In my previous post for the Top Echelon Recruiter Training Blog, I listed 10 tips for how to close candidates in recruitment.
What follows are 11 MORE tips for helping your candidates act decisively. Some of the ideas are last resorts and some are standard questions to ask of every candidate. After all, you should be using recruiting software for fill your pipeline of potential candidates, so don’t let them slip away before closing.
You would not necessarily act on all of the ideas below with a given candidate, but it’s a good idea to be aware of them so you can use them when the situation calls for action.
11. Counter-offer: Roleplay their resignation, with you playing the part of their boss.
12. If references are hard to track down, have the candidate call the references.
13. Ask, “Do you have any hesitations about the opportunity?” If not, start regularly using assumptive close statements to get the candidate to really imagine themselves already accepting the position.
14. Ask, “On a scale of 1-10, how would you rate this opportunity? What needs to happen to make it a 10?”
15. Ask, “What does your gut tell you regarding this opportunity?”
16. Ask, “Is there anything that we have not discussed that could prevent you from accepting this offer?”
17. If the candidate is on the fence, get the client to call the candidate.
18. If all else fails, send the candidate to a less attractive company.
19. Have another person you placed at the same company call the candidate.
20. Call and close the spouse.
21. Have a realtor or chamber of commerce assist with information.
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Gary Stauble, a guest writer for the Top Echelon Recruiter Training Blog, is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and solo recruiters in generating more profit in less time. For more information or to schedule a complimentary coaching session, visit The Recruiting Lab’s website or call 408.849.4756.