This is such a simple rule of thumb - - so easy - - that it may seem ridiculous to devote time to writing a post about this. While today’s tip could be applied to both Recruiters and Sales Professionals I want to focus on the candidate for a moment.
When you schedule a phone interview with a Recruiter (especially if it’s your first in-depth conversation to discuss things in greater detail) please make sure you know a little about the position you are going to talk about. I know, it seems as though that would be common sense, but you’d be surprised at how often we encounter this with candidates.
Opening the conversation with “What position is this again?” shows a lack of preparation and quite honestly it comes off as a little insulting. If we’ve contacted you and succeeded in scheduling a phone interview it’s a given that we have already provided a quick summary of the opportunity through brief preliminary discussions and/or messages (in an effort to generate interest and get a you to respond) at least a few times already.
Besides, if you’re blasting your Resume to several organizations each day and not keeping track of when and where it’s being sent you’re already going about your job search in the wrong way.
The solution is simple.
First, keep a record of the date that you submit a Resume as well as a quick note that provides you with a quick summary of the position as a reference tool and one that also includes the name of the organization and contact listed with the ad. Second, when an interview has been scheduled (often at least 24 hours in advance) you should immediately pull your quick summary and locate the full ad so you can have it in front of you during the interview. At the very least, you should read it in its entirity prior to speaking to a Recruiter.
If none of that has convinced you of the importance of being prepared for the initial phone screen here’s something else to consider.
From a Recruiter’s perspective, a candidate who comes off as careless and unprepared during the initial phone screen will force the Recruiter to obviously assume that the candidate conducts themselves in a similar manner when dealing with clients and customers. Obviously, our job is to qualify/disqualify every assumption, but why risk putting yourself behind the eight ball from the start? Why would you want to do anything that could create uncertaintly especially that early in the recruiting process about you as a viable candidate?
MOUNTAIN TOP TIP #6: PREPARATION SAYS YOU RESPECT YOUR TIME AND RECOGNIZE THAT TIME IS VALUABLE TO OTHERS AS WELL. PREPARATION SAYS YOU REALLY CARE. BE PREPARED!