Trial close on £££

Trial close on £££

Key to controlling our deals is an appreciation of the financial expectations of both parties. These can change markedly through a process and as a result it’s important we have a good awareness as to where both parties are positioned at any given time.

Plan follow up

Plan follow up

Watch out for delays after the interview – use your prep call to arrange follow up with both parties as soon as possible after the interview.

Prep your client

Prep your client

Whilst most recruiters will prepare their candidates to some extent, they are often reluctant to prepare clients as they feel it would be too patronising.

Pre-empt problems

Pre-empt problems

Great recruiters often make offer management look easy.  This is often because of the work that they have put in from the foundation stages of the process, right through the mid-process and up to the offer itself rather than because they are naturally brilliant closers!

Identify elegant currencies

Identify elegant currencies

There’s no getting away from it – money is almost always going to be a key element of any deal you do.

This is part of your process

This is part of your process

Whilst we’re getting ever closer to the deal being done, we’re not there yet!  It’s important that you see the candidate’s resignation as a part of your placement process.

Be objective driven

Be objective driven

Whilst process is key to so many elements of making a placement, this is really an activity which should be objective led rather than process led.

Be ‘benefit led’

Be ‘benefit led’

Try not to dump a load of features – they are typically already on the CV.

Prepare, prepare, prepare

Prepare, prepare, prepare

Whatever medium you are using for profiling a candidate – phone, face to face, skype – make sure you prepare well beforehand.

Get the candidate (and client!) bought in

Get the candidate (and client!) bought in

It’s in your client’s interest to maximise the chances of the candidate starting with them on day one as much as it is in yours, so get them to work with you during this phase.

Minimise delay

Minimise delay

“Time kills all deals” so adopt a strategy that is likely to minimise delay.  Arrange for the candidate to call you immediately after the final interview and book in a telephone interview to gain feedback from the client as soon as possible.

Look ahead

Look ahead

Think about conversations that will follow your candidate profile – and you will work better. If you are going to present the candidate to the client, then it is important that you gain ‘balanced’ information about the candidate to help in that presentation.

Review first

Review first

Revisit the Job Brief along with your candidate profile notes, CV etc.

Empathise with the candidate

Empathise with the candidate

Resignation isn’t something that people do every day.  As a recruiter, we’re surrounded by candidates who are making the decision to leave a role and take a new one but for each individual candidate this is a life-changing decision that they are about to make.

The deal is not done

The deal is not done

Mindset is critical here.  A naïve recruiter thinks that the deal is done once the candidate accepts the job

Frequency and variety

Frequency and variety

Ensure you are approaching your candidate marketplace often – things change very quickly.

Get them to call afterwards

Get them to call afterwards

Once the candidate has undergone the interview process with the client, get them to call you immediately.

Expect emotion

Expect emotion

Typically, we want our candidates to call us as soon as possible after the interview.  This allows us to debrief them whilst the interview is still fresh in their mind and before we speak to our client.

This is pivotal!

This is pivotal!

Interview preparation is a key stage of your process yet many recruiters fail to make the most of the opportunity.