Presenting Candidates

Module 6: Presenting the Candidate to the Client (�The Referral�)

This module will assist you in the presentation of candidates to your clients�if your clients don't find interest in the way you present what your candidates have to offer them, you won't be providing services to either of them for very long.

Be sincere and excited about the candidate�s skills and background. If you're convinced your candidate is a fit for the client�s opening, present them accordingly and the hiring manager should trust your judgment. You must feel as though the reputation of you and your company are on the line each time you represent a candidate to a client.

The Client-Referral Presentation

This section is designed to help you present your candidates for your clients� openings. It is imperative that you gain a very clear understanding of this section. The goal is to bring each of the two parties together. This section will provide the information needed to accomplish this goal.

To present the candidate technically and personally so the client is confident in their candidacy.
To answer any questions and overcome any objections your client may have regarding the candidate.
To schedule and confirm an interview time for both parties.

In general, when presenting your candidate

Gain confidence in your candidate�s ability to perform at the level expected.
Be prepared to present more than one candidate. Presenting more than one of your best screened candidates would be appropriate.
Make sure to gage each candidate�s interest level. They need to be completely prepared and ready to pursue the client�s opportunity.

Success Presentation

"Hello client's first name this is your full name from AYZ. In reference to the position we previously discussed, I have selected two excellent candidates who are qualified and interested in pursuing the position. Read back the requirements of the job in relationship to the candidate�s backgrounds. They have set aside interviewing times ______ of _____, Will that work for you?"

The "Live Interview�

Review the principles of the "Live Interview" as outlined in Module 2.

After securing the job description for the client gain a commitment form your client for a "Live Interview" by following these steps:

Review the information gathered from the client and convey complete understanding of their position requirements.
Be completely committed to assisting them in fulfilling their requirements. Explain your capabilities and processes in providing the best candidates to fulfill their requirements.
Live Interview Presentation

In doing so, you might say to the client

"I created a strong list of candidates by inputting the criteria which we�ve discussed and I have screened several to this point. I have selected one candidate who really stands out as a great fit for this opening. (Present the candidate in the appropriate manner in order to convey their fit for the client's need. "What time is best for you to meet with this candidate?" Get alternative times - two days in the future works well in order to avoid having to reschedule.

Don�t just leave it to your client to pick a time. Present them with a possible solution

"The candidate has scheduled time for interviewing between the hours of 8:00 AM or 10:00 AM and 4:00 PM and 5:00 PM on Thursday or Friday this week. Will that work for best you?"

Interview times outside of normal business hours are often very desirable for most working candidates. Finding flexibility from the hiring managers regarding interview times is conducive to greater interview acceptance possibilities for your candidates.

Overcoming Client Objections

This section covers the fundamentals of overcoming various client objections.

Acknowledge the client�s hesitation and convey understanding, but always ask "Why?"
Uncover the reasons for their hesitation.
Write each reason down.
Review and understand each reason separately.
If the features and benefits of the candidate's skills can outweigh their reasons for the hesitation, consult and overcome. (The objection).
Always do what is in the best interest of everyone involved.
Convert (no) into (yes). Schedule the candidate for an interview.

Client Objections

Rule #1: Always acknowledge the client's hesitation. Speak intelligently on the candidate�s behalf to overcome the client�s objections. The following table provides some sample objections and possible responses.

Objection

Possible response

"The candidate does not meet our educational requirements."

"Can you explain the reasons for the educational requirements?"

"The candidate's experience shows they are a capable proven performer in all the technical areas you require. He/She has been instrumental in helping Company X save $X million in costs by doing exactly what you want done."

"He/She has been instrumental in assisting Company X in converting their software applications while managing a team of other degreed professional's.�

"He/She is in the process of completing his/her degree. I recommend you consider him/her, even though they have not yet completed the educational requirements. They have enough on the job experience to overcome their lack of the formal degree.

"Considering his/her extensive experience in this area, I am certain they possess the ability to be completely effective in this position."

"The candidate�s grade point average (GPA) does not meet our requirements."

"I know candidate�s name grades were not top notch in college, and they fall a bit short of meeting your requirements, but a variety of factors which candidate�s name has since overcome could have definitely played a significant role in his/her lower GPA.�

"I believe you should view candidate's name as a well-recognized performer who has made a positive impact on their former employer�s."

�The candidate�s work history is not very stable."

"Unfortunately, not everyone's career goes quite the way they would like it to. In candidate�s name case, he/she had to go through all the ups and downs with the organizations they worked for. The consistency of their employment record has suffered as a result."

