Methods for presenting your candidates to clients

1. Presenting your Candidate

2. Most Marketable Candidates (MMC)
In order for a candidate to be classified as a true MMC, they must meet a minimum of five basic
criteria:
• The MMC must possess marketable, in-demand skills. These may be skills that have evolved from
work experience, educational background, or a combination of both, but most importantly, in your
marketplace, they must be in DEMAND. Example Mobile development
• The MMC must be realistic about their job-search criteria, including position, title, location,
compensation, and benefits.
• MMCs must be likeable- a lot of a hiring decision is based on likability
• The MMC must be available for interviews within a reasonable timeframe and be willing to start a
new position within a reasonable time of acceptance. Make sure you MMC is really looking and
being honest with you.
• The MMC must provide viable, work-related references that can be checked prior to commencing
activity on their behalf. These references should include not only previous supervisors but peer
references as well. If the MMC is a manager or executive, then the references should also include
individuals who have been direct reports to them. For MMCs in consulting, sales or sales
management, a carefully constructed list of clients/customers should be included.
• The MMC must willingly support your marketing efforts on their behalf. This criterion may be the
most important because it directly influences the manner in which you will market them to
prospective hiring authorities. It requires the MMC to provide you with the following information:
a. A carefully constructed list of companies for which they would have an interest in working
and why they are interested in these particular organizations.
b. In specific terms, what benefits they can bring to each of the companies they have
selected within their first year of employment. The answer to this question will provide you
with the information you require in order to develop a value-based presentation for each
call.

3. Presentation is everything
• Keeps people interested
• Has that wow factor
• Differentiates itself from other
1. Font
2. Color Paper
3. Writing styles
4. Format
5. Information
6. Measurables

4. Parts of a good Candidate Presentation
1. Your overall impression from the candidate interview.
A. Strengths, Weaknesses, soft and hard skills
2. Suitability to key selection criteria
A. Go key JD criteria one by one and show how the
candidate meets or exceeds them
3. Career highlights and achievements
A. Focus on measurables
4. Relevant skills and/or qualifications
A. Again relevant to the JD, to include job experience,
education, certs etc.
5. Reference feedback
6. Salary expectations
7. Availability

5. Parts of a good Candidate Presentation
8. General recommendation
9. Skills rating-both yours and the candidates
10. Self Assessment- strengths, weaknesses, what
other might say about them, a cover letter
11. Links to code examples, portfolio etc.
12. Key candidate info; why they are looking, what
they are looking for, greatest accomplishment
13. Awards, recognition, tests, organizational
alignment, etc
14. Their resume Duh , written with the JD in mind
15. Any other Documents that might help.
16. Your overall bottom line conclusion.

6. Things to watch for
• Ensure spelling, punctuation, grammar
• Formatting consistency
• Acronyms-spelled out first
• Do not be afraid to work with the candidates
on ensuring their resume is good, clean, and
presentable. Even go so far as to highlight
things in resume relevant to the JD
• Double check your candidates social presence

7. Example
• Show Example

8. Examples 2
XXXX skills Match to Recruiter Job Description at XXX
Job Description XXX Skills
Position is responsible for full scope recruitment for a high volume of positions,
which includes identifying and presenting top qualified candidates to hiring
managers.
Responsible for full life cycle recruiting: sourcing, interviewing, resume review, hiring,
interview preparation, candidate and client satisfaction, reference checks, background
checks, creation of Job Descriptions, salary compensation, relocation and contract
negotiation and more.
Effective recruitment efforts will be conducted through direct sourcing, industry
networking, Internet, resume database, employee referrals, and appropriate trade
and industry organizations.
Successfully utilized numerous sourcing methods to include but not limited to: Internet,
Head Hunting, Networking, Cold Calling, Direct Sourcing, Resume Databases, referrals,
blogs, user groups etc.
Develops, determines and executes recruitment strategies and processes for
searches through successful completion.
Created staffing plans that resulted in a staffing program that was able to meet and
exceed the company’s needs in an ever-changing business environment by raising
staffing/sourcing levels XX% while cutting recruiting costs XX% and recruiting time XX%.

9. Things to Remember
• You are trying to sell them on your candidate
• You are competing with others, so stand out
• Explain how your candidates solves their
problem
• And with a clear call to action, ie “When
would you like me to set up an interview”

10. MobileTools
• Crystal-Chrome ext
https://chrome.google.com/webstore/detail/crystal-for-
linkedin/gcefkccgkljjkgecllkfdiobbcaabdmo?utm_source=chrome-app-launcher-info-
dialog how to talk and message
• Mosaictrack AI
https://www.mosaictrack.com/home/editor#agenttextcontainer strength
• Joblint
http://joblint.org/ sexism, culture, etc

11. Dean Da Costa, SP, TSIP, STIL
The Search Authority
http://www.linkedin.com/in/deandacosta
http://thesearchauthority.weebly.com/
searchauthority@comcast.net
206-214-5337 Mobile
253-520-3305 Office
“Helping people connect with their destiny”
Top 25 Must Read Blogs for Recruiters #12
http://hr.sparkhire.com/human-resources-news/spark-hires-top-25-must-read-blogs-
for-recruiters/
2012 HRE #1 most influential Recruiter
http://www.hrexaminer.com/lists/online-influence-recruiting-2012-v5
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