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Benefits & Consequences

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Now I know this headline sounds like it could be a good party game, but as this is a blog offering recruitment advice, I’d better stick to the script!

When speaking to clients and candidates, always have benefits & consequences in mind. As human beings we take action and make decisions based on those two things.

 If you can quickly convey the benefit of speaking with you or taking a certain action with you then you are off to a flying start. On the other hand, if there is no clear benefit for your contact they won’t make the decision or take the action that you want them to.

Now, this is fine a lot of the time if it’s a small step they have to take or they are already committed to finding a solution to their issue. Sometimes, however, that is not enough. And that’s when you pull out the heavy artillery – consequences. What are the consequences for your contact of NOT speaking with you or NOT taking that action? Typically, that will be the key.

For candidates, keep the pleasure and take away the pain. Without finding out what a potential candidate likes about their current role and company, and what it is they would ideally like to change about that situation, you have very little evidence on which to sell a job to them. You need evidence to prove to them that they should consider it and you can then start to make it personal to them.

Let’s take the scenario of a candidate semi-active in the market, looking for work. If you can uncover the reason for them considering a move e.g. let’s say they are lacking promotion prospects, decent training where they are right now and they would like more money. Then the benefit of talking with you and considering your vacancy may be a strong enough pull for them to take that action. However, let’s say that, despite their stated early interest, they have failed to send you their latest CV by the end of the week as promised.

Now you could argue that they are not keen enough and you shouldn’t push it. Or, maybe they haven’t appreciated the consequences of not doing it. That’s when you should contact them again and explain that the choice of taking the next step is obviously theirs but you feel it important to explore things a bit more with them. Fast forward 6 months – if they still haven’t found a job with genuine promotion prospects, they still haven’t been receiving quality training and they haven’t gained that increase in salary, how would they feel then? The answer to that question will decide whether you have a candidate you can work with and who will take action, or not.

Contributor: Ken Kemp, MD, Recruitment Matters International

[email protected]

 

 

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