QUESTIONS ARE KEY
Published on 16 Sep 2005 at 9:15 pm.
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Recruiting is an occupation where asking questions is key. We get information from complete strangers on topics they probably never discuss, even with their closest friends. What is your salary? What is your greatest weakness? What is most important to you at this point in your life? If you were your boss and could change five things about your current job, what would you change? When do you expect your next raise? We ask these questions any many more, the first time we meet our candidates.
The most important questions during an interview however, are the questions your candidates ASK YOU! Their questions reveal their concerns, their priorities, their issues and other areas of importance. A first interview is very similar to a first date. Your candidate’s level of trust is questionable and answers can be superficial. When your candidate is given an opportunity to ask you questions, these questions are windows into the authentic individual you will represent. Listen carefully and you will be able to uncover the information you need to place this candidate in their next career move.
Questions during the interviewing process with your clients can make or break a deal. When you are prepping your candidate for an interview, always ask what questions they plan to ask. If they are not prepared often their questions will address salary, time off, vacations and other areas focused on what is important to your candidate. Coach your candidate to utilize questions to reveal the priorities of the hiring authority.
For example: “What are your top priorities for the individual you hire for this position? What do you feel will be the greatest challenge for the person you hire? Your candidate can then play off the answers to “sell” themselves to your client.
One of the most powerful questions a candidate can ask is as follows:
“I’m extremely confident in my abilities to perform the responsibilities of this position and I’m extremely interested in working for your company. What is more important however, is what do you think? Do you feel I have the experience and skills for your position? You then coach your candidate to listen for the client’s answer. If they use the word “BUT”, whatever follows will reveal the client’s possible concerns or knock out factors. You then coach your candidate to reply “I understand why you feel that way, but please let me explain why I feel that will not be a problem……they then sell against the objection! Teach your candidate an objection is a “buying sign”, a request for “more information”.
QUESTIONS ARE KEY…during your interview and during the interviews with your clients. Focus on the questions and watch your production increase.
