Comments on: Don’t forget the reason we talked in the first place! http://www.fordyceletter.com/2008/04/30/dont-forget-the-reason-we-talked-in-the-first-place/ Straight Talk for the Recruiting Profession Sat, 11 Feb 2012 10:59:00 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Lorna http://www.fordyceletter.com/2008/04/30/dont-forget-the-reason-we-talked-in-the-first-place/comment-page-1/#comment-861 Lorna Wed, 16 Jul 2008 13:48:00 +0000 http://www.fordyceletter.com/?p=450#comment-861 What a great insight, Dave. I will definitely use this in my perm recruiting. I do mostly contract work, but am actually hoping to close a perm candidate today and have to present the offer to him, so this is perfect timing! Lorna What a great insight, Dave. I will definitely use this in my perm recruiting. I do mostly contract work, but am actually hoping to close a perm candidate today and have to present the offer to him, so this is perfect timing!

Lorna

]]> By: jason davis http://www.fordyceletter.com/2008/04/30/dont-forget-the-reason-we-talked-in-the-first-place/comment-page-1/#comment-786 jason davis Wed, 25 Jun 2008 03:27:59 +0000 http://www.fordyceletter.com/?p=450#comment-786 It's also important to always check and recheck with the candidate his salary expectations. It's always a moving target whether you ask about it or not. You need to know what it is they are thinking about in terms of their expected salary before they interview, after they interview, again after that if they interview again. In most cases, that number is going to go up once they know an offer will be made. You need to ask questions that will put it all together for you. Questions and the telephone - important recruiting tools. It's never the great things about the offer and new new opportunity that wreck a deal. It’s also important to always check and recheck with the candidate his salary expectations. It’s always a moving target whether you ask about it or not. You need to know what it is they are thinking about in terms of their expected salary before they interview, after they interview, again after that if they interview again. In most cases, that number is going to go up once they know an offer will be made. You need to ask questions that will put it all together for you. Questions and the telephone – important recruiting tools. It’s never the great things about the offer and new new opportunity that wreck a deal.

]]> By: jason http://www.fordyceletter.com/2008/04/30/dont-forget-the-reason-we-talked-in-the-first-place/comment-page-1/#comment-785 jason Tue, 24 Jun 2008 20:17:17 +0000 http://www.fordyceletter.com/?p=450#comment-785 I like this module. This makes a lot of sense as I have had the same issues come up before. The process that I use, and it works very well, is to always be talking about the opportunity, and their financial requirements in almost every conversation until the offer is received (by me)(having the authority to accept on both the client and the candidates behalf previous to the offer is ideal for ensuring a placement too). Answering all the questions of the candidate along the way about benefits, vacation, etc, so that in the end they can accept the offer. Also, I indicate to the candidate from the beginning that I will NOT extend an offer that will NOT be accepted at that moment. This has worked very well, and candidates understand this as I have explained the benefits to them as to why they would be receptive and how this makes them look good to the company too. In close, where this would be very helpful is to point out to other opinions such as the wife, friend, etc. as you mention, and show them the positive reasons that are FACTUAL for them to make this change. Sweet! I like this a lot, and I will implement into my process today! Thank you again for the tip. Jason I like this module. This makes a lot of sense as I have had the same issues come up before. The process that I use, and it works very well, is to always be talking about the opportunity, and their financial requirements in almost every conversation until the offer is received (by me)(having the authority to accept on both the client and the candidates behalf previous to the offer is ideal for ensuring a placement too). Answering all the questions of the candidate along the way about benefits, vacation, etc, so that in the end they can accept the offer. Also, I indicate to the candidate from the beginning that I will NOT extend an offer that will NOT be accepted at that moment. This has worked very well, and candidates understand this as I have explained the benefits to them as to why they would be receptive and how this makes them look good to the company too.

In close, where this would be very helpful is to point out to other opinions such as the wife, friend, etc. as you mention, and show them the positive reasons that are FACTUAL for them to make this change. Sweet! I like this a lot, and I will implement into my process today!

Thank you again for the tip.

Jason

]]> By: Dennis Smith http://www.fordyceletter.com/2008/04/30/dont-forget-the-reason-we-talked-in-the-first-place/comment-page-1/#comment-628 Dennis Smith Thu, 01 May 2008 16:39:08 +0000 http://www.fordyceletter.com/?p=450#comment-628 David - I just printed this post and I'm sharing it with my team today. We've been using the "closing worksheet" provided by Lou Adler, and it's a great tool to keep track of the info that we need to remember and "use" as we move the candidate toward the final stage. But the manner in which we present the final information is so critical and I'm not sure I've ever expressed its importance to my team. thanks for the reminder. David – I just printed this post and I’m sharing it with my team today. We’ve been using the “closing worksheet” provided by Lou Adler, and it’s a great tool to keep track of the info that we need to remember and “use” as we move the candidate toward the final stage. But the manner in which we present the final information is so critical and I’m not sure I’ve ever expressed its importance to my team.

thanks for the reminder.

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