If you meet the ‘right’ candidate you might be tempted to start ‘selling’ your position. Almost everyone does it – including recruitment consultants (but that’s another story…). Unfortunately, it lowers your chances of success and often stores up trouble for the future.
It increases the Chances of Candidate rejection
- Effective selling isn’t that easy – Ever wanted something at first and been put off it because you felt you were being ‘sold to’?
- This is the wrong time to learn – Ask any professional salesperson and they will tell you the hardest time to sell is when you really, really want the person to ‘buy’.
- ..and the wrong environment – Career moves are a serious business. People are less tolerant of sales tactics in this environment and efforts to sell often badly backfire.
- Selling can be mistaken for desperation – …and nothing puts people off more than the whiff of desperation.
It stores up trouble for the future
- Salaries demands rise – It’s a lot easier for the candidate to bargain for a higher salary.
- Higher Staff Turnover – If the role is over-sold, the candidate can quickly become disillusioned with the reality of the role.
- Generates the wrong attitude – Sometimes the candidate may develop an inflated sense of their worth. This can cause conflicts with their colleagues and with their leaders.
What You Can Do
Whilst most of your competitors are making the interviews easier, we advise our clients to make their interviews more detailed. Here’s why:
The candidate should see an offer as a prize and passing the interview as an accomplishment.
A detailed interview is the only way to find out what they really want – This will put you ahead of the competition. Whilst other organisations are desperately selling, your more professional approach will help you tailor your proposal to match exactly what they are really looking for.
Once you can do this the whole dynamic changes. You can make your role a prize rather than a foregone conclusion. If you make the interview rigorous, you will further reinforce this message.
Take Back Control
Once you can do this, the whole dynamic changes. You can make your role a prize rather than a foregone conclusion. If you make the interview rigorous, you will further reinforce this message.
As well as increasing your offer acceptance success, you will also increase your overall success rate.
- ‘Articulate incompetents’ A more thorough interview technique guards against those who perform well at interviews but maybe not so well at the job itself…
- The candidate is moving for the right reasons. You will also know what they need to be happy and successful.
- Attitude to Succeed – In the first few months it’s critical for a new employee. A key factor is if they value the opportunity
What we can Do
Structured interview systems that are simple to implement and increase your success rate – We help you conduct interviews that block out your competition, increase candidate enthusiasm and filter poor recruitment choices.
Ensure candidates have the right attitude BEFORE the interview – Beware of approaches that encourage candidates to see you for the wrong reasons and with the wrong attitude.
Exclusive candidate insight – It’s much easier to plan for a successful meeting if you an understanding of the candidate BEFORE you meet them.
Related Solutions To Consider
Develop interview strategies that play to your strengths and increase your success rate.
Make interviews easier by discovering what they are interested in - BEFORE you even meet them.
A 'Candidate Contact' methodology designed to increase offer acceptance from in-demand talent
More Information?
As always, feel free to get in touch for an informal, confidential chat.
You can contact us here.
