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How To Handle Passive Candidate Objections | Talent Connect London 2013


You've got your search techniques down. You've figured out how to find exactly the right people—and yes, they're happily employed. How, then, do you get them talking or handling their objections? …

You've got your search techniques down. You've figured out how to find exactly the right people—and yes, they're happily employed. How, then, do you get them talking or handling their objections? Learn more from Lou Adler's session at Talent Connect London 2013.

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  • 1. Lou Adler’s The Basics of Passive Candidate Recruiting
  • 2. #intalent Passive Candidate Recruiting Applicant Control Recruiting is getting the candidate to sell you! Convert Job into Career Close on career growth, not compensation Think Backwards Scarcity vs. Surplus Persist – No NOs! High Touch plus High Tech
  • 3. #intalent Scarcity vs. Surplus Surplus – Weed Out the Weak – Active – Best Who Apply Have Get Do Become Scarcity – Attract the Best – Passive – Raise the Talent Bar
  • 4. #intalent Where is Your Candidate? Change in Growth, Impact, and Satisfaction Over Time 83% 40% 40% Explorers 17% 15% 15% Tiptoers Career Move Better Job 9% 9% Searchers Good Job 8% 8% Networkers Lateral Hunters Any Job Super Super 28% 28% Passive Passive 2011 LinkedIn Survey – 4,550 fully-employed professionals
  • 5. #intalent 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
  • 6. #intalent PCR Rule #1: Drive Slowly! Sell the next step, not the job! No – Maybe – Yes
  • 7. #intalent The Basic Recruiting Call “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?” 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!
  • 8. #intalent 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
  • 9. #intalent Convert Job into Career Seek Out Differences Impact Size, Scope, Scale Role, Impact, Visibility Growth Rate Company, Industry New New Growth Growth Current Current Present Potential Move slowly Not transactional Describe 30% Solution Gain concession Stretch Stretch Time The 30% Solution = Stretch + Growth + Total $$ = >30%
  • 10. #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. $
  • 11. #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….
  • 12. #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.
  • 13. #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
  • 14. #intalent 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