Archive for September, 2013

How To Pre-Close Your Candidates

Monday, September 16th, 2013

Part of a recruiter’s job is to balance and satisfy the needs of two very different customers, the candidate and the client. To ensure that both customers get their necessary attention, it is a good idea to close your candidates before receiving the final offer from the client. Obviously, recruiters cannot predict the future, but they should have a fairly good idea of what a client can offer to a particular candidate. Consider that when you first meet the candidate, you know more about the client than the candidate. Since you want to close the candidate first, you need to know as much as you can about the candidate’s needs, wants and requirements for a new job.

As noted in an earlier edition of this blog, probing questions are the key to discovering your candidate’s hot buttons. One or two open-ended questions should be enough to get the candidate talking. Listen for particular requirements and desires that the candidate wants, and relate them to the job you’re offering. Be sure to show how the features of the job can become the benefits of the candidate. Take detailed notes as the candidate talks, and take special note of any issues that could become objections later on. Try to determine their current status in terms of their job search, and keep tabs on that status every time you talk to the candidate.

Your main goal is a commitment from the candidate. Naturally, you will have to provide some assurance that the new job will satisfy the candidate’s needs, but in return, you’ll want the candidate’s assurance that if those conditions are met, they will take the job. You may not get that commitment until after the candidate’s first interview with the client, but you should be able to get them excited about the position, so that the candidate comes into the client interview wanting to work for that company. Above all, don’t risk losing the commitment by exaggerating the job’s features. Assuming that the benefits outlined by the client match the description you gave the candidate, a commitment should be easy to obtain.

If the candidate is still hesitant, you should probe to find the reason(s) why they are reluctant. Use the notes from your first interview to revisit their wants and requirements. Overcome the objections they have and be prepared for any new objections they provide. And of course, the better you’ve probed at the beginning, the better prepared you’ll be for later objections. If you can successfully close the candidate at this juncture, the rest of the hiring procedure can go smoothly.