Candidate pain and pleasure

Understanding a candidate’s motivations is important and as a recruiter, it is vital that you take the time to understand what pain is motivating them to move from a job and what pleasure points they are seeking to achieve from this move.

Why do you need to know the pain and pleasure points of each candidate that you are dealing with?

Firstly, understanding what they want and don’t want from a job will allow you to ensure you are putting forward a candidate who is suitable and mentally able to put up with the role you are putting them up for.

Secondly, you will be allowing the candidate to be truthful and only serve you better in the long run.

Thirdly, during the process, you will have increased influence on the candidate as you will know what is and is not in their best interests.

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Your recruitment process is not special

 Your recruitment process is not unique. You are not special. However, the solution a candidate providers to the client may be exceptional indeed.

The candidates that you engage with on a daily basis can do some fantastic and business changing things for your clients. However, the process in which you recruit is not that special?

Why? There are over 100,000 people employed in recruitment in the UK and innovation on process spreads quickly. For instance, I started using LinkedIn almost as soon as it was opened to non-invited members now practically every recruiter is on it. Clients can easily replicate your process – just look at all the former recruitment consultants that are now internal recruiters.

However, what they will never be able to replicate is the solutions to their pain points you and the candidates you represent can offer. Take a brilliant credit controller, they are not a credit controller, but someone who can reduce payment days and free up cash flow this cashflow allows investment and growth.

They are not a credit controller but a source of growth. Representing an excellent Account Manager, they are not an upseller or salesperson.

They guarantee the future of the business through retention and gather intelligence on clients needs for the future.

So the next time you are speaking with a client (or internal manager) focus on how your candidates can reduce pain points and offer a solution instead. The candidate is special.

The client’s problems are particular. Your recruitment process is not.  

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Adverts that scare candidates away

 Adverts that repel candidates. It may seem counterintuitive, but when you write an advert, you actually want to put lots of candidates off applying. Let’s be fair, a lot of people who apply for your jobs are rubbish, are no good, and waste your time.

So what you want to do is you want to repeal the time wasters by writing adverts that are very, very specific to the job but also include something that means that they have to put in a bit of work.

So for instance, ask them to put something in the subject heading because if they don’t settle “that” something in the question heading, you know they don’t pay attention and, alas, are a rubbish candidate, and you can get rid of their CV straight away. It may seem harsh, but if they cannot follow basic instructions from an advert, they are not going to follow basic instructions in a job.

Thus are rubbish. So follow different ways of repelling candidates. So for starters, when you write the advert, write the advert in a way that is very, very appealing to a particular person that you want to attract. So instead of “Has experience as a credit controller,” say “Has experience as a credit controller for five years within a manufacturing firm in the Greater Manchester Area.”

The difference between the two is that you are far more specific and so credit controllers who maybe have six months’ experience will hopefully not apply.

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Ask questions and take back control

When you are in a conversation with a candidate, with a client, with a gatekeeper, with your boss, with your spouse.

Whoever is asking the questions is in control of the conversation.

They are the ones that are dictating where it goes and where it goes to next. So you want to always be asking questions because you stay in control and it allows you to guide the conversation to where you want it to be.

Remember, it is your time, it is your call, and it is your responsibility to ask these questions.

So for example, if a candidate asks you a question about something, let’s say, “What is the salary for the role?” what you do is you ask, “What salary are you looking for?” because in that way, instead of them finding out that the role is paying 40 to 50, you may find that they’re only looking for 38.

So you actually might have a bargain on your hands. But if they hear it’s 40 to 50, they then know to ask for at least 40. So that’s an excellent example of why you should stay in control.

Ask questions. Stay in control. And it just makes you more effective in every conversation and in every engagement.

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.  

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