Here's the second part of my recap from Steve Lowisz's
Kennedy session. He gives some really good tactical tips.
Types of questions to ask in your initial conversations.
- When calling a passive candidate for the 1st time your job is to gather information, not give it.
- Find out what they are interested in and don't lead with compensation.
- Do not grill them with a lot of questions.
- Build rapport & credibility...establish a dialogue.
Sample script for scheduled conversation with a passive candidate. (when they call you back)
- I understand you are not actively looking right now but it never hurts to listen, right?
- I'd like to answer any questions you might have about our firm
- What types of challenges do you find interesting at this point in your career?
How to handle typical objections.
- Have the candidate describe their dream job...ask if that position exists at their current employer.
- Ask about the next career step for them inside their current employer-with what time frame? Will they have to relocate for that role?
- Remember that people usually quit their managers, not their jobs. Ask if management helps or hinders their advancement possibilities.
- Identify if money is the primary reason they are interested. If so, keep digging. if they'll move for cash they may stay for the counter-offer.
Selling Your Opportunity
- "I'm really very happy here" to which you reply: "Thats great but on a scale of 1 to 10, are you at a 10? Could things be better?" ... if they respond with anything less than a 10 you say: "Perhaps the position I have could be a 10, lets talk about it".
- Or try this: "I'm glad you are happy-are you planning on retiring from your company then? If not, what does the career track look like at the company you want to retire from?"
Steve's example on how to sell it."The role with my company is similar to what you are doing now, but what's exciting is that we are only hiring individuals that can accept new challenges as they travel along a very steep opportunity curve. We won't hire you if we only see you in this job. We want individuals that we can see moving up in the organization."
Understand their rationale
Passive candidates are typically more qualified, high achievers that would be "gold" for your organization. Different recruits require different processes.
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