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Got mail from Accenture again after a month regarding the HR interview, last month got the same mail but after few days status was changed to "owning to business requirements there is some delay from their side....". Now got mail again and status changed to Recruiter will reach out soon. Recruiter also changed this time. Accenture Can I expect call this time from Accenture?
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Anyone hiring for Salesforce roles?
How bad is it to change agencies every 2 years?
Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Usually send name, title, current company, portfolio, LinkedIn and a write up about them. I do know some Recruiters create a keynote or presentation to share candidates but I honestly feel like that’s not a good use of time to make. I have also shared candidates over a call with a hiring manager because they needed the extra hand holding. Really shouldn’t have to do this either but most creatives don’t love email, calendars, etc.
Spread sheet.
Name, proposed role level. role link. link to book. Link to LinkedIn.
If we’re lucky recos at the top. Vouches or referrals always get top of the list (rightly or wrongly). I only base it on the work and exp personally when I think about the role I’m hiring for.
It’s usually under qualified or cheaper options that get reco’d but always pushing for more seniority. That first chemistry meeting / courtesy call will just as quick take you off the table as keep you on it. It’s mostly a vibe check if and only if you meet the allocated salary expectations.
Confirming TBWA’s response...
For Creative, it’s typically the Portfolio link, & write-up/summary of the phone screen. Usually a stronger call out on any key work, category exp/interests that align to the role, as well as areas they may not have experience in. If we can freelance to start… Usually also where the candidate sits on the salary range (low-mid-high… or if they’re over) & why we might want to build a case for comp if they’re over (book’s gotta be ✨, maybe some big awards).
🙌
No. We usually share candidate info either through the applicant tracking system (ATS) or email.
I’ve always just gotten links to people’s books either in slack/email or from a spreadsheet when we were looking to hire people