0
How To Handle Passive Candidate
Objections
 

 

 

 

Lou Adler
CEO
The Adler Group
@j2eecareers
 

Lou Adler’s

The Basics of Passive
Candidate Recruiting
Passive Candidate Recruiting
Applicant Control
Applicant Control
Recruiting is getting the
Recruiting is getting the
candi...
Scarcity vs. Surplus
Surplus – Weed Out the Weak – Active – Best Who Apply
Surplus – Weed Out the Weak – Active – Best Who...
Where is Your Candidate?
Change in Growth, Impact, and Satisfaction Over Time 
83%
40%
40%

17%

15%
15%

9%
9%

8%
8%

Ex...
Getting the Right People on the Bus
 Driver – Passenger –
Backseat – Driver
 Craft the destination in the
10-minute call...
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 objecti...
Bridging the Gap
Criteria to Engage
Title – Company
Compensation
Location – Job

Day 1 vs. Year 1
& Beyond!

Criteria to A...
Convert Job into Career
Impact
New
New

Seek Out Differences
Seek Out Differences
••Size, Scope, Scale
Size, Scope, Scale
...
Show Me the Money
 Let’s be frank. If the job doesn’t
represent a career move, then it
doesn’t matter what the
compensati...
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 eve...
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
betw...
Time is Your Most Critical Asset
Are you growing as fast as you’d like? What you do over the next few
years will impact yo...
Dancing & Applicant Control
Step 1: The Push Away
Step 1: The Push Away
••Look for gaps between job &
Look for gaps betwee...
Getting to Yes – Find out the NOs
 Be direct – ask!
 What would prevent you from
moving to the next step?
 Close upon a...
Passive Candidate Recruiting Basics

 Attract In vs. Weed Out
 Applicant Control – Get
Candidate to Sell You
 Persist –...
How To Handle Passive Candidate Objections | Talent Connect Vegas 2013
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How To Handle Passive Candidate Objections | Talent Connect Vegas 2013

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How does that initial “no” turn into your company’s next star hire? Lou Adler shares how you can overcome these common and not-so-common objections.

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  • Transcript of "How To Handle Passive Candidate Objections | Talent Connect Vegas 2013"

    1. 1. How To Handle Passive Candidate Objections         Lou Adler CEO The Adler Group @j2eecareers
    2. 2.   Lou Adler’s The Basics of Passive Candidate Recruiting
    3. 3. Passive Candidate Recruiting Applicant Control Applicant Control Recruiting is getting the Recruiting is getting the candidate to sell you! candidate to sell you! Convert Job into Convert Job into Career Career Close on career growth, Close on career growth, not compensation not compensation Think Backwards Think Backwards Scarcity vs. Surplus Scarcity vs. Surplus Persist – No NOs! Persist – No NOs! High Touch plus High High Touch plus High Tech Tech #intalent
    4. 4. Scarcity vs. Surplus Surplus – Weed Out the Weak – Active – Best Who Apply Surplus – Weed Out the Weak – Active – Best Who Apply HAVE HAVE GET GET DO DO BECOME BECOME Scarcity – Attract the Best – Passive – Raise the Talent Bar Scarcity – Attract the Best – Passive – Raise the Talent Bar #intalent
    5. 5. Where is Your Candidate? Change in Growth, Impact, and Satisfaction Over Time  83% 40% 40% 17% 15% 15% 9% 9% 8% 8% Explorers Searchers Networkers Career Move 28% 28% Tiptoers Better Job Good Job Lateral Hunters Any Job Super Super Passive Passive 2011 LinkedIn Survey – 4,550  fully-employed professionals #intalent
    6. 6. 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
    7. 7. PCR Rule #1: Drive Slowly! Sell the next step, not the job! No – Maybe – Yes #intalent
    8. 8. 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
    9. 9. Bridging the Gap Criteria to Engage Title – Company Compensation Location – Job Day 1 vs. Year 1 & Beyond! Criteria to Accept Career Opportunity Job & Impact Hiring Manager – Team Comp – Work/Life Company/Culture/Mission #intalent
    10. 10. Convert Job into Career Impact New New Seek Out Differences Seek Out Differences ••Size, Scope, Scale Size, Scope, Scale ••Role, Impact, Visibility Role, Impact, Visibility ••Growth Rate Growth Rate ••Company, Industry Company, Industry Growth Growth Current Current Stretch Stretch Present Potential Present Potential ••Move slowly Move slowly ••Not transactional Not transactional ••Describe 30% Solution Describe 30% Solution ••Gain concession Gain concession Time The 30% Solution = Stretch + Growth + Total $$ = >30% #intalent
    11. 11. 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
    12. 12. 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
    13. 13. 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 510 minutes?  Worst case, we can stay in touch, and network for future opportunities. #intalent
    14. 14. Time is Your Most Critical Asset Are 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
    15. 15. Dancing & Applicant Control Step 1: The Push Away Step 1: The Push Away ••Look for gaps between job & Look for gaps between job & person’s background person’s background ••Suggest concern Suggest concern ••The best push back The best push back Step 2: The Pull Toward Step 2: The Pull Toward ••Tie job to company & Tie job to company & importance importance ••Ask for best MSA Ask for best MSA ••The best will sell you The best will sell you Get the candidate to sell you! Gain concession for agreeing to next step #intalent
    16. 16. 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
    17. 17. Passive Candidate Recruiting Basics  Attract In vs. Weed Out  Applicant Control – Get Candidate to Sell You  Persist – No NOs!  Identify & Address Concerns  Convert Jobs into Careers #intalent
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