On a Scale Of One To Ten
Published on 20 Aug 2005 at 10:08 am.
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In our profession we deal with human being on both sides of the sale. Rather than attempting to become a “MIND READER” or second guess what your candidate will do, I’d like to suggest one question you can ask to get to the “TRUTH”! You can use this technique several times in your process. “ON A SCALE OF ONE TO TEN”! That’s it…sound simple? It is!
Let me give you examples of key times you could effectively use this. When you are interviewing your candidate, “On a scale of 1-10, what is your level of interest in this position?” Too often we ASSUME there is a high level of interest because our candidate has agreed to interview with your client. If the answer is not 10 – you need to ask “what would make it a 10”. This is a great way to uncover red flags, concerns or objections prior to sending this person to your client. Of course this technique is very effective in the PREP and DEBRIEF. You need to test what their level of interest is in order to place them in a new opportunity. Your clients will appreciate you “saving them time” interviewing candidates that won’t accept an offer. Candidates should have a decent level of interest in the position prior to their interview. Most of you have heard me say, “WHEN IN DOUBT, SEND THEM OUT!” When I say this, I’m referring to the recruiters who KNOW what their clients will hire – when in reality we need them to make their own decisions. It is important to TEST our candidate’s level of interest throughout our entire process and the easiest way to accomplish this is just add these powerful SEVEN WORDS to your questioning… “ON A SCALE OF ONE TO TEN.” This question is also very black and white and something your candidates will understand. This will save you countless hours working on something that is just not going to happen – and I’m all about saving you time.
P.S. This also work exceptionally well with clients!
