#TalentAttraction #Tuesday ARE YOU SUCCESSFUL LANDING YOUR TOP CANDIDATES? WOULD YOU LIKE TO IMPROVE YOUR RESULTS?

By RecruiterGuy | April 5, 2022

Last week, we discussed building relationships with candidates before recruiting them. They may be Top Talent who would make positive, measurable impacts for some organization. If the fit for your organization is not a good fit, keep loosely in touch with them for future openings. Why may the fit be a poor fit?

Your initial conversation with them should be about the candidate –

What are they looking for in their next position?
Is there a particular industry or field that interests them? You may be surprised with their response.
What type of company culture interests them?
What type of management style do they prefer?
What size company would they like to work for next?
Why would you like to move from your current company now?

Most Recruiters jump to the pitch without understanding the importance of listening to their candidates.

Why Spend Time Asking These Questions?

Would it not be better to understand the candidate’s interests before investing time in their candidacy? Additionally, this information is important when the person converts to being a candidate.

Take great notes. Your notes are key to successfully closing the candidate without them being aware that you are closing them on an offer. You have demonstrated your interest in helping them succeed in their quest for a new position.

This is key to building a trusting relationship. Take a page from Dale Carnegie’s book, How To Win Friends and Influence People – “Talk in terms of the other person’s interest.”

What about the Closes?

To successfully close a candidate on the offer, it is important to build their trust that you are looking for their best interests. This is the reason we built this process.

The best close is the one where you trial close during the interview process. A trial close example would be after the first interview when you say to the candidate, “You mentioned when we first spoke that you were looking for advancement potential. (Of course, you mentioned this to the Manager before the interview) Did you and the Manager discuss where you could grow in their organization?” If the answer is yes, you respond with – “Do you see the potential in this position/company/industry?” Keep in mind that both Managers and Candidates sometimes do not know their lines. If the Manager did not mention future potential, you may need to bring it up with no promises.

There are times when you may have to use the Ben Franklin close. This is a close that was used successfully for years. No one has used it on me for 24 years, so this is probably is a good time for you to utilize it.

The Ben Franklin Close

This is a great close when your candidate is sitting on the fence and seemingly cannot decide whether or not to accept your offer.

There is a script that you use – When Ben Franklin had to decide on an issue, he would pick up a blank sheet of paper and draw a line down the center. At the top of one column, He would write “Reasons For”. At the top of the other column, he would write “Reasons Against”.

“Let us begin with the reasons that you should accept your offer. List every reason why you should accept the offer.” You want them to list at least 20 reasons to accept. Therefore, you may need to “Help” them decide the reasons they should accept. Feel free to help them by taking reasons from your initial conversation. For instance, “do you feel the health benefits are better?” Or, “You mentioned that you wanted to work from home 2 days per week. Is that still your desire? “ It is important that they write the reasons why they should accept. Once you reach 20 reasons for – or more, ask the candidate to list the reasons against accepting the offer – Without Your Assistance! Ensure that the reasons are legitimate by asking questions if you feel they are not legitimate.

Ideally, the Reasons For list should be at least twice as long as the Reasons Against list.

When completed, say to the candidate, “Based on your lists, would you agree that it appears that it makes sense for you to accept your offer?”

I have always been amazed at how simple and how effectively the Ben Franklin close works. Why? It removes some of the Fear and Emotion from the process and replaces them with logic.

Recruiting Is A SALES Process

The more closes a recruiter learns the more effective they will be delivering the Top Talent to your Managers.

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members or company only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Why am I known as The Candidate Whisperer? See below –

NOW AVAILABLE on Amazon! Expect Success! The Science Of The Over 50 Career Search. This book is a game-changer for every professional searching for a new Career. Want to learn how to leverage your current position to a higher paying Career Position where you Love to Work? https://amzn.to/3HnTxbw

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With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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