The more control over the candidate you have, the better the process will be and therefore the better chance the candidate has of getting the job. The more time you spend with the candidate and the more conversations you have, the stronger the control. The more value that the candidate sees us adding in the process and their lives, the more control you’ll have.
You must always ask ourselves “who leads who” and if it is the candidate leading us, if you are running around chasing the candidate then you aren’t in control of the situation. The candidate should keep every promise they make and take your advice otherwise you will have very little ability to close them.
The more reasons (as stated below) you have to control the candidate the stronger the control;
If at pre-screen stage you have been open with the candidate you should have had the rules of engagement conversation. If a candidate is expecting to be controlled, it will be much easier for the consultant to actually do it. Set expectations early!
The candidates and the consultants goals are aligned. You must remind the candidate that you get paid if they are successful and you will go above and beyond, not just for them but also for ourselves.
Have the prescreen in 1 conversation. Close the candidate there and then for interview. Don’t just send company information after the call and hope they will want to go to interview, gain commitment first.
Face to face meeting
Reinforce push and pull factors every conversation
Probe further into their thoughts every conversation