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.
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.
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.
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!
There’s no getting away from it – money is almost always going to be a key element of any deal you do.
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.
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.
Try not to dump a load of features – they are typically already on the CV.
Whatever medium you are using for profiling a candidate – phone, face to face, skype – make sure you prepare well beforehand.
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.
“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.
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.
Revisit the Job Brief along with your candidate profile notes, CV etc.
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.
Mindset is critical here. A naïve recruiter thinks that the deal is done once the candidate accepts the job
Your presentation should act as a catalyst for your client to want to meet your candidate. So don’t cover everything.
Ensure you are approaching your candidate marketplace often – things change very quickly.
Once the candidate has undergone the interview process with the client, get them to call you immediately.
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.
Interview preparation is a key stage of your process yet many recruiters fail to make the most of the opportunity.