Recruiting is as much about the Psychology of Buying

In a recent Business Development session we were discussing the different merits of the BD call/meeting for candidates rather than clients. In a candidate short market your time should be spent with building your available talent pool rather than the amount of clients screaming at you for help of any kind. A committed and exclusive candidate is worth far more to a consultant that a KPI client call or “watching brief” assignmentHere are some of my thoughts that I have put together over the years.Recruiting is as much about the Psychology of Buying If people understand the psychology of buying then they may well understand the process of recruitment.

  • I am important. Respect Me! – That’s where a candidate is coming from
  • Candidates will instinctively turn away from recruitment situations if they feel the consultant is not giving them the respect that they deserve. This can be because they are being too pushy, or because they are focused on their own agenda and not the candidates
  • Consider My Needs – Why the candidate is talking to a recruiter in the first place
  •  The easiest way as a recruiter to show we feel the candidate is important is to start to ask them questions concerning their career and professional needs and then actively listen to their questions. 
  • Will your ideas help me? – Do you specialise in my field? Are you knowledgeable about my industry?
  •  As a candidate, when our needs are explored we then want to know if the consultant can help. It is at this stage that the consultant actually start to sell the applicable roles available 
  • What are the facts? – Is this another over promise under deliver? Whose interest do you as a recruiter have at heart?
  • This is where the consultant should match the roles they have on offer against the skills and career aspirations of the candidates. And match them in detail, not simple try to reassure a candidate that they have the “Right Stuff” to make it in an organisation. It is important not to simply promote the features of the position. You must also promote the benefits of the position. Your best candidates are those who are prepared to proceed along the recruitment path in a collaborative and proactive way with you. Not one that is cloak and daggers of mystery and deceit.
  • What are the problems? 
  • It is inevitable that the candidate will consider the reasons why they should say no before they commit to a decision on a position or opportunity. Objections need not be terminal; it could simply be a request for more information so that they can justify the decision to say yes. How good is your research, have you provided the candidate with enough tangible information to assist them in making a decision? Are you aware of their key motivators? Fun, Future, Finance?
  • What shall I do? – Do you have the credibility to give me advice?
  • At this stage a consultant can try to close the business, advice on the best way forward whether it is the specific assignment or an honest assessment of a candidate’s capability. If everything else has been handled correctly, this should be the easiest part of the process. The candidate knows the role, is interested can see the features and benefits of the change in regards to their careers and are now urging you to chase the position for them. They are no longer passive in the process.

Yes I accept.  – The relationship is established and the real business begins

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~ by Rob McClintock on October 18, 2007.

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