Sales Carrier Recruiting Kick Off Call

Carrier Recruiting Kick Off Call Sales

ROLE
Job Title:
Location (complete address):
Why is this position open?
Is this position to be posted internally and externally or are you seeking ONLY internal candidates?
HIRING MANAGER
Name:
Title:
Are there any clients or companies that we should avoid recruiting from?
OPPORTUNITY
FILL THIS OUT BEFORE THE MEETING AND DISCUSS WITH HIRING MANAGER DURING THE CALL- DATA FROM RMP-What does the candidate pool look like in the Geographical area? How many diverse candidates are there locally? Nationally? What level of education is most common in this area?
What does a day in the life of the person in this role look like? What will be this person’s main goal?		Territory location: How often do they need to come into the office: Is this a new territory for someone to break into or has another rep been working this market? If someone is in here, how much are they selling per year? Hunting vs farming: KPI’s: Any sales goals that you can share?
In addition to what I see in the job description, what are some responsibilities this person may have that aren’t listed?
“As we move forward, I will work to provide a diverse slate of candidates for your review for this opportunity. Are there any specific goals around diversity that you have in your department that you would like me to know about and how does this position influence those initiatives?”
What is the career growth path for this role?
What personality traits do you think someone should have to perform well in this role?
What member groups, networking groups or associations would you like this candidate to be a part of if any?
What percentage of travel is required for this position? Is it primarily domestic or global?
KEY RELATIONSHIPS
Who will this person report to?
How many Direct Reports will they have?
Who else do they work with cross functionally? Other Key Relationships:
CANDIDATE PERSONA
What does this person need to bring to the table in terms of:
Experience: What are you must haves vs nice to haves?	Ask if they need industry specific experience or if they’re looking to look at related industry – i.e. if it’s a controls sales rep, will they look at an HVAC sales rep? If it’s an HVAC sales rep, will their experience need to be on the commercial side or are they willing to look at a mix of both commercial and residential? Min and max years of experience: Would you be open to looking at a customer facing technician/estimator/related role wanting to move into sales?
Knowledge including education, training, special certifications and/or accreditations	Confirm education: Will they flex depending on experience
Are there any specific companies that you would like to see in their background? Are there any specific companies that you do NOT want to see in their background?
What questions would be beneficial for me to ask during the screening process that will help me better understand if this person is a right fit for this position?
Is there anyone in this role I could use as a benchmark? Experience that would match to this ideal candidate?
EMPLOYER BRAND AND EVP
Compensation: Will you be providing relocation?	Salary/grade/budgeted salary range: Average 1^st year OTE: Will Carrier offer a car in this role? Y/N-
RECRUITMENT PROCESS
When we find a slate of candidates that you would like to interview, will we be doing phone interviews first? Onsite interviews? Who all will be involved in the interview process?	Discuss: interview process, # of interviews and the importance for the candidate experience, confirm interview address location, confirm interviewers and back-ups. Begin the conversation about the importance of a diverse interview panel – it supports the Carrier strategy of Diversity and assures a wide array of feedback and consideration Are you familiar with Modern Hire? If “No”, we can schedule a call to do via Modern Hire to get familiar
Any time the Hiring Manager is scheduled to be out of the office in the near future?
Set weekly re-occurring meeting:
After interviews do you want me to automatically schedule a debrief with the entire interview panel or for us to connect first then schedule a debrief? If so, when? (Next day, as soon as every one is available?)	Would you like to have a debriefing session scheduled after the interview? if so, who would you like included in that?
AT THE END OF THE CALL: Recap the ideal candidate for this role in short Frame what communication they can expect from you (Weekly calls, emails twice a week, weekly reports etc) Talk about what their expectations should be and how quick you can produce candidates. Discuss your sourcing strategy