Rebuttals Flashcards
We recruit Internally
1) Tell me about your company’s current strategy - how do you find talent?
2) Walk me through the internal recruiting process - How long does it take to fill a position?
3) How many resumes do you typically see before making an offer?
4) What is the hardest skill set to fill in your department? How long does it take to fill?
5) Walk me through your department goals and the company business Cycle. When do you anticipate being the busiest?
6) What is the typical volume of placements handled internally each quarter? What would happen if the demand increased significantly?
7) Have you ever taken a chance on a candidate you hired internally and realized you might have made the wrong decision?
We are happy with our current talent solutions partner
1) That’s great you’re already familiar with using an outside resource for hiring! Tell me about what makes you happy with the partnership?
2) What companies do you partner with? What skill sets do they support you on?
3) What is most important to you when partnering/selecting a partner for hiring talent?
4) How comprehensive is the service X company provides? Are they able to fill multiple skill sets in all departments? Can they take on projects in different capacities? Are they able to take on consultant management?
5) Walk me through their screening, onboarding, and offboarding process for consultants
6) How do you measure your partners’ quality/performance? How are they positively impacting your departments objectives and business goals? Do you know their submittal to interview or interview to hire ratios? Do you know their retention rates? Would it be helpful to have visibility into that type of reporting?
7) What are your busiest seasons? Walk me through what happens when you need to hire during that time.
We have a National Vendor
1) Tell me about how that is working for you?
2) Who are they, how do they support your business?
3) How comprehensive is the service X company provides? Are they able to fill multiple skill sets in all departments? Can they take on projects in different capacities? Are they able to take on consultant management?
4) Tell me about the selection process to choose this vendor.
5) How long does it take from the time you send them a job description to the time you get someone onboarded?
6) How do you measure your vendor’s quality performance?
We are on a hiring Freeze
1) That must be really tough, what is the reason for the hiring freeze?
2) How is the hiring freeze impacting your ability to get work done?
3) Can you walk me through the key projects that need to continue despite the freeze?
4) What goals and milestones are you being held to during this time?
5) Are you set up to meet your goals and milestones with your current staff?
6) What happens if you encounter unexpected attrition in your department?
7) Can you walk through your plan and/or hiring strategy when the freeze is lifted?
We have had a bad experience with your company/Talent solution partners in the past
1) I’m sorry to hear that. Can you tell me more about the experience? Where did we/they go wrong?
2) How would you define a positive experience with talent a solutions partner?
3) Can you walk me through an example of good relationship/partnership you have had.
4) What is most important to you when partnering with a talent solutions partner?
We already have candidates for our openings.
1) That’s good news! How did you identify the candidates?
2) How long did it take for you to find/select the candidates?
3) How do the candidates align with your opening? Tell me about the type of work they will be doing?
4) Walk me through what’s driving the need to hire/ the business reason behind the openings.
5) Tell me about your plan if these candidates don’t work out?
Just send me the information
1) Yes, I can certainly do that. Can I have your email? (Get their contact information and put it into Connected!)
I want to make sure I send you the most relevant information. In order to do that I’d love to learn just a few things:
- Who are your biggest clients/customers?
- What are the company‘s key differentiators from the competition in the marketplace?
- Tell me about the most critical project for your team
- What is the hardest skill set in your department to hire and train?
2) Before we hang up:
- Would you be interested in learning more about the unemployment trends vs. available talent pool for X skill set in your local market?
- Would you be interested in discussing who your company is competing against to attract those engineers, lab techs, etc.?
+ Action: Set up a teams meeting to walk them through our tools and resources and educate them on how competitive the market place is, who they are competing with. I’d love to “Show you”
HR Handles all of our hiring
1) Tell me about HR’s current sourcing strategy — how do they
find talent?
2) Walk me through HR’s interview process —are you involved in the initial screening to ensure there is an industry expert?
» Walk me through HR’s recruiting process — how long does it take to fill a position?
3) How many resumes do you typically see before making an offer?
4) What is the hardest skill set to fill in your department? How long does it take HR to fill it?
We don’t have any openings right now
1) Tell me about your department and what are you trying to achieve this year?
2) Walk me through your business cycle
3) What are the most critical projects on your team? When do they need to be completed?
4) DO you feel set up for success with the current staff you have in place?
5) What makes a good employee at this company? What makes a good employee on your team?
6) What tends to be the busiest time of the year for hiring?
7) Tell me about your hiring strategy, when do you have openings. Walk me through the process
8) Would you be opposed to staying connected to discuss market/industry trends? I’d love to check in periodically to hear about how you are doing in achieving your goals this year.
Using an outside resource for hiring is too expensive
1) Walk me through the key company initiatives that are driving projects and spend.
› How is spending prioritized and allocated for this department?
2) Do you partner with any outside companies for talent attraction or talent acquisition? If so, who? What success have you seen?
» How comprehensive is the service X company provides? Are they able to fill multiple skill sets in all departments? Can they take on projects in different capacities?
3) What is most important to you when partnering/selecting a vendor?
» Walk me through your typical overhead costs for a FTE
(Unemployment, HC benefits, worker’s comp).
4) Have you ever taken a chance on a candidate you hired at a low cost and realized you might have made the wrong decision?
We don’t utilize talent solution partners/contractors/consultants at this time
1) How do you pet work done in this deDartment? Do you outsource any work? If so, who do you outsource to?
» Have you ever used a talent solutions Partner for staff augmentation/contingent placements?
» Tell me more about your department and what you are trying to achieve this year.
» Walk me through your business cycle.
2) What are the most critical Drojects on your team? When do they need to be completed?
3) Do you feel set up for success with the current staff you have in olace?
» What tends to be your busiest time of year for hirinp?
4) Would you be opposed to staying connected to discuss market/industry trends? I’d love to check in periodically to hear how you are doinp in achieving your poals this year
We might be able to work together if you can find me a ”three- eyed purple unicorn” with a secret security clearance.”
1) Tell me why you’re asking for this type of person.
2) Tell me about the skills and requirements for this role and why are they important
3) How does having someone with these skills translate into helping you get work done?
4) How do you typically go about finding a candidate who has that experience?
5) How long have you had a position like this open?
I’m too busy/this isn’t a good time?
1) I apologize for catching you off guard, I know what it’s like to be interrupted (Empathy). I’m happy to schedule a time to get back with you, but before I don, let me just ask you two quick things.
1) Would you be interested in learning more about the unemployment trends vs. available talent pool for X skill set in your market?
2) Would you be interested in discussing who your company is competing against to attract those engineers, etc.
Set up a meeting to walk through data
Hiring is not my priority
1) Tell me more about your department and what you are prioritizing at this time.
2) Walk me through your business cycle.
3) What are the most critical projects on your team? When do they need to be completed?
4) Do you feel set up for success with the current staff you have in place?
5) What makes a good employee at this company? What makes a good employee on your team?
» What tends to be your busiest time of year for hiring? Would you be opposed to staying connected to discuss market/industry trends? I‘d love to check in periodically to
hear about how you are doing in achieving your goals this
year.
We are going through a layoff/RIF
1) I’m sorry to hear that. How can Actalent support you and your- team during this time?
2) Can you tell me about the reason behind having to let people go?
3) What impact will the lay-offs have on your team/department?
4) How will the layoffs impact your ability to get work done?
5) Can you walk me through the key projects that need to continue despite the reduction in workforce?
- Will you be able to allow current employees to work overtime when there is additional work flow?
6) We would love to support anyone with the organization to find another opportunity. Can I set up a time to come onsite and hand out my business cards?
