Email Service Notes (Tony)

Your Original Email

There are some questions for my currant some interview. I will be so thank you if you can help me to correct it as soon as possible.

Part IV: A tough case of candidate sourcing
Please describe a very challenging case that demonstrated your sourcing skill. What was the situation? Why was it so difficult? What did you do to define the target candidate pool, approach them and motivate them? How did you management the hiring manager’s and candidates’ expectation? What was the result? What did you learn from it?

In my previous company, I needed looking for a Wine Ambassador in a very short time. We hope this role has a professional wine knowledge, good appearance, oversea education background, good communication skill and also we hope they can speak influence English, French and Mandarin.
It was difficult because our budget for this position was very limited at that time, and this kind of professional talent in the market was always with a high payment package.
By analyzing the market, I told the hiring manager that it’s very hard to look for someone with a rich working experience and also can meet all our needs including the payment, so I suggested him to open the opportunity for some fresh retunee who studied wine or related major and has a rich intern experience in the wine industry.
Finally I searched a candidate in Linkin, who is a Taiwanese and lived in French for around 9 years and just opened to look for an opportunity.
Through this case, I learn that it is very hard to find the candidate who can meet all you need, but there are always have a kind of people who can be a prefect candidate, only if you, as a recruiter, can think more, search more and analysis more.

Part IV: A tough case of influencing key stake holders
Please describe a very challenging case (different from the above one) that demonstrated your skill of influencing key stake holders. What was the situation? Who were your key stake holders? Why was it so difficult? What did you do to clarify the objectives, speed up the process, align all parties involved, and drive things through? What was the result? What did you learn from it?

I want to share a case which is still on-going right now. Our cos-derm department want to look for a senior product manager for PRP Project. We hope this role has a rich marketing experience in a cos-derm company, good communication skill, influence English both in speaking and writing and also have a stronger KOL relationship in orthopaedic department of hospital.
Through several months of searching, there was very limited candidates want to look for this opportunity because our company has no high profile in the industry, if we want to look for a talent with a famous foreign company, we need to pay much higher than market, but our budget is not so attractive.
Firstly, I arranged a meeting between BU head and search firm consultant to discuss this position, so that the consultant can get a right direction for this case and our BU head can know more information about the status of currant market.
Secondly, I sent a mapping for this case to the BU head, including how many companies I had searched before and what is their marketing department structure and how many candidates I looked for and what is their feedback.
After that, I had a meeting with the BU head to discuss about this position. I suggested to wide our talent pool, so that we can search some candidates from a local cos-derm company with a rich marketing experience and a good KOL relationship. About English, because we still need to look for a assistant product manager role with a FMCG background for this project, so that we can look for a candidate who can speak influence English.
Our BU head has given in my suggestion at last.
Now we have interviewed some great candidates and prepare to offer one of them.
What I learned from this case is you should be positive to push something even if you feel it’s hopeless. A recruiter is not just a person to look for a talent but also a process pusher. Good communication is very important. Never do some useless work, do something meaningful.

Your Edited Email

here are some questions for my current interview. I will be so thankful if you can help me to correct it as soon as possible.

Part IV: A tough case of candidate sourcing
Please describe a very challenging case that demonstrated your sourcing skill. What was the situation? Why was it so difficult? What did you do to define the target candidate pool, approach them and motivate them? How did you manage the hiring manager’s and candidates’ expectations? What was the result? What did you learn from it?

At my previous company, I needed to look for a Wine Ambassador in a very short time. We hoped this employee would have professional wine knowledge, a good appearance, overseas education background, good communication skills and also we hoped they could speak fluent English, French and Mandarin.
It was difficult because our budget for this position was very limited at that time, and this kind of professional talent in the market always demands a high payment package.
By analyzing the market, I told the hiring manager that it’s very hard to look for someone with a rich work experience who can also meet all of our needs including the payment, so I suggested he open the opportunity for some fresh employees who studied wine or a related major and has a rich intern experience in the wine industry.
Finally I found a candidate on Linkedin, who is Taiwanese and lived in France for around 9 years and just opened to look for an opportunity.
Through this case, I learned that it is very hard to find the candidate who can meet all you needs, but there’s always a perfect candidate out there, only if you, as a recruiter, can think more, search more and analyze more.

Part IV: A tough case of influencing key stake holders
Please describe a very challenging case (different from the above one) that demonstrated your skill of influencing key stake holders. What was the situation? Who were your key stake holders? Why was it so difficult? What did you do to clarify the objectives, speed up the process, align all parties involved, and drive things through? What was the result? What did you learn from it?

I want to share a case which is still on-going right now. Our cos-derm department wants to look for a senior product manager for PRP Project. We hope this employee has a rich marketing experience in a cos-derm company, good communication skills, fluent in both spoken and written English and also has a strong KOL relationship in the orthopedic department of a hospital.
Through several months of searching, there was a very limited number of candidates who were looking for this kind of opportunity because our company has no high profile in the industry, if we want to look for a talent with a famous foreign company, we need to pay much higher than market value, but our budget is not so attractive.
Firstly, I arranged a meeting between BU head and search firm consultant to discuss this position, so that the consultant can get a sense of this case and our BU head can know more information about the status of the current market.
Secondly, I sent a mapping for this case to the BU head, including how many companies I had searched before and what their marketing department structure is and how many candidates I looked for and what their feedback is.
After that, I had a meeting with the BU head to discuss this position. I suggested to widen our talent pool, so that we can search for some candidates from a local cos-derm company with a rich marketing experience and a good KOL relationship. About English, because we still need to look for a assistant product manager role with a FMCG background for this project, so that we can look for a candidate who can speak fluent English.
Our BU head has accepted my suggestion at last.
Now we have interviewed some great candidates and are prepared to make an offer to one of them.
What I learned from this case is that you should be positive to push for something even if you feel it’s hopeless. A recruiter is not just a person to look for talent but also a process pusher. Good communication is very important. Never do some useless work, do something meaningful.

Sorry Ruby, please keep your email services to 250 words at most.