etc.

3. Expected Compensation (Salary/Rate)

a. Whatever compensation details you are given need to be tested. For example, candidates says she’ looking for $50/hour. You say, if I had the perfect opportunity that hit 90% of your criteria, how much flexibility would you have? What is the absolute minimum you would consider for a role that met 90%+ of your criteria? Make a note of this number.

4. Other Opportunities

a. At this time, ask for a full list of companies the candidate has interviewed with, outcomes, and the names of companies they’ve been presented to but not yet interviewed with. Leads!

5. Communication

a. Set the expectation for how you will be communicating with the candidate and the importance of keeping in touch. Ask if call, text or email is preferred and stress the importance of timely responses.

Qualifications for Job:

Citizenship / Visa Status:

Reason for Leaving:

Location / Commute / WFH:

Availability to Interview:

Availability to Start:

Planned Vacations:

Interview Activity (Company / Contacts / thru Agency?):

Hourly Rate + PTO, etc / Salary:

Personal Website / LinkedIn Profile:

DOB:

Phone:

Email:

submission to a job

Submitting:

1. Re-qualify how the role aligns with criteria.

2. Reconfirm rate.

3. Make sure the candidate has not interviewed nor been presented in the last 12 months.

4. Ask for updates about activity since you last spoke.

Submitting a Candidate to Account Manager:

1. As soon as you speak with a candidate who you would like to submit, make sure their resume and contact information is updated in Bullhorn.

2. Then, format their resume by placing it on the MissionStaff Letterhead which is found in the Shared Drive (Forms HR and Internal – Internal – eLetterhead).

3. Save their formatted resume in the Shared Drive by going to Formatted Resumes, click on the first letter of their last name, and then save as Last Name, First Name. (Joe Smith would be saved under S as Smith, Joe)

4. Now you are ready to submit your candidate to the account manager – create an email which includes their resume and completed reference check details (if you have them at this point). The body of the email will include a brief “sell” on the candidate including why they are a great fit for this position, why they are looking for a new job, when they are available to interview and begin a new job, and the hourly rate or permanent salary you agreed on.

5. Once you submit the candidate to the account manager, go into the Jobs Report to add your candidate.

6. This also needs to be documented in Bullhorn – to do so, find the req you are submitting the candidate to under the “Jobs” section. Click on it, and then click on the Add Submission button on the top right of the page. Type in the candidate’s name and click on the correct candidate. Change Submission Status to “submitted to AM”. Enter the source (how you found the candidate) in the dropdown menu. Enter the pay rate you are submitted them at. Click Save.

7. Remember to update the jobs report as the candidate gets submitted to the client, gets set up for interviews, gets disqualified, etc. This also needs to be updated in Bullhorn – to do so click on the candidate’s name, click the Submission circle at the top of the page, and click the arrow to the left of “Date Added” – then make the updates by clicking the grey boxes – client submission, interview scheduled, placement. If you are updating anything other than client submission, interview or placement, you can do this by clicking the dropdown under “Status.”