WorkMeTender - Scorecard Recruiter V3 - Shared

	A	B	C	D	E
1			Scorecard for Hiring Recruiters
2
3	Candidate :				100%
4	Date :			Total Score :	100%
5
6	Skill	Coeff	Rank	Anchor	Score
7	Think « out of the box »	1	5	Able to reason in a systematic way, and to try new things	5
8			4	Go out of their office to find candidates
9			3	Able to source without their computer
10			2	Able to source without Linkedin
11			1	Use the same sourcing methods for all profiles
12			0	Use mostly thought heuristics in their recruitment
13	Recruiter Posture	1,2	5	Candidate and recruiter are just people, the interview is an honest 2-way conversation	5
14			4	The recruiter makes an effort in kindness towards the candidate, they need to feel welcome
15			3	The recruiter sets the red carpet: this is the talent war and the candidates won.
16			2	The recruiter is neutral. Objectivity is what matters most.
17			1	The recruiter drives the interview. If the candidate is here, it's for the company, not the other way around.
18			0	The recruiter is an all powerful being, and they put the candidate under pressure to see what they're made of
19	Perseverance	1	5	Candidate revival through crossed channels	5
20			4	Candidate revival
21			3	Do crossed searches
22			2	Do a simple search and stop if they don't find anything, but contact all candidates in the search
23			1	Contact the available candidates through mail
24			0	Avoid using the phone
25	Sales acumen	1,5	5	Able to usee specific closing techniques	5
26			4	Able to negotiate various aspects in a convincing way
27			3	Interpersonal skills: try to create a personal bond with candidates
28			2	Use the classic sales technique scheme: discovery / rephrasal / offer value / handling objections
29			1	Ask for the person's needs before doing their speech
30			0	No use of any sales technique
31	Customer Service	1	5	Make sure that the stakeholders are satisfied, and ask what could have been better	5
32			4	Make sure that no new expectation has apparead along the way
33			3	Share info about the topics and relevant information to stakeholders
34			2	Manage topics as soon as possible
35			1	Try to understand their interlocutor's expectations
36			0	Manage only incoming queries by email, when they have the time to do it
37	Sourcing	1,5	5	Set up automation & growth hacking tools for some tasks	5
38			4	Can do x-ray searches without tools, and able to target new differents platforms to source canddiates
39			3	Use advanced boolean sourcing and x-ray searches, assisted by tools
40			2	Use sociale networks as a CVdatabase or with a "post n pray" approach
41			1	Search profiles in a company database, use CVdatabases
42			0	Post job ads and sort CVs
43	Tech-savvy	0,8	5	Able to create tools, code by themselves	5
44			4	Able to find new tools and test new ways of using them
45			3	Use advanded applications: chrome extentions, third-party services in order to make their practice better
46			2	Use social networks and basic applications
47			1	Use CV databases
48			0	Don't use any online tool
49	Writing skills	1,5	5	Use elaborate copywriting skills	5
50			4	Use call-to-actions to make their target go from the title through the message down until the response click
51			3	Use messages titles and first sentences made to create engagement
52			2	Personalize every message
53			1	Write their own messages, then copy-paste them
54			0	Copy-paste messages written by others
55	Marketing skills	1,5	5	Use personas to identify and activate related motivational levers	5
56			4	Communicate on a message, a goal, a mission, more than on a position
57			3	Work more on data than on feeling
58			2	Put themselves in the candidate's shoes, adapt the channels through which they contact them
59			1	Put themselves in the candidate's shoes, adapt their speech
60			0	No use of any marketing technique
61	Candidate Follow up	1	5	Keep track of the candidate advancement in the process	5
62			4	Register every contact with the candidate
63			3	The candidate management file is not individual but shared
64			2	Keep notes on candidates
65			1	Use a candidate management file
66			0	Manage along the way, using to tools or candidate management file
67	Candidate Experience	1,2	5	Get news from the candidate even after the trial period	5
68			4	Send negative answers to all the candidates
69			3	Get news from the candidate during the trial period
70			2	Give a proportional answer to all candidates involved within the recruitment process
71			1	Explain the process to the candidate and gives some context
72			0	A candidate is only a resource
73	Organisation	1	5	Organize their work with a kanban (or similar)	5
74			4	Set up automatic reminders to not miss anything
75			3	Own a TODO-list
76			2	Own an agenda
77			1	Manage with post-its
78			0	Do everything by memory
79	Client Management (internal or external)	1	5	Really challenge the client on their needs	5
80			4	Make very regular advancement follow-ups with their client
81			3	Provide a reporting to their client
82			2	Advise the client during the recruitment process
83			1	Get in touch with the client to confirm their needs
84			0	Receive the requisitions by mail and follow with the next one on the pile
85	Assessment	1,2	5	Knowledge and basic grasp of psychometrics	5
86			4	Knowledge and full grasp of the cognitive bias
87			3	Assess with situational tests
88			2	Assess with situational questions
89			1	Assess with standardized questions
90			0	Assess with useless questions or "with the guts"
91	Networking	0,9	5	Manage candidates communities	5
92			4	Know how to select and nurture the right contractors and partners
93			3	Participate in work events
94			2	Build a real network
95			1	Build an online network
96			0	Work alone in a short-term way of thinking
97	Ethical & Legal Background	0,8	5	Know advanced notions of work contracts (such as non-compete agreements, mobility clauses...)	5
98			4	Know the specifics of their collective social agreement
99			3	Know the legal basis of work contracts (notice period, short-term bonus...)
100			2	Able to cite all of the illegal discrimination criterias, including the presumed ones