Anyone managing a staffing company knows the frustration of seeing a qualified candidate lose out on a job because he or she didn’t do some of the little things necessary to land it. Likewise, maybe we have lost out ourselves on good candidates for the same reason. It’s in everyone’s best interest to make sure candidates can present themselves in the best possible light, not just to prospective employers, but to staffing companies, too. There’s only so much the staffing management company can do to help, but we can certainly train them up a little. You may already give materials to your candidates so they know the best practices for interviewing; you may even have a little training program. It may pertain to candidates’ behaviors with regard to prospects, but there’s probably more they should know with regard to working successfully with a staffing management company such as yours, or even another one. You’ll be doing your candidate a favor by giving him or her this checklist:

The Candidate’s Best-Foot-Forward Checklist

1. Send an email and ideally include the reference number of the role that you are applying for.

2. Keep your CV format simple, ideally using MS Word, so the staffing management company can upload it into their system easily. If suggestions are made around improving your CV, take the feedback and make the amendments.

3. Have a short summary of your marketable skills and your professional achievements. Make it clear what makes you stand out and be very clear about what type of role you want.

4. Be flexible. A good recruiter will suggest roles you hadn’t thought of—it could be ideal for you.

5. Be honest at all times in terms of your background and your activity levels. That’s how you’ll develop rapport, which is key if you want the staffing management company to work hard for you.

6. Keep your key contacts updated on your progress in the market, but don’t be overly persistent. Good recruiters repay loyalty with loyalty and will put you forward for their best opportunities. Look on your consultant as a career partner, not just an agent.

7. How you handle your job search is a key indicator of your organizational skills and your planning ability. It is absolutely critical that you keep control of your CV at all times. You must keep a record of which companies you have applied to directly or through an agency and when that application was made to ensure that no duplicate applications are made

8. Never let an agency send your CV to a company without them telling you who that company is or without signing a Non-Disclosure Agreement first.

9. No matter how keen you are to move on in your career, try not to register with multiple agencies that you do not know or trust at once. Most big employers are currently placing vacancies with more than one agency, as they feel that creating competition between agencies in the same sector will give them a better result. This creates the opportunity for you to be put forward for the same jobs by several recruiters if you are not controlling your CV. Employers will be concerned if they receive your details from multiple agencies.

10. Respond promptly to any communications and check your email as well as your phone. If you’re still employed elsewhere, let the agency know the best times to contact you and always be available at those times. 

11. Research thoroughly before any interviews, the company, the role and the type of person they’re seeking. Remember: you are not only representing you but the agency as well; what you do and say is a direct reflection of both.

12. Call the recruiter after any interviews to give feedback on how you view the opportunity. Remember, the more specific the feedback the easier it is for the agency to represent you and your interests.

13. Keep in contact if things change on your side and let the agency know straight away. For example, maybe you’ve decided to change your geographic search parameters.

14. Be a good ambassador for them whenever they introduce you to one of their clients. If recruitment agencies have doubts about how well you will perform in an interview, they will be reluctant to introduce you to their client/

15. Most importantly, if there is anything you obviously should be telling the recruiter, don’t wait to be asked. Never leave the recruiter in the position of having to say “I don’t know” to the client.

Successful Staffing Management Requires Successful Job Candidates

Go ahead, give your candidates the checklist. They’ll appreciate it, which is a good thing. They may even become more successful candidates. And that’s what it’s all about.