how to handle passive candidate objections | talent connect vegas 2013
TRANSCRIPT
Lou Adler CEO The Adler Group @j2eecareers
How To Handle Passive Candidate Objections
The Basics of Passive Candidate Recruiting
Lou Adler’s
#intalent
Passive Candidate Recruiting
Applicant ControlRecruiting is getting the candidate to sell you!
Applicant ControlRecruiting is getting the candidate to sell you!
Convert Job into Career
Close on career growth, not
compensation
Convert Job into Career
Close on career growth, not
compensation
Think BackwardsScarcity vs. SurplusThink BackwardsScarcity vs. Surplus
Persist – No NOs!High Touch plus High
Tech
Persist – No NOs!High Touch plus High
Tech
#intalent
Scarcity vs. Surplus
HAVEHAVE GETGET BECOMEBECOMEDODO
Surplus – Weed Out the Weak – Active – Best Who ApplySurplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent BarScarcity – Attract the Best – Passive – Raise the Talent Bar
#intalent
Where is Your Candidate?Change in Growth, Impact, and Satisfaction Over Time
Explorers Tiptoers Searchers Networkers Hunters
40%40% 15%15% 8%8%
2011 LinkedIn Survey – 4,550 fully-employed professionals
Career Move Better Job Good Job Lateral Any Job
Super Passive
Super Passive28%28%
9%9%
83% 17%
#intalent
Getting the Right People on the Bus
Driver – Passenger – Backseat – Driver
Craft the destination in the 10-minute call
Overcome concerns and objections
Get the candidate to sell you!
No NOs!
Applicant Control
#intalent
PCR Rule #1: Drive Slowly!
Sell the next step,
not the job!
No – Maybe – Yes
#intalent
The Basic Recruiting Call Recruit 1st, Network 2nd Vague title Ask 99% question Get candidate to talk 1st Overcome objections Engage 5-10 minutes If not appropriate,
diplomatically switch &… Connect on LinkedIn and
search their connections!
“Let me ask you candidly, would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?”
#intalent
Bridging the Gap
Criteria to EngageTitle – CompanyCompensationLocation – Job
Criteria to AcceptCareer Opportunity
Job & ImpactHiring Manager – Team
Comp – Work/LifeCompany/Culture/Mission
Day 1 vs. Year 1 & Beyond!
#intalent
Convert Job into Career
CurrentCurrent
NewNew
StretchStretch
GrowthGrowth
Time
Impact
The 30% Solution = Stretch + Growth + Total $$ = >30%
Seek Out Differences•Size, Scope, Scale•Role, Impact, Visibility•Growth Rate•Company, Industry
Seek Out Differences•Size, Scope, Scale•Role, Impact, Visibility•Growth Rate•Company, Industry
Present Potential•Move slowly•Not transactional•Describe 30% Solution•Gain concession
Present Potential•Move slowly•Not transactional•Describe 30% Solution•Gain concession
#intalent
Show Me the Money
Let’s be frank. If the job doesn’t represent a career move, then it doesn’t matter what the compensation is, so…
Let’s find out if the job is potentially a career move, and then we can figure out if the compensation works.
Worse case we can network, and stay in touch for future opportunities.
#intalent
Can’t Get No Satisfaction
Before I get into the comp, I’d like to ask you a question…
Consider the best job you’ve ever had.
Was satisfaction due to job or comp?
So let’s first see if ….
#intalent
That’s Exactly Why We Should Talk
There’s a cost to not look. Time is your most critical asset. There’s a trade-off between security vs. growth.
There’s a risk to stay put (discuss!)
On the chance that the job I’m representing offers a significant career move, wouldn’t it make sense to talk 5-10 minutes?
Worst case, we can stay in touch, and network for future opportunities.
#intalent
Time is Your Most Critical AssetAre you growing as fast as you’d like? What you do over the next few years will impact your long-term career. The key is to use the next few years to recover the lost past years to accelerate your career growth. If our position offered this type of growth, wouldn’t it make sense to talk 5-10 minutes?
High Growth
Delayed Growth
#intalent
Dancing & Applicant Control
Get the candidate to sell you!
Gain concession for agreeing to next step
Step 1: The Push Away•Look for gaps between job & person’s background•Suggest concern•The best push back
Step 1: The Push Away•Look for gaps between job & person’s background•Suggest concern•The best push back
Step 2: The Pull Toward•Tie job to company & importance•Ask for best MSA•The best will sell you
Step 2: The Pull Toward•Tie job to company & importance•Ask for best MSA•The best will sell you
#intalent
Getting to Yes – Find out the NOs Be direct – ask!
What would prevent you from moving to the next step?
Close upon a concern
Feel, felt, found
Take away to determine interest
Shorten the next step
Don’t take “no” for an answer persist
#intalent
Passive Candidate Recruiting Basics
Attract In vs. Weed OutApplicant Control – Get
Candidate to Sell YouPersist – No NOs!Identify & Address ConcernsConvert Jobs into Careers