Melon Sky Corporation
"Your Virtual Recruiting Source"
| Virtual Recruiting | Staffing Solutions | About Us | Jobs |
What is New Virtual Recruiter Training?
The purpose of the new virtual recruiter training conference call is to give the virtual recruiter an introduction to the tools that Melon Sky provides for virtual recruiters and all the jobs.
Typical Agenda
1. Introduction
- Introduction of Call
- Introduction of Virtual Recruiters (virtual recruiters on the call be prepared to give a quick in
- troduction of themselves)
2. Understanding the Client/Afflialiate
3. Understanding the Position
- Jobs page of www.MelonSky.com
- Priority Column of Jobs Page
| Priority | Typical Characteristics/Notes |
1 |
Hot. Priority one positions are the highest grade job requisitions. They may share most of the following characteristics: Clients have a proven history of giving timely feedback or have indicated that they will give immediate feedback. Candidates can be found for these positions with moderate effort. The client is definitely still seeking candidates. Communication is excellent with this client. There is a great chance if you find a candidate for this position, you will get an interview. |
2 |
Warm There may still be some uncertainty with this job requistion. It may be a new client so we do not know how timely their feedback will be. The client may have a history of using multiple or too many agencies, therefore there maybe a lot of competition for the position. The client may have an adequate number of candidates already submitted for this position. You can submit candidates for this position or spend time looking for candidates, but be warned there is some uncertainty with this job requisition. |
3 |
Cold Work on priority 3 positions at your own risk. The client is still accepting candidates for these positions, but there is something that gives this position some uncertainty if you submit a candidate. It could be that the position has been open for a while. It could be that the client has shown a history of giving untimely or inadequate feedback. Or it could be that this is a difficult position to recruit. You can still work on these positions, but if you get feedback from your candidate, view it as a bonus. |
4. Sourcing for Candidates
- Job Boards, Craigslist, Google Searches, Creating a Database, Referrals, Creative Sources, www.Neilski.com, LinkedIn, List of Websites Where You Can Post for Free, List of website where you can search resumes for free, even more websites to post jobs for free, etc
- Advanced Recruiting for the Courageous look at Headhunting 101
- Keep a database of candidates if you'd like. Free PC Based Applicant Tracking System Database for Independent Recruiters
5. Phone Screen Candidates
6. Submital Process
- Each client is different but you submit using the standard candidate brief.
- How do I know if this is the right candidate to submit? Read on your own: Square Peg in a Round Hole.
7. Challenges (read on your own)
8. Regular communication/Next Step
- Goal Setting Work Sheet
- Client conference calls
- Most of our communication will be via email. However phone calls are always accepted.
Conference Call Dial In
Dial In 
(218) 844-3366
Code: 911939
We will start exactly on time so please do not be late.