ACE OUT YOUR COMPETITION
Published on 25 Jan 2006 at 10:38 pm.
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The prep is the process that provides you with a COMPETITIVE EDGE.
How you present this process will greatly impact whether or not your candidate will be RECEPTIVE
THE BEST PRESENTATION….
“I have some inside information that will give you a COMPETITIVE EDGE. When will it be possible for us to talk for thirty minutes, when you can talk openly?”
People do things for FOR THEIR OWN REASONS NOT YOUR!
PART ONE
This portion of the prep determines if you’ve made a GOOD MATCH.
One process that can greatly assist matching is the use of PERCENTAGES
Go through your entire job description in the first fifteen minutes of the prep.
After each function, you need to ask three important questions:
1. Have you EVER DONE THIS?
2. Can you give me AN EXAMPLE?
3. Is this something that you WANT TO DO IN YOUR NEXT JOB?
TOO often we “assume” number three is true, because we are trying to make a match. This is a very important question to ask!
Once you have completed part one of the prep, you ask a closing question:
“DOES THIS SOUND LIKE A JOB YOU WOULD ACCEPT TODAY?”
The most important word in that sentence is TODAY.
If you candidate says anything but YES, you need to overcome their concerns and/or
Objections.
Remember your FIRST INTERVIEW with this candidate can be compared to a
FIRST DATE!
PART TWO
This portion of the prep is teaching your candidate how to INTERVIEW.
During this part of the prep, you should talk less than 1/3 of the time.
This part of the prep is actually ROLE PLAYING.
This is why it is so important that your candidate is able to talk “openly!
During this part of the prep it is so important that you take off your
RECRUITER HAT and put on your CLIENT HAT.
You need to look for red flags including the following:
GAPS IN EMPLOYMENT
COLLEGE (not finished in 4 years – no work history)
REDUCTIONS IN SALARY
STEP BACK IN TITLE
SHORT TENURE AT JOBS
Teach your candidates how to handle these areas in a “positive way”
It is also very important to close your candidate to the NO on money.
This is a process that will eliminate offer/turndowns!
We all ask current salary and “DESIRED” – that’s where the problem starts!
In addition to this….
Review areas they should NOT discuss
Review their prepared questions
Three strong questions you can share with them:
1. What are your TOP PRIORITIES for this position?
2. What are the ________ __________ of the job?
3. I’m very interested in this position and confident in my abilities, but what is
more important _______________________________________________.
You now listen for the word “BUT”.
YOU HAVE TO COUNTER THE OBJECTIONS THAT FOLLOW
THE WORD BUT.
Lastly, cover the other basic areas:
1. APPROPRIATE ATTIRE
2. APPLICATION FORMS – how to fill it out
3. TAKE COPY OF RESUME
4. GOOD NIGHT’S REST THE NIGHT BEFORE
5. RESEARCH THE COMPANY
CLIENT:
As the job market is becoming more of a CANDIDATE DRIVEN market place.
Because of that fact, it is becoming more and more important to PREP your CLIENTS prior to the interview.
Again how you present this…determines how RECEPTIVE your clients will be!
OFTEN THESE REALITIES EXIST:
1. The CLIENT may be more interested than the CANDIDATE.
2. Candidates can get MULTIPLE OFFERS.
3. Most candidates will receive a COUNTER-OFFER.
Prior to the interview you want to give your client the following information
On your candidates:
1. HOT BUTTONS
2. Five things they would CHANGE ABOUT THEIR CURRENT JOB.
3. Current SALARY
4. Current BENEFITS as well as costs
Your clients must sell the following
1. Their company
2. Their culture
3. Tenure of their employees
4. Advancement Potential
With the upcoming labor shortage – it will become more important than ever to prep your client.
ADDITIONAL QUESTION/TIP:
WHO DO YOU DEBRIEF FIRST?
THE PERSON WHO IS MOST INTERESTED!
If their interest level is the same – debrief the candidate FIRST!
Here’s to a better PREP and more PlACEMENTS!!!!! Barb Bruno, CPC
