As a recruiter, one of the last things you want to do is waste your time with candidates who really aren’t interested in making a change.
Sure, they “talk a good game” and it appears as though they want to change jobs, but when push comes to shove, they lack the necessary motivation.
How many times have you led a candidate to water . . . and they ended up not drinking? Probably more times than you care to count.
That’s why you must screen your candidates properly by asking them a series of straightforward questions designed to separate those who are truly ready for a move from those who clearly are NOT.
Below are six straightforward questions to ask your candidates:
1.) “Why have you made changes in the past and what must be there for you to make a change today?”
2.) “What is your target date to make a change?”
3.) “If we are able to identify the opportunity and salary you have described, are you ready to hand in your two-week notice?”
4.) “What will you do if you are extended a counter-offer?”
5.) “Are their certain companies you would like me to target for your search?”
6.) “If you were your boss and could change five things about your current job, what would you change?” (You need to identify other things besides money and advancement.)
You only want to dedicate your time to candidates who are serious about making a career change within a reasonable timeframe!
You are not paid on efforts. You are only paid when you provide results!
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Barb Bruno, CPC/CTS is a guest writer for the Top Echelon Recruiter Training Blog, and you can hire her for your next conference or event or for in-house training. Barb’s training techniques have guided thousands of recruiters to a higher level of sales and profits. She is best known for her methodical, easy-to-implement strategies that she shares with her audiences. Her enthusiasm is contagious! If you would like to hire Barb, please call 219.663.9609, email support@staffingandrecruiting.com, or visit Good as Gold Training online.