References

REFERENCE CHECKS/SALES LEADS

 

Conducting a quality Reference Check is one of the most “overlooked” aspects of our roles, it is one of the easiest ways to build credibility for a Candidate and a lead to a potential hiring manager. Within our submittal package there is a reference check portion, which represents the quality and validation of our Candidates. Our Account Executives sell reference checks and how that is a standard process of Optomi’s quality submittals.

 

Objectives:

  • Build credibility around our Submittal Package
  • Quality check to ensure the candidate is a good fit for the position
  • Gain sales leads or referrals

 

Why:

  • Gives us the influential quote to reinforce our write up of the candidate
  • Sales leads are the best way of growing our business locally and nationally
  • Reference checks can also lead into new passive candidates in the market
  • Reference checks is a first impression for potential future hiring managers, referrals and COI’s

 

Common Objections and How to Overcome Them:

We sometimes have candidates who hesitate on providing references. One thing we must always keep in mind is that Optomi is unique compared to the competition and this is a portion of what sets us apart. Setting the expectations at the beginning of the call is extremely important because it helps control the conversation and layout the agenda. Sell the value of a reference, which coincides with our market campaign of selling the candidate to our client.

 

Overcoming Objections Examples:

  • I have found that working with professionals, such as yourself, has enabled me to differentiate them from other candidates who are submitted by having an “influential reference.”
  • I have an invested interest in representing you. No matter how great I personally say you are, which I do feel, our clients will have a hard time believing me without factual testimonials of past performance.
  • With the job market being at an all-time low right now and as war for talent increases, this will really help differentiate you from all the other candidates in process.

   

 

Conducting the References should be done as a team effort and should NOT always be placed on the Recruiter. If you have a reference from a candidate who is a Manager or above, ask if an Account Executive would like to perform the reference personally so they can potentially set a meeting. For any reference, we want to speak to a former supervisor, manager or director of the department.

 

Below is a list of references valuable to us:

  • Candidates Supervisor, Manager or Director of Department
    • Reference quotes and sales leads
  • Candidates Peers
    • Potential candidates or COI’s
  • Candidates Subordinates
    • Potential candidates

 

Checkout the 2 example attachments for the template itself with questions you can ask as well as a step by step version of conducting the actual call:

 

Professional Reference Template

 

Reference Check Template

 

FLIPPING THE REFERENCE

Always remember, you could be talking to a potential future hiring manager or a future Optomi candidate. Represent yourself professionally, but don’t make references so “legal.” Set the person at ease by offering an opinion of the candidate’s skill sets based on your conversation and then ask for confirmation. Once you have gained their respect and proven credibility, you can then flip the call at the end.

 

INTRO – Establishing the candidate

MIDDLE – Reference questions

END – Flipping the lead

 

Two Different Role-Play exercises below:

 

1.RECRUITER/SALES: Thank you, Jock, for taking the time to elaborate more on (candidates) background and them working for you at XYZ. Since I have you on the phone, are you familiar with Optomi?

 

Jock: No, I haven’t heard of Optomi before. What does your company do?

 

RECRUITER/SALES: Elevator Pitch then Transition

 

RECRUITER/SALES: Part of our unique process is always making sure we perform references on candidates we are working with to validate their work. What are your responsibilities over at XYZ?

JOCK: I am responsible for overseeing the development department here at XYZ and working with internal teams to develop our mobile platforms.

 

RECRUITER/SALES: Given the market we are in right now, how do you go about hiring talent?

This is where the conversation could lead into a few different directions, this is where we want to set a coffee or a Prescreen up.

 

  1. AE / Recruiter: So, Manager – just curious:
  • Where are you working at these days?
  • What’s your role or responsibilities now?
  • How are you liking it there?

 

I’m always looking to network with passive talent and would like to be a resource for you whether it is now or in the future. With that being said, how might I be able to help you specifically? Whether it be as a resource to let you know about career opportunities or help you find the right people for your team, my job is networking and I’m confident I can be a valuable resource for you whether it’s now or for the future.

 

Go into a prescreen or set up a time to meet with the reference for coffee!