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The 4 Step Process to Get The Most “Placeable” Candidates

Posted by nicky

One thing that top performers know is that if you can understand how a candidate is going to behave, it will determine if you can place them or not.  It is all about asking the right questions. I have a 4-Step process that I work through in recruitment manager training. It is a simple and easy way to help underperformers understand what makes a placeable candidate.

STEP 1 – Registering Candidates

Areas that need to be covered:

  • Basic information should include skills, products or systems they can work with as well as areas of specialization. Have they registered with any other agencies?
  • Find out employment facts. Salary? Reason for leaving? What are they looking for in a new job and why? What would make them stay?
  • Look for at least three Unique Selling Points for the candidate in the job market.
  • Find out what value they can bring to a potential new employer. Are there any quantifiables? Do they bring with them a client book? Names of key clients? If they work in sales % of market etc.
  • Ask them about counter offers from their current employers. This will determine how much they really want to leave and what’s really important to them.

STEP 2 – Think Ahead – What could stop the placement?

Asking candidates these tough questions can help you understand how they may respond to situations:

  • If in two weeks time you have 5 second interviews what will you do?
  • If you’re offered your favourite position while you still have 2nd interviews pending what will you do?
  • If your 2nd or 3rd favourite makes an offer and your 1st choice position wants you back for a final interview what will you do?

STEP 3 – Preparing Candidates for interviews

Help the candidate work through interview questions in advance. Give them a briefing pack so that they are properly prepared. Some examples of questions are:

  • What interests you about this position?
  • Will you wait until you’ve finished all interviews before making your decision?
  • Are you expecting decisions on other processes?
  • What has been the feedback from your interviews been?
  • If offered straight away what would you do?
  • What’s changed since we first spoke?

STEP 4 – Post Interview Feedback from Candidates

This part of the process is about helping candidates with their decision making in terms of job opportunities. Working through these questions will help you know if you have a placeable candidate.

  • How does this job rank against others? Do you have any concerns at this stage?
  • Where else are you interviewing and when will you need to make a decision by?
  • How much time will you need to make a decision? Who else will you speak to about making your decision?
  • What other information do you need to help you make your decision?
  • How would you feel if they offered you the position?
  • How do you feel about potentially handing in your notice?
  • What would you do if you were offered more money or a promotion?

 

I hope you found this article useful.  For more advice on how to get your under performers back on track, join my FREE Webinar ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’ 

Click on this link to sign up: 6 Steps Convert your Under Performers to High Billers

‘Til next time,

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