1. Becoming a
Sector Specialist
Part Two
Presented by Michele Martin

2. Placements=
Qualified Applicants Job Openings

3. Qualified Applicant
• Meets all requirements of job opening.
• Better applicants also meet employer preferences.
• Interested in job opening.
• Fits company culture.
• Is able to present self well on paper, in interview.

4. Working with Job Seekers
Thinking Like a Recruiter

5. Recruitment
Value-Add
• Speed
• Pre-screened pool of “A-Level” applicants ready for quick
referral
• Complete, up-to-date candidate profiles
• Effective processes in place for identifying and referring.
• Quality of referrals
• Structured screening processes based on employer needs
• Evaluation and prioritization of candidates
• Candidate profiles
• Preparation of Job Seekers
• Follow-up and documentation

6. Source Candidates
• “Sourcing”=finding best candidates to meet employer
needs.
• Start with matches from the system—who is qualified
for work in your industry cluster? Who could be an “A-
Level” candidate?
• Use LinkedIn and other sources to identify other
potential candidates who may be qualified.

7. Build Candidate Profiles
• Complete work history, educational background,
certifications, licenses, skills, etc.
• Up-to-date resume
• Employment Readiness

8. Pre-Screen & Document
• Ensure complete profile
• Interest in various positions, salary range, benefits, etc.
• Pre-screen interview

9. Pre-screen interview
• “Tell me about yourself.”
• “What are your strengths/weaknesses?”
• “Why should I hire you?”
• Key Behavioral Interview Questions for the position:
• “Tell me about a time when. . . “
• SAR Model
• Situation/Task
• Action
• Results

10. Qualify and Rank
• A Level
• Has the skills, experience, education and necessary
licenses/certifications
• Appropriate employability skills
• B Level
• Has qualifications for work, but lacks employability skills.
• C Level
• Lacks both qualifications and employability skills

11. Look for. . .
• Do they have the right experience for the job openings?
• Is their experience recent?
• Do they have the right education/credentials?
• Do they have an appropriate job history for the
industry?
• Do they present themselves with the appropriate level
of professionalism for the job/industry?

12. Working the A-Levels
• Find A-Levels within the system
• Identify additional A Levels in the County and pull
into the system
• Actively get A-Level resumes in front of decision
makers
• Coach A-Levels to respond to specific opportunities
• Maintain ongoing communication/contact

13. Working the B Levels
• Actively develop their employability skills:
• Interviewing workshops and coaching
• Resume revisions
• Coaching on follow-up, presentation skills
• Build in experiments and feedback loops
• Refer to low-risk job opportunities
• Debrief on what happened and help them troubleshoot

14. Managing the Referral
1. Contact job seeker to determine interest in position
2. Contact employer—
• “I have a great candidate for you, can we set up a time
for you to interview?”
• “You want to screen the resume? No problem—I’ll send
over. In the meantime, why don’t we set up a time for us
to review/discuss”
1. Contact applicant again to prep for interview
2. Contact employer and applicant following the
interview to get feedback/refine.

15. Prep for Interview
• Provide information on job/company and people with
whom candidate will meet.
• Coach applicant on interviewing with the particular
company
• Ensure applicant has all necessary information on
interview.

16. Post Interview Debrief
• With Applicant
• What happened?
• What worked/didn’t work
• What did they like/not like about company, job etc.
• Next steps
• DOCUMENT!
• With Employer
• What happened?
• How did candidate present self ?
• How can info be used to refine process for next time?
• DOCUMENT!

17. Ongoing. . .
• It’s about relationships!
• Document, document, document
• Maintain communication
• Tickler files for check-ins
• Share articles on job search techniques, industry news
• Engage job seekers in updating profiles
• Work on bringing in more A-Level players and moving
B-Levels to A-Level