How hearing what you don’t want to hear can make you RICH
How hearing what you
DON’T want to hear can
make you RICH!
Park Avenue Group
Standard questions and answers at each stage of the
Non-Standard questions at each stage of the recruitment
Hiring Risks and on boarding
Fear – what is it and how does it control us?
Stages of Fear – predictable and manageable
Lessons I’ve learned in life and recruiting
Answers we really don’t want to hear
Will you marry What? Oh, let me
me? take the weekend
to think about it.
I have the perfect
job for you? Great, I just got
fired from mine.
I’d like to offer
you a job.
Does my butt Yes
look big in these
The process of communication
Recruit Closing Call
Post Hire Call
On Boarding and
Prep Call backend
Standard objections Standard rebuttals
I’m happy. Why?
I’m not looking.
looking Why not?
I’m not interested. In what? I haven’t
ti d thi
I don’t know yet.
a yo e
anyone. You sure?
I just made a From where?
Recruit Presentation -
What opportunity would be clearly superior to what you
are currently doing?
Why is that important to you?
How would that take you in the direction you want your
career to go?
Tell me about your strategy for career enhancement
and/or advancement for the coming y
/ g year?
Who is someone you respect? Someone who would be a
good person for me to network with?
When do you feel is the best timing for you to make a
strategic career move?
t t i ?
What is more important to you? The overall
compensation package provided or the opportunity to
grow in your career?
I don’t have any But I saw your ad
openings. on the internet.
I can’t pay your Oh, you don’t have
fee. the authority or is it
a budget concern?
Talk to HR.
a Ok, what is their
Your guy is just not
Wh t’ ith
Marketing Presentation -
Non Standard Questions
What was your team’s greatest accomplishment this
past year and what do you need to do to replicate it?
What keeps you up at night and what is your greatest
What is your strategy for “top grading” in the next year?
Wh dd th t
Where can I add the most value to you?
l t ?
What is the next step in your career?
Reference Calls - Questions
How long did he What was John
work for you? Smith s
What was his/her
title and position? What sets John
apart from his/her
What was their peers?
Give me an
Would you rehire example where
them? John had to really
J h h d ll
stretch and grow
while working with
Would you o
p Non Standard Prep
Q i / Ask about the HA’s
ents reasons he joined the
Ask the HA what his
Bring a copy of your team’s greatest
resume, arrive early, accomplishment has been
dress professionally, and and their greatest
take notes. challenge.
Ask the HA what you
would need to do to
Research the company exceed their expectations
beforehand and have a set in the first 6 to 12 months
of 10 or more questions on the job.
prepared in advance
Prep the candidate to ask
about their “fit” at the end
Establish rapport, share a of the interview.
laugh. Share several case
examples of success
stories that relate to the
position you are
Debrief and Closing Calls
g Non Standard
Questions Closing Questions
What else did you learn about the
So how did everything go? opportunity that you and I had
In what areas could you make the
What did they tell you greatest impact?
about the job? Ratings –
1-5 = Dead
6 or 7 = maybe but doubtful
Do you think they liked
8 or above = ask “what would
you? make it a 10?”
What are the reasons you would
accept an offer?
Do you want this job?
What are the financial implications
of making this move?
What did they say is the
y y Who else will be involved in
helping you make a decision if an
next step? offer is made?
Offer and Resignation – Do’s,
Don’t and Questions
Extend the “unofficial” offer yourself.
E t d th “ ffi i l” ff lf
Only extend an offer that you know will be accepted.
Have your HA contact the candidate immediately following
their verbal acceptance.
Don’t make an offer on a Friday
Don’t let them take longer than 24 hours to make a decision
Don’t bad mouth other opportunities that y
pp you have not
presented to the candidate. Let them compare.
Remind me, how does this opportunity provide you the goals
you are seeking in your career (pull) and/or alleviates the
negative influences present i your career (push)?
ti i fl t in ( h)?
Walk me through your resignation. How do you think your
manager will respond and how will that make you feel?
If given a counter offer, how big a difference would it need to
be before you went back on your word?
64% of New Hires Will Fail
4% leave after a devastating first
The new counteroffer… comes
14-28 days after start date
What Your Clients Should Do What Your Clients Should Do
Upon Verbal Acceptance Upon Start Date
1. Send welcome package 1. Orientation Speech
2. Notify payroll 2. Welcome from CEO (in person or
3. Formal notices to the line
manager 3. Photo – Security – Badge
4. Office announcements (with 4. Assign Mentor – Peer Auditor
5. The Vision – Culture Lunch
5. Industry announcement
6. First Month Review
6. Enroll in health and benefits
7. Second Month Review
7. Book flight/realtors (if applicable)
8. Quarterly reviews in first year
8. Allocate – evaluate work area
9. On going satisfaction surveys
9 Create email account/voicemail
10.Load – configure – Laptop/PDA
11.Order business cards
Fear – It’s what drives us (and
Fear – what is it? How does it keep us
from getting what we want? How
can we prepare our candidates and
clients knowing what they (and we)
are going through?
i th h?
Webster’s d fi iti
W b t ’ definition of fear: A painful
ff i f l
emotion or passion excited by the
expectation of evil, or the
apprehension of impending danger;
#1 Fear of the Unknown/Fear of
We are most at ease when we are
completely familiar with our
surroundings and sure of what the
future holds for us. As a result, fear
of the unknown can paralyze us.
Fear of the Unknown in our
Candidates and Clients
There is a huge motivation for the status quo.
Knowledge is powerful. Educate, inspire and
Your goal t d
Y l today i t establish a relationship.
is to t bli h l ti hi
Maintain the relationship over time.
