Basic Headhunt Part 3

6, Candidates CV
Call back when arranged speak to the candidate in depth, go through the role, release the name of the client, go over the feeling again, look to match the negative points they made about their current job to positive points in our clients role.

6.1 Meeting
If you feel the process would benefit from a meeting, or for high level people it is needed, set up a meeting between you and the candidate.
Meeting candidates face to face gives a whole new aspect to getting to know them.

7, Interview Checking
All being happy, Ok to send CV to client, I would normally get times and dates from the candidate when they can make an interview, top level people have less time.

8, CV’s to Client
Normally I would only send 1 CV to a client for 1 role, but this person would be spot on, sometimes if there are other I’m not sure about I would include them but point out that I don’t feel there are a 100%.
Some clients to start with expect more than 1 CV, I point out it my job to short list people and save them time, if you get it right which you should they will stop asking and trust you.

9, Client Feedback Interview Set UP
A few calls back and forth between the candidate and the client to set up the first interview provides us with chance of a bit of extra selling.
Make sure the client as well as the candidate is well prepped for interviews.

10, Interview 1
The first interview will not answer all the questions and is likely to kick up some points that need to be resolved.
There is also the difference of we have been chasing the candidate all through this process and they will be caring the “power”, it is important for the client to understand this, after the first interview when the candidate has seen what is on offer for themselves, we as recruiters need to start to redress the “power” balance.

11, Emotional Feedback
For the candidate side you should work on the 10/10 rule, the candidate should ring you within 10 mins or within 10 feet of leaving the interview, if they don’t there’s a problem, at the very least with your candidate control.
Interviews are usually scheduled to end at a curtain time, if they over run it is usually a good sign, but check, ring the receptionist to check they arrived and to see when they left.
This feedback from the client and candidate is all about their emotional response, don’t worry about facts here just go with their gut feelings, how they felt.
It is quite often the case people take what they feel and make the facts fit that later on, this also gives you a good idea if you need to start pushing together or slowly pulling apart.

12, Feedback Fact
The next day you should have arranged to speak again about the interview, you will find the feedback is slightly different, as they have had a night to let it sink in, this will naturally be more factual information from both the client and candidate.

13, Interview 2
If it goes to a second interview this is usually quite different, as the parties are speaking together about the facts of working together.
You as the recruiter need to have found out what if any questions still need answering on both sides, make a list and send it to the client and candidate so it gets covered.
There might be points the client or candidate does not wish to speak about, you need to know these and cover it before and after.

14, I Think Pre-Close
This will get all of the candidate’s objections out the way before the official offer is made, it is a take away, drawing the candidate in further and this will also enhance your candidate control.
It is only a matter of a few phone calls to change an offer at this point, but when an official offer is made it can take weeks to change it.
The point of “I Think” pre-close is you can use it for what you wont, by saying the simply words of I think, you are bring up a subject to see if they will agree or not with it, so getting their objections out of the way even before the offer is made, makes the final close simple.

You might need to add in Candidate Management here, depending on the offer coming. It’s in basic recruitment.

15, Client Negotiations Get Pre offer from Client
Stages 14 & 15 are quite intertwined it is quite often the case you will have got some of the information for a potential offer before stage 15.
This is the art and science of the job, the science of your excellent information gathering making life easer now and the art of feeding info back and forth.

16, Offer Negotiations
If you have done your pre-closes, there might not be that much to negotiate.
It is worth giving candidates 24 hours to let it sink in, don’t rush to get a “yes”.
A lot of the time both parties have been speaking as if it was going ahead without anybody saying anything.
If more work still needs to be done, the points are covered, but you’re still getting humming and haring from the candidate, it usually nerves, you could use a “Ben Frank” close here or go back to pre-closing again.
Other things that work are, arranging a walk about of the company or even just taking the pressure off, just letting it sit for a minute.

17, The Close
It should be as simple as saying “so do you won’t this job”?
This question should only be asked when you know the only answer you will get is a “yes”, if you don’t know, you need a lot more pre-closing.
You can have fun with this by saying things like there I go again with my high pressure sales.

It does not hurt to though in the Drop Out Pitch here, from “After the Yes” in basic recruitment.

Throughout all of this it should not be pressured, your selling a lot, but it should not look like it.

Go to after the YES, your not finished yet.