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)

How is the job so far? Meeting your expectations?

What are you working on?

What other groups do you interface with? Are you aware if they’re hiring? Do you know you can earn referral $$ by introducing us to managers who are hiring?

Has anyone approached you about converting to FTE? If yes, what did they say?

What has your manager said regarding extension? Would you extend if offered?

Is there anything you can tell me that you’d want me to share with my Account Manager? 

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:

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.”  

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?):

Personal Website / LinkedIn Profile:

DOB:

Phone:

Email:

Hourly Rate + PTO, etc / Salary: