HOW TO DRASTICALLY REDUCE PROBLEM AREA
Before we discuss PROBLEM AREAS you need to understand these realities about candidates. Candidates will:
• Will go on multiple interviews
• Will get a counter offer from their current company
• Will talk to other people about their interviews
• Will consult their family and friends for advice
• Will sometimes increase their salary demands as the process continues
• Will sometimes “misrepresent the truth” if they think it will help
• Sometimes are just shopping to see what counteroffer they can get
• Don’t want to hear your opinions
• Will not necessarily listen to your advice
• Expect you to sell your company and opportunity to them
NOW LET’S DISCUSS OUR GREATEST NIGHTMARES….
Rather than discuss the reasons or problems, let’s discuss the SOLUTIONS!
NO SHOWS
1. During interviews listen more, talk less.
2. Discuss your process, the importance of keeping you informed about their other interviewing activities.
3. Call the night before to confirm the interview.
6. Let them know you are interviewing multiple candidates for this
Opportunity.
7. Explain your time frame to hire.
8. Explain how your firm does not often reschedule interviews.
NO STARTS/OFFER REJECTS
Most hiring authorities do a very bad job of keeping in touch, once the offer is extended.
1. Always keep informed of their other interviewing activities.
2. Teach them how to Benjamin Franklin close on paper.
3. Know the facts of their other interviews, better than them.
4. Sell your company culture, retention and reputation
5. Have sample letters of resignation that you can share.
6. Have them call you once they hand in notice
7. Ask to get a reference check from their current employer
(to make sure they actually did resign)
8. Have your new hire come in to fill out paperwork during their
Two week notice
9. If possible, have someone in their department take them out to lunch.
10. Stay in Touch, Stay in Touch, Stay in Touch
COUNTER-OFFERS
1. You need to discuss counter offers in every conversation starting
with your initial interview – give them articles off the Internet
2. Check at least one friend as a personal reference check.
2. Stress the lack of trust issue.
3. Ask them point blank “What would you do if your current company
were to offer you a counter offer?”
4. Align them to your company and stay in touch during the two week
Notice.
5. Realize there are new counter offer trends:
6. Always ask every candidate the five things they’d change about their
Current situation if they were their boss. This is the reason they are seriously contemplating a change. If their only answers are salary and
growth – chances are they will accept a counter offer.
7. Never allow a candidate to extend their notice beyond two weeks.
(unless a relocation is involved)
FALL-OFFS
1. You must develop a working relationship based on trust with your new hire.
2. Maintain a negotiator status if problems do arise.
3. Insure that your new hire has realistic expectations.
4. Request feedback from the manager of this new hire to provide
solutions before problems are beyond solving!
5. Make sure you candidate knows they can talk openly with you.
This will help you know what approach is the “right” approach for each candidate.
TODAY’S PREPARATION DETERMINES
TOMORROW’S ACHIEVEMENTS
