Part B: Recruiting Activity
Let’s see what you know and how well you can follow instructions.
Step 1: Identify an open position at RSS (real or mock)
Step 2: Find 2–3 Candidate Profiles
You may use real or mock candidates:
- Real candidates: Go on job boards (Indeed, Craigslist, ZipRecruiter), social media groups, or LinkedIn. Take the publicly available information (do not contact them).
- Mock candidates: Create a realistic sample profile based on what you’d expect (e.g., “John D., Guard Card holder, 2 years event security, available weekends”).
⚠️ Important: You are not contacting candidates at this stage — only sourcing and documenting them.
For each candidate, include:
- Full Name (or Initials for mock)
- Source (e.g., Indeed, Craigslist, Referral)
- Role Applied For
- Status (New, Pending, Interviewed, Rejected, Hired)
- Notes (Guard card status, red flags, strengths, availability, etc.)
- 1–2 sentences of screening notes, and include whether you would advance them or not, and explain why.
Example Answer Format:
- Candidate: John Dwiyermysky. | Source: Indeed | Role: Event security | Status: Awaiting interview | Screening Notes: Guard card valid, 2 years of event security, weekend-only availability. Would advance for event staffing.
Visualize inputting the information into the Recruiter Tracker below
| CANDIDATE NAME | SOURCE | ROLE | STATUS | NOTES |
|---|---|---|---|---|