HIREconf: Diane Hill - Closing Canidates
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The document provides tips and best practices for closing skills in recruiting and sales. It discusses interview questions that can help close a deal, such as asking about a candidate's current situation and what they are looking for in a new company. Other closing techniques include keeping candidates informed and engaged during the courting process, socializing numbers and extending an offer, and sharing testimonials from past candidates. The goal is to build trust and make candidates feel like part of the company in order to successfully close the deal.
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HIREconf: Diane Hill - Closing Canidates
- 1. CLOSING SKILLS Diane Hill
- 2. An agreement on a subject and bringing the situation to a close before moving forward.
- 3. 18+ Years Recruiting Experience
- 4. Basic Skills
- 6. Interview questions help close A) Tell me about your current situation, what makes now a good time to think about another opportunity perhaps stronger than the one you are in now? B) What are you looking for from the new company? C) Tell me about your current position, break it down by 100% time wise D) Let’s discuss compensation, what is your current base, bonus, stock etc..I can share with you a little more about this role’s compensation. E) Where are you in your interviewing process? Offers pending? Interviews… F) Last question tell me about your right to live and work in the US.
- 7. Jerry Maguire Example Jerry Maguire Agent/Recruiter Rod Tidwell Player/Candidate
- 9. Pre-Closing idea • Keep candidate informed build the relationship = trust • Simple check in with company blog or weekly PR keeps the candidate engaged and starting to feel apart of the company. • Keep in mind if you were the candidate what would your own expectations look like.
- 10. Courting Pick up the phone call the candidate Invite the candidate for lunch/ Dinner, coffee w mgr./ team
- 11. Socializing & Extending the Offer Socialize the numbers before the offer Who else Influences your Candidate’s Decision?
- 12. Socializing the Offer • Since you covered compensation in the first interview questions you should be prepared and know simple expectations on numbers. • Remind your candidate there is a range to hire within internal equity. • Discuss the full break down of the offer with benefits, stock etc. • This is what the Hiring Mgr and HR have recommended , do you want me to chase down the approvals?
- 13. Best Closing Stories • Tell the candidate what negotiation you have already done on their behalf. • LinkedIn- Sr. Mgr Engineering • LinkedIn- First Engineering hire outside HQ- NY • LinkedIn- Head of Labs • Most candidates are not born negotiators unless work in Sales. • Logitech Imaging Engineer – from Canada. • If we move to SJ my wife needs a job too- Wildlife major. • Yahoo- MSCS new grad.
- 14. Testimonies “ I chose to come to LinkedIn because I felt like there was no other company I could have a greater impact on the economy and world than here.” – LinkedIn Candidate, 2012 “I chose to come to Logitech because you and the team made a difficult situation and process, easy with efficiency. If the whole company runs like this I want to be apart of it.” – Logitech Candidate, 2014
- 15. ABC’s – Always Be Closing • LinkedIn Talent Connect 2014 – Always be Coaching.
Editor's Notes
- Look at closing from a new perspective. Use pre- closing techniques to eliminate surprises throughout the sales/ fit process. Recognize buying/ accepting signals. Take closing techniques and create your personal selling style
- Closing is the ultimate goal of a placement. Traditional sales methods emphasize closing as something that is done at the “end” of the process Today’s market is about coming to an agreement on a subject and bringing the situation to a close before moving forward.
- Know why your company is different Know if the candidate is a “Fit” for the company. Be Honest, Be Real, Be Bold Do what is right for the candidate- Always Tell candidates about: the great, the good , the bad and the ugly. No surprises. Gain the respect of the candidate.
- Before extending the offer you want to ask candidate how are they feeling about joining? Who are the decision makers when you get an offer? “ Is there anyone else you feel you need to talk to in order to make an informed decision about joining and signing the offer?”
- The more checks in you have with your candidate more likely you know their stance and readiness to accept and offer, slow down the offer process or charge ahead. Use your intuition , but don’t rely on it. Ask questions to clarify what you are think you are seeing or hearing. Have you thought about resigning and the start date for your new job?