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• Offers stage is begun once a HM has notified ZDK that they are ready to move forward with a particular candidate.
• ZDK/EdZ should be the ONLY people notifying EmK of request for offer. ZDK will complete offer checklist and submit it along with resume.
• All candidates must pass a background check and have a minimum of 2 to 4 successfully completed references. All offers are contingent on these two items (background checks are run by ZDK and all reference checks are done by ZDK via email unless otherwise requested by HM)
• All offers are made by EmK and all $’s and bonus plans are decided upon and approved by BLR
• Once an offer is accepted EmK sends out acceptance email to HM, T-Acq and all necessary parties. (PLEASE DO NOT notify team, make announcement on BLRnet or make congrats calls to candidate until EmK has notified all of us that a signed offer letter has been received.)
• After the signed offer letter confirmation email has been sent and EmK has sent all information to candidate, ZDK will reach back out to candidate and ensure they are all set for their start date and that they are transitioned into their new office, more or less want to ensure that we close the loop and keep them excited about their new job.
• Once new hire has started, it will be responsibility of HM to introduce them to BLRnet and have them secure a photo for it…
• Interviews will be conducted by HM and other team members HM feels are appropriate based on role and office.
• For all SBM roles CSmith & EdZ will absolutely be involved and it will be up to EdZ's discretion if he would like to be involved in AM, DPR/Rec and SRC interviews.
• For SBM candidates we will have at least one other SBMs conduct interviews and for those candidates not on the East Coast we will conduct thorough skype/facetime or phone interviews prior to flying anyone to the east coast.
• For every person that gets deep into the interview process regardless of their intended role, their final step will be a phone call w/ Conor or Terra.
o We’ve agreed that this step is a huge selling tool in that every candidate gets time with one of our two company leaders
o It allows Conor & Terra the chance to assure we are finding folks right for our culture and organization
o It gives the prospective employee some personal interaction with senior most leaders prior to be hired, this is especially crucial for folks off east coast that might not get to meet/see them on a regular basis
(**All interview feedback is due back to ZDK by COB the day of the interview**)
• HM sends Staff Req Form to ZDK, all details on Req Form should be complete and HM should have discussed details and have had them approved by EdZ prior to sending to ZDK.
• ZDK then discusses details with EmK to ensure budget/comp info is approved
• T-Acq schedules kick-off call w/ HM and any other appropriate team members
• Identify any internal candidates that could be legitimate options for available roles
• Once req has been posted continuously monitor SalesForce for reactive candidates who have applied and screen any that are qualified
• Through LinkedIn Recruiter begin identifying and reaching out to viable prospects and build project folders
• Hammer network for leads & needed headhunting efforts
• Check for referrals from internal staff
• Any candidates screened at branch level prior to being introduced to ZDK must follow screen worksheet and sheet must be sent along w/ resume to ZDK prior to his screening call
o Internal referrals and help from HMs and their teams are crucial & often extremely valuable for successful fills and are definitely wanted, however T-Acq needs to be kept in the loop at all times.
o Additionally, no one should be quoting salaries or offers, HM can explain how our pay structure works base+comm and how our activity goals are set up, but no $’s or specific types of bonuses/comm should ever be discussed w/ a candidate
• Edit job description per requirement (discuss further the use of mktg for more creative ads)
• Add to needed job sites: (SalesForce, proper BLR site, OpenReq & BLRnet)
• Add to Social platforms: LinkedIn (recruiter postings, co. page, personal status update and proper groups, Twitter (proper portfolio handle, personal twitter handle & office specific handles) & TBG Facebook page
• All potential candidates MUST be shared w/ and screened by ZDK prior to entering any stage of the interview process.
• HMs screening candidates is completely fine but if there is interest in moving them long in the process ZDK must speak with them and finalize screening process before they can enter the interview stage.
• If during the screening call w/ a HM it is determined they will want to formally interview the candidate the HM can definitely schedule something on that call, but will need to notify the candidate that a call w/ T-Acq will need to occur prior to that interview and ZDK will make all necessary changes to schedule to ensure they are spoken with prior to the scheduled interview.