Dear Sirs/Madame’s,

I am interested in your Sr. Recruiter position in Campbell. I do not

have a Tertiary degree, but have recruited in virtually every industry and industry sub-
group over the last 11 years. I am a quick study and very smart in assimilating new
information. Making almost $200k in the last year I recruited for myself as contingency
recruiter is a testament to that fact. I am looking for a less volatile environment
economically as well as for my family to pursue my future. Thanks!

Tim N. Trevathan

Steps to Recruiting

1) Get a job requirement from a client

2) Revise requirement via 2-3 submissions to revise & narrow down specification (Get
what they 'Don't Have' to clarify what they DO HAVE (that is on the job REQ that 'Fits')
(The Original Job order Is RARELY EVER the correct "picture/description" of what the
Client REALLY WANTS or NEEDS. Submission of a couple of candidates often acts as
the 'Refiner' to the job description/function or ROLE. This also evolves over TIME after
the Client sees different candidates and different PRICE ranges and capabilities for those
candidates.
Suggestion: always OVER – Deliver so the Client has to say that they cannot afford "What
they want" so you can begin to setup realistic expectations for what they WANT VS.
What they can AFFORD ($$). This also enables you to see how flexible the Client is on
the 'UPSIDE' in their ability to pay 'For the Right Candidate" and what resources are
available to accomplish that end, both in terms of MONEY as well as FLEX Options
(Tele-Commute, RELO, Travel etc.)
3) Find candidates : Job Boards, Free Ads (Job Spider/TheLadders.com), ATS Search,
Google Desktop search, TalentHook/Infogist Searches (resume search FEE/FREE
Internet resume extraction)
4) Email/Call candidates. Send Applicant Intake Sheet to cover overall issues.
5) Send Candidate into client for "YES or "No" interested?
6) If "YES" – Setup Phone interview #1
7) If "NO" – STOP – START OVER
8) Send Candidate Interview Preparation Sheet
9) Confirm PIV (Phone Interview) times on BOTH SIDES via EMAIL as well as
Telephone (If Necessary) Make sure BOTH Side have EACH OTHERS numbers in the
event the Interviewer forgets or gets caught up and does not CALL, The candidate can
'remind' the interviewer of the pending Interview/Time.
10) Get Feedback from Phone Interview #1. If GOOD Setup LIVE interview or 2 nd PHONE
Screen. If NO GO. STOP.
11) Setup PIV Interview #2 Follow steps #6-9
12) Setup Live Interview and Get candidate all Direction Info, Yahoo Maps directions and
confirmation of the "players" involved in the Interview. If Relevant GOOGLE the names
of the people involved in the interview to see what you can find out about them on the

1
 Internet. Check LinkedIn for Profile as well (Books written, companies worked for, past
accomplishments)
13) Get Feedback from LIVE Interview. If GOOD begin to gather Candidates specifics:
"What is it going to take to get you on Board"? Get Benefit Questions answered and
direct Candidate to a Person/Phone number where they can get all of their Q & A's taken
care of quickly.
14) Prepare a list of Issues from Candidate and Mediate the Offer Letter from the Client.
15) DO NOT Let GO of the communication or Process. Once the Candidate & Client start
calling each other DIRECTLY and Emailing Each Other they begin to 'lose pieces;' and
you become the 'scapegoat' for things not accomplished (like the candidate sending back
the final revision of the Offer letter by a certain date).
16) Cover- Counter OFFER Issues/ Current Other OFFERS pending and time frames of
current interview processes.
17) CLOSE THE DEAL! Minor Take AWAY – The CLIENT does not want to take the
time/effort to write up an offer just to have it rejected. Make sure all outstanding issues
are resolved and give a TIME CUTOFF/Expiration DATE for OFFER ACCEPTANCE.
18) Get OFFER Acceptance
19) Get Resignation Date from Candidate. Follow up on the day of resignation to ensure
COUNTER OFFER has not come up and that the "Field is CLEAR" of pending JOB
OFFERS that are OUTSTANDING.
20) Check References
21) Stay in touch over the 2 week time period that the resignation period covers and stay
abreast of any activities of preparation between Candidate and NEW Company.
22) Confirm Start DATE and ensure the candidate has started.
23) Bill the Client on Start Date for NET 30 Day payment (or Better)
24) Ensure the Client has received Billing and find out what day they 'cut their checks' to
ensure you have reminded them 1-2 days Prior to "Check cutting & Signature Date" a
week prior to DUE Date.
25) Follow up with Candidate to see if "all is well" and is as expected After 30 Days.
26) Get Paid
27) Retain a portion (at least 50% of the FEE) for "Fall Out"/Replacement/Guarantee Period
28) Send "Thank You" to Client for their Business
29) Ask for More NEW Business/ Job Orders/ Referrals
Get to Work on New Job Orders/business