how to handle passive candidate objections | talent connect vegas 2013

  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

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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%

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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

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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!

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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

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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