When it comes to referring candidates to Relode there are certain steps you can take to help your candidates increase their odds of landing the job (and you receiving the referral reward). Understanding the three phases of candidate screening is the first step to a successful referral.
Phase 1: Agent Screening
The first phase is the initial, basic screening of a resume you’ve submitted to the Relode system. This is where you—the agent—have the most influence in helping Relode talent advisors discover the strengths and validity of a potential match. It is in your best interest to qualify your candidate as much as possible from the very beginning.
If a candidate’s resume doesn’t meet the job qualifications, it’s going to be rejected. We’re talking degree, licensure, experience, the works. You’re responsible for making sure you submit qualified candidates, those who meet the minimum requirements. In our second part of this blog series, we’ll focus on the job description and how to understand and make best use of the information it contains.
The most important takeaway? Getting your referrals past this phase is largely in your hands.
Phase 2: Relode Screening
Once you’ve submitted a candidate’s resume’, a Relode Talent Advisor will generally conduct a phone interview with the candidate to validate that minimum job requirements are met and share further job details. During this part of the process, they’re looking to make sure that both a candidate meets qualifications and a job meets the candidate’s expectations. Typically, these are things a resume might not cover such as soft skills like communication style, leadership style, and personality or more detailed insights on experience.
Some of these criteria may be “nice to haves” or preferred characteristics, while others may be “must-haves”. Both are important in making the right match between candidate and employer.
Phase 3: Hiring Manager Screening
At this stage, progressing through the interview process is up to the candidate and client. Relode will guide your candidate through each step in the interview process, which might include a series of phone and in-person interviews while the employer determines skill match and cultural fit.
At this point, the final decision is in the hands of the employer as they further delve into a candidate’s experience and skills to determine if a candidate can fill the organization’s needs.
Many companies will extend contingent offers. This means once an offer has been accepted by the candidate, the employer completes final steps which often include checking references with previous employers, running medical, criminal and financial background checks, as well as a thorough review of all healthcare licenses and certifications. Before an official start date can be set, the candidate must clear the background and license checks.
Ideally hiring managers would like for candidates to have unrestricted license (i.e. no issues). However, sometimes exceptions can be made. So, it is a good idea for your candidate to be transparent out of the gate.
Many employers will turn them away once that licensing issue is ultimately discovered—not necessarily because it’s restricted but because the candidate wasn’t transparent from the beginning. Always make sure to ask your candidates if they have any restrictions on their license and include that information when referring the candidate.
Ready to start referring? Learn more about becoming a Relode agent here.
Read Part 2 of this series.