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Speeding Up a Slow Moving Client
6 ways to speed up a slow moving client
We have all experienced this frustrating scenario before; you have a candidate in process for a search, the candidate is interested, the client seems interested, things are looking good. And then all of a sudden, the client goes dark. He stops returning your calls or starts dragging his feet regarding a decision. Here are 7 things you might try in a situation like this:
- Make the client aware that the candidate has other interviews in process. I usually say something like this; “Mr. Client I need to let you know that the client may very well have other interviews in process at this time…”. Even if the candidate has told me that he does not have other interviews in process, I still say this. The reason is that I said the candidate, “may” have other interviews going. Truth is, he might, there’s no way for me to know for sure.
- Submit written references for this candidate. This is a judgment call in terms of managing your time but if you are deep into the interview process, sometimes this is the “jumpstart” that you need to get the client to pull the trigger.
- Ask a question that demands a quality answer such as, “Assuming things go well on this final interview, when will the offer be generated?
- Let the hiring manager know that the candidate is evaluating the manager’s decisiveness and management style. This is true and may give the manager some perspective on how his behavior looks from the outside.
- Let the manager know that the longer it takes to reach a decision, the less likely it is that the candidate will be excited about the offer. Just like if you asked someone to marry you and they took three weeks to get back to you with an answer, you would likely second guess whether it was a good idea yourself.
- Last resort; Have the candidate call the client. If you really are not getting anywhere and you have nothing to lose, you might subtly suggest to the candidate that he should give the manager a call.
11 killer questions for the flaky candidate
Do you ever feel like your candidate is being flaky or not telling you the whole truth about his situation? Our job is to dig deep and expose the real truth behind a situation, not just to accept the story we are fed by a candidate. The next time the hair stands up on the back of your neck and you feel that your candidate is not giving you the whole truth, ask these questions:
- Is there anything that we have not discussed that you feel hesitant about regarding this position?
- What does your gut tell you regarding this opportunity?
- Are there any conditions, circumstances or relationships that could interfere with you accepting this offer?
- On a scale of 1-10 with 10 being excellent, how would you rate this opportunity? What needs to happen to make it a 10?
- On what day can you start?
- How do you feel about the idea of walking into your boss’ office and saying the words, “I quit”?
- Assuming the offer comes in at ____ or above, do I have permission to accept the offer on your behalf?
- Do you have any hesitations about the company or people you would be working with?
- When we first started to work together, you said these were the top 3 items you would look for in a new employer. It seems to me that this opportunity meets or exceeds all 3, what are your thoughts?
- Is there anything that we have not discussed that could prevent you from accepting this offer?
- Perhaps this isn’t the right opportunity for you, do you think we should pull the plug and withdraw you as a candidate at this point?
- Gary Stauble
Gary Stauble is the Principal Consultant for The Recruiting Lab, a Coaching Company that provides Recruiting Professionals the Training, Tools and Systems to make More Placements with Less Effort. Gary offers several Free Special Reports on his website including, “$1 Million Time Management”, 15 Critical Candidate Questions” and “The 3 Things that Lead to Placements”. Get your copies now at www.therecruitinglab.com.