Sometimes I feel like I am a magician because I can make a candidate completely vanish off the face of the earth. Now you see him, now you don’t. Ta daaaa!
I hate that.
I spent all this time and all this money getting to know you, finding out about your career desires, facilitating the introductions between you and my client, and as soon as I ask for commitment, poof, you’re gone. Reminds me of most of the women I used to date when I was single.
How can we keep candidates from disappearing when they fall off of our magical recruiting circus bus?
Here are four considerations:
1.It’s not about you. Keep your own desires and motivations out of the placement process. This is a “derivative success process”, where your success is a byproduct of delivering value to two other parties. Your goal is to create a mutual satisfaction of needs between a client and candidate, and that’s it. It’s not about getting a fee, it’s about making a placement. One of my signature quotes is that you need to forget about the commissions and focus on the contribution to others. When you do that, you earn more commissions. Throughout the whole process, you need to be asking yourself this question: what is this candidate (and also the client) trying to accomplish? What are their driving motivations right now?
2.Anticipate problems early on. One of the advantages to striking out lots of times is that you know what to anticipate. Look for trends and tells. With your team, reverse engineer your protocols for qualifying candidates and clients by asking this question: What are the five most common scenarios in which we see the candidate’s actions or inactions allow the deal to stall or terminate? And with the client side of the deal? How can we anticipate these issues in the future? Start there and work your way backwards, and then institute these new action steps into your protocols and Standard Operating Procedures.
3.Make a ‘Loyalty Pact’ with the candidate. Tell the candidate that you want them to do what is only in their own best interests. By doing this, you help them grow closer to you. Say this: “Joe, this is your career. All that counts is that you do what is in your own best interests.” This lets them know you are on their side and that whatever happens they need to focus only on what they feel is in their best interests.
4.Point to the exit. You continue your loyalty pact by saying “…and as we go through this process, if at any time you are not interested in my client, I’m okay with that. I just need to know that you will tell me about any concerns you have.” And now you have developed a pact with them so that if there are problems, they feel you are safe and will bring them up. Then you can help resolve them. It’s either going to be a deal killer or a deal complicator, and they will give you permission to try to resolve it when you do this. They are usually going to do what is in their own best interests anyway, but by stating this, you remove pressure from potential deal-killing scenarios and have created a structure in your relationship that allows for resolution of awkward situations.
Scott Love takes the mystery out of recruiting and sales and teaches a systems approach to success, so that nearly any recruiter or sales person with a strong work ethic can become a big biller. Scott has been in the recruiting business for nearly twenty years and is the only industry trainer who is a member of the National Speakers Association. Just like you, he works a desk every day. He is a published author and has been quoted in the Wall Street Journal, Selling Power Magazine, and dozens of trade publications and blogs around the globe. Scott is a graduate of the United States Naval Academy and lives in the Washington, DC, area with his wife, toddler daughter, and teenage son. He spends his free time beating his friends at poker, doing stand-up comedy at comedy clubs in Washington, and spending time with his family. Visit his website for free tools that can help you become a big biller: www.GreatRecruiterTraining.com