“How will this hire reflect on me?”.
Help them evaluate and compare your candidate’s
skills, experience and verifiable performance to those
of their lowest performers.
Share the candidate’s motivations for making a
Fear of the Unknown – In
The fear of change rears it’s ugly head
when you look at your activity levels
time. R ti
Routines set in, excuses
become the norm and hitting your goals
once in blue moon makes you feel like
you’ve just run a marathon. You’re
One of the culprits is fear of change
which leads to fear of failure, fear of
success and a host of many more but it
starts with f
fear of change.
How do we get past it? Take one small
step One challenge and don’t quit until
#2 Fear of Failure
Typical questions you might ask yourself are: quot;What if, after I try
it, it doesn't work out and I look foolish? Won't I be a
You’ll see this in candidates when they were just given an offer
that is 40% above where they are now. “No one is worth this
much money. Certainly not me!”
You’ll hear this in a client when you have found a candidate that
meets all their expectations and yet they can’t pull the trigger
and want to see more candidates.
You’ll see this in yourself when your manager (and other
significant others) tell you for the 10,000th time “you’re so
close”. Record performance is just one more SO a week!
#3 Fear of Commitment
This fear is why people don't set firm goals or accomplish what they
set out to do. They are afraid to focus on what they want out of
life. The excuse they use is that they will be trapped.
lif Th th i th t th ill b t d
Candidates with a fear of commitment will interview with anyone.
They are always comparing and nothing is just “perfect ” “Let’s
perfect. Let s
Clients are very similar Watch for unrealistic expectations or poo
pooing even the strongest candidates.
You are experiencing this fear when distractions are a welcome
diversion. If I really committed I’d have to perform. See “fear of
#4 Fear of Disapproval/Rejection
Some might call this the fear of rejection. Typical question: quot;What if I
commit myself to my goals and people disapprove?“
Candidates will mask this making the first pre-emptive strike to turn
down a job prematurely.
Clients spend all their time on an interview talking. You’ll need to
coach them on interviewing tips and what your candidate needs to
hear and learn
You only make the safe calls. Telling a candidate you can’t help
them is avoided. With clients who heavily negotiate their fees,
you capitulate. You cause distraction of others you work with so
you can appear to be their friend.
#5 Fear of Success
Typical questions:. When people get through the changes and they
are feeling good, they sometimes feel guilty for feeling good.
P l ft
People often t this ilt back t b i t ht th t th
trace thi guilt b k to being taught that they are
selfish and egotistical for taking care of themselves.
You’ll see this in candidates who always performs just below or right
at the bar.
Clients even show this fear but rarely to you. They tend to stifle
their employees success though so as not to make them look bad.
Talk to someone on their team when taking a JO.
And your fear of success. If you’re not experiencing it, this may be
the cause. Ask yourself what if I were ….. did….. had……? How
does it make you feel. If anything other than elated, this is yours.
Stages of Fear in the
Stage One - The Stage of Crisis
This stage is very similar to what is going on when a
recruiter calls and challenges a candidate on why
they are so darn happy; or with a client on whether
EVERYONE on their team is performing to
You feel you ve got to change or else You re backed into a
you've else. You're
corner. It may be a business crisis...or a personal crisis.
This sense of crisis - usually very emotional - is a wake-up
call telling y
g you that you are confronting a need for change.
y g g
Stages of Fear
Stage Two - The Stage of Hard Work
This stage is similar to what is going on throughout
the interviewing process. “Hurray, a way
out. Greener pastures, etc.”
This is the stage that most people enjoy. Often this involves
hard mental work. You may take classes, read books,
network with business contacts, even interview for a new
job. There is a sense of control in this stage - you're
working hard trying to figure out the solution to the crisis.
Stages of Fear
Stage Three - The Stage of Tough
Decision – THE OFFER
You finally reach the stage where you must
make a difficult decision. This stage isn't
easy, but it's a relief. You feel glad that
you're making a commitment. Because
you're choosing a direction, there is a
' h d h
sense that just making the commitment
will free you. There is usually a feeling of
optimism at this point.
Stages of Fear
Stage Four - The Stage of Unexpected Pain – “Where’s the
bathroom” or “Do I have to tell them how to do
thi t d i th i ht thi
At this stage you are doing the right things but getting the wrong
b t tti th
results. You are tempted to give up on your goal - and
unfortunately a lot of people do - because you're feeling awful
about your failings.
But it's a shame that after all the hard work in the first three stages,
the unexpected setback cause us to quit.
We give up and don't finish. The resentment sets in. But when we
don't change, we are left with depression, rejection and, most
noticeably, anger. Usually if you just crawl f
bl ll f l forward a f
d few more
steps from where you've been knocked down, you will be able to
reach the next stage.
Stages of Fear
Stage Five - The Stage of Joy and
We’re now past the guarantee
period. Everyone h
i d E has settled i
ttl d in
and I just bought a nice big
something expensive with my
thi i ith
In this stage, the changes are truly a
Rules to Recruit By
Rule of three
“Who’s in charge?”
“It’ not dead until I say it’s dead.”
td d til it’ d d ”
All behavior is explainable.
All behavior is positively motivated.
It’s all about them
It s them.
Challenge with respect.
If you’re not learning, you’re as good
’ tl i ’ d
as you’ll ever be yesterday.
Answers we really want to hear
Will you marry me? Yes, of course!
Wonderful! Tell me all
I have the perfect about it
job for you?
I accept. It’s a perfect
fit for my family and I.
I’d like to offer you
a job. No way my dear You
Does my butt look make those clothes
big in these p