How to work smarter, not harder, as a recruiter – Part 2

Expert AdviceSo, last post we looked at preparing our candidates and our clients for interview and the associated advantages of having a client who is also truly prepared – not just the candidate.

Lets now imagine that the interviews we have prepped our clients and candidates for have taken place. As promised our candidate calls us immediately after the interview:

Candidate: “Hi, just come out of the interview, it went really well. I got on really well with the interviewer and I answered all of the questions. Definitely interested in going back to see them again. I really want that job.”

Consultant: “Great news! I knew you’d like it. Let me give them a ring and find out what they thought. When are you free to go back? Regarding salary would you still accept 40k if offered? Good, speak to you soon…”

Wow! Sounds like a deal in the making. Maybe. Who knows? Not this consultant. Let’s look at the following call to the client….

Consultant: “Good afternoon, I have just spoken to (candidate name) and it sounds very positive. They are definitely interested in the position and from the sound of it would definitely accept if offered.”

Client: “What did they like about it so much?”

Consultant: “Err…”

Client: “How do they feel about the role? How does it compare to other roles they are looking at? What about the way I described the team?”

Consultant: “I’ll get back to you….”

Let’s start the process over and do it properly this time.

Candidate: “Hi, just come out of the interview, it went really well. I got on really well with the interviewer and I answered all of the questions. Definitely interested in going back to see them again. I really want that job.”

Consultant: “Great news! Tell me, what did you like about it?”

Candidate: “It sounds as though there is a lot of scope to develop, the culture sounds just the type of environment I am looking for and I think that I could definitely work for (interviewer’s name). Plus there are a lot of exciting projects in the pipeline that will keep me very busy!”

Naturally, I think you can already see that although the interview went well, we didn’t know why which makes it nigh on impossible to sell to the client with the feedback. Good feedback is a powerful tool as it can also make the client feel good about them!

Top 5 questions to ask the candidate:

1.   “How was the role described to you?” (Makes sure that the client is selling the same role they gave to you).

2.   “How does it compare to other interviews you have had in the last few weeks?” Helps gather more leads and understand where the candidate is up to in their own mind.

3.   “What’s the most interesting part in the role?” Suggests that there is more than one interesting thing for them and gives you ammo when you sell back to the client.

4.   “Can you do the job? Do you want the job? If offered, would you accept?” Classic agreement staircase, I have also heard this called the Meg Ryan close, all of which pre-closes towards an offer. ABC.

5.   “What was the last thing they said to you at the end of the interview?” Pulls out the old chestnut of “we have a couple more to see.” which you can then investigate or will demonstrate buying signals that the client has given to the candidate.

Then having fully understood the candidates feedback and found out dates for second interviews or pre-closed them on salary/day rate we can call the client.

Consultant: “Afternoon, I have just spoken with (candidate name), how did things go from your perspective?”

Client: “Ok I suppose. Not a bad candidate and certainly in the maybe pile. What did they say?”

Consultant: “They say it was definitely a role they are interested in. In fact he sees there is a lot of scope to develop, the culture sounds just the type of environment he is looking for and he thinks he could definitely work for a manager like you. Plus there are a lot of exciting projects in the pipeline that will keep him very busy so compared to other things he is looking at this is certainly his favorite.”

Client: “Right, I see – is he available to come back and see us again?”

I know that you can see where I am coming from. This is a sales job – Spot business, corporate accounts, even RPO structured accounts. Arranging interviews, preparing candidates and clients plus associated debriefs all present huge selling opportunities. Let’s seize those and make sure that the job gets filled – with the right candidate.

Missed Part One of How to work smarter, not harder? then catch up now.

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