How to “extinguish” objections, Or how to sell good work Dealing with the objections of a potential candidate is an important part of the process of finding and selecting the right specialist. Of course, the ideal option is when they hear you and agree to come for an interview the first time, but if not, then prepare “trump cards” that can convince the interlocutor that the position you are proposing is really his dream job. Recruiting specialists from the Kiev agency Brain Source International spoke about how and with what to “extinguish” the objections of candidates, because who, no matter how a recruiter can convince so convincingly. Dmitry Shkurko, top recruiting specialist: “If a candidate has objections, this is a bad sign. Before the candidate gives his answer, it is necessary to tell about the company and the vacancy in such a way that he has a desire to move on. Therefore, the recruiter must do the main work before the first contact: study the company and the experience of a potential applicant, “wrap” it in the right words. This is even more true for headhunting and executive search. But we must also remember that refusals are part of the profession and this is normal. The positive side of refusals is that they save you time for more efficient activities) “. IT recruiter Lilia Orel: “If once upon a time they were looking for a job only after being fired or laid off, now the situation is completely different. The candidate works and simultaneously considers options, the search-it job market, so in most cases he is always open to new offers. More often than not, candidates don’t mind coming for an interview when you “sell” them a new position that interests them. But still, when the moment of objection comes, the “dialogue with facts and details” works best: since many of us do not like to be imposed on something, it is necessary to submit objective information about the vacancy with details and facts. There is no need to try to put pressure on the candidate, it is much “greener” if the candidate has time each to think over the proposal. You shouldn’t insist on your own for a long time, but you definitely need to be able to sell yourself, your company and your vacancy) ”. Svetlana Lomova, junior recruiter in the B2B direction, is also confident that it is necessary to “sell” a vacancy in any case, while respecting the personal boundaries of the candidate. “If a candidate has objections, ask about the advantages of his current position and only after that, starting from the answer,“ advertise ”your offer. It can be added that no one canceled gender psychology: intonation and voice “work” with male candidates, if the recruiter is a girl. With female candidates – praise (you can start a conversation that you were recommended to me as a highly qualified specialist in the field of … … and so on). A recruiter is the profession of an actor, and a good actor always plays out his role to the end, ” But the real “wolf of Wall Street”, a recruiter with 12 years of experience Olga Shtil believes that working with the objections of a candidate who has a job is possible only if you understand that the candidate is at least a little interested in the vacancy. It all depends on the details. Very often, objections are associated with those real concerns that are voiced at the beginning by the candidates. And the task of an experienced recruiter is to dispel these fears. From my personal experience, especially lately, the strongest argument in persuasion is a face-to-face interview with a client. After all, it often happens like this: the candidate has heard something negative about the company, but he does not know what exactly these rumors are based on. Therefore, a meeting of a candidate with a client, when the first one can ask questions related to his doubts and fears directly, very often greatly facilitates the task of a recruiter or HR. Perhaps the Candidate’s fears will be justified, or perhaps the Candidate will come out with a completely different, positive attitude. Also, a large percentage of the objections of candidates is occupied by the unfair work of my fellow recruiters from other agencies, who give poor quality feedback or do not give it at all. After such “unsuccessful” cooperation with recruiters, candidates do not want to deal with “intermediaries” at all. Then you have to work with these negative consequences of the incompetent recruiting of other agencies: “raise the archives” on the interview of this specialist, which was earlier, and “sell” the position again. “
