Sherrie Suski discusses the importance of change in the workplace, and in the hiring process.

1. Attracting Candidates
ready for Change
This Photo by Unknown Author is licensed under CC BY-SA

2. The Cycle of Change Readiness
• When we talk about acquiring candidates we can sometimes make
the incorrect assumption that they are further through the change
cycle than they are
• Each step along the way requires specific knowledge of what to
focus on to get and keep a candidate engaged
• It is rarely as simple as scheduling interviews and making an offer,
especially when you workforce is primarily professional level
employees

3. 3
Pre-
contemplation
Contemplation
Preparation
Action
Post
contemplation
CHANGE

4. 4
Pre-
Contemplation
• The Pre-contemplation stage happens for
both active and passive candidates, but at
different times
• By the time an active candidate contacts
you the Pre-Contemplation phase is
complete- they have already decided to look
for another opportunity
• For a passive candidate, however, you have
an opportunity to walk through this stage
with them. It is critically important that you
listen closely at this stage. Listen for
whether there are truly issues in the
position the candidate currently has or are
they actually happy? Are the issues easily
resolved, like pay, or harder to resolve such
as culture? What is their motivation?

5. 5
Contemplation
• The Contemplation stage is where the
candidate starts to seriously consider the
pros and cons of making a change and
working for your organization.
• Listen to what the dissatisfiers are and
counter with examples of how your
organization addresses these.
• This is where you need the candidate to
make the emotional connection to your
company, the new position and his/her new
co-workers. Go out of your way to create
these:
• Informal lunches
• Follow up calls
• Introductions to others in the
organization

6. 6
Preparation
• During the Preparation stage, the candidate
starts to make actual plans to depart. They
are looking at housing options if a relo is
necessary or school choices.
• They are starting to use the word “we”
when talking to you and “they” about their
current company.
• Talk to them about what needs to be
finished up before they actually depart.
• Walk through scenarios with them-
although you may have seen it 100 times,
they haven’t
• How will they respond if offered a
counter?
• How will they respond if asked to stay
for 4-6 weeks instead of 2.
• Be prepared to help them with these
situations

7. 7
Action
• During the Action stage, a passive candidate
formally resigns form their current
employer and active or passive, they accept
your offer.
• You may want to celebrate and think your
job is done. It is not. It has just begun. You
need to get the candidate in the door.
• This is a great time to send welcome gifts to
the candidate and spouse/significant other.
It costs pennies in comparison to having to
recruit another candidate.
• Make sure someone is reaching out every
couple of days to let the candidate know
how excited you are to get them on board

8. 8
Post
Contemplation
• During the Post contemplation stage, the
candidate starts to question their decision,
especially if they are leaving one employer
to join another.
• It is only natural to second guess your
decision, especially if it requires a
relocation.
• Most people, in general, have high
belonging needs. Your candidate needs to
feel like he belongs, whether or not he has
started.
• Reassure him/her that you are looking
forward to getting them on board. Offer to
answer any questions that have come up
form their family or help to secure new
schools/housing.

9. Page 9
Summary
• Learn how to quickly identify, up front, the likelihood
you can close a candidate. Take guesses and plot
them against results until your prediction is nearly
perfect.
• Then spend the time to let the candidate know you
really care about getting them on board and their
success at your company.