"Admittedly, candidate�s name has moved around a bit, but this is a common place reality within the infrastructures of industry today. The contraction of the industries he/she has worked in has created a less than stable environment for everyone. Candidate�s name is excited about the direction of your company and the industry you're in. He/she feels strongly about their potential to bring a valuable contribution to the company�s future success."

"The candidate doesn't have any experience within our industry."

"I am aware of that however my investigation shows that, candidate�s name accomplishments have proven he/she will be effective in helping any type of company reach their goals."

"If you take a closer look at candidate�s name education, technical skills and experience, and factor in his/her interpersonal and analytical skills, I think you�ll find these will carry over nicely into your particular industry."

"Could the industry skills necessary for this position be gained with a short learning curve? Candidate�s name is a very quick study."

"The candidate's salary is too high."

"Candidate�s name is more interested in the opportunity then compensation. Salary, although important, is really not the first priority.�

"He/she is motivated more by finding the right fit, in terms of the culture and the company, where continuous long-term career growth and development are promoted by the organization."

"I really believe Candidate�s name experience and expertise is worth the compensation their earning, but he/she is flexible regarding the compensation."

"Candidate�s name is willing to take on more responsibility to make up for his/her high salary.

"The candidate will need to commute too far to get to our location."

"Candidate�s name is willing to relocate at their own expense for this opportunity."

"Candidate�s name has never been concerned about commuting if it will provide him/her with the personal and professional growth he/she is seeking."

"The candidate doesn't have enough management experience."

"Candidate�s name has excelled in every position he/she has ever been in. At this point in his/her career, he/she is ready for the next level of supervisory responsibility."

"The desire to achieve a higher level of responsibility must also go along with the opportunity to prove oneself in that type of position."

"The technical skills and people skills are there, and he/she has prepared well by having excellent mentors. These mentors are very supportive of his/her ability to achieve at a management level."

"The candidate doesn't have the technical experience needed for this position."

"Candidate�s name is willing to get up to speed quickly on all of the technical aspects relating to this position by enrolling in additional classes concurrent with his/her training period."

"I would certainly not recommend candidate�s name for this position if I wasn't convinced he/she would be able to handle the technical aspects of this position."

"I would like your trust of my judgment in recommending this candidate." "If you're disappointed, I will be accountable for it."

"Candidate�s name is an extremely bright individual who will pick up the required technical skills quickly."

"The candidate lacks professionalism."

"I hope you will wait and assess candidate�s name professionalism until after the formal interview."

"From what I�ve personally witnessed, and what I've heard from candidate�s name references, I�m sure you'll be pleasantly surprised. They indicated a high degree of professionalism on his/her part."

"The candidate�s last position had greater recognition and exposure than our position can offer."

"Candidate�s name concentrates on his/her work and performance, not recognition and exposure."

"This is a secondary concern for candidate�s name. He/she is more interested with the challenge, growth and opportunity within the position.

"The candidate doesn't have enough systems exposure."

"Although candidate�s name may not have direct systems conversion experience with the same platform and applications your company is working on, the company(s) he/she has previously worked for are highly automated and have similar applications. He/she has a strong understanding of several different systems environments."

"Candidate�s name is very systems savvy and has the ability to learn and adapt quickly to any new systems environment."

"Candidate�s name is currently learning the required systems on their own time."

"The candidate is not qualified."

"Somehow I must have missed something from the job description you have provided? As I reviewed the position with multiple candidates, I evaluated candidate�s name, to have skills and experience which would make him/her a strong candidate for this position."

"Perhaps we can review the position description again in order to identify more clearly all the qualifications you looking for?"

"I do not have time right now."

"When would be the right time for you?"

"When would a good time be to call you back?"

"Candidate�s name is in high demand and I would hate to see you lose the opportunity to consider him/her for this position."

"We�re looking for a less-experienced candidate."

"If you select someone with less experience, they may move on sooner for another position with higher pay."

"Many early stage professionals have developed an interest in advancing as quickly as possible by moving from one job to another. As soon as they are comfortable with the responsibilities of the position you hired them for and they're off to the next position."

"It seems their confidence in gaining a gold watch from a company has been shaken. They haven�t seen long term commitments from employers, so they are not necessarily looking for long-term opportunities. Hiring a more mature person, might give you more loyalty in the long run.�

"With a more seasoned professional candidate, you have the advantage of experience in a business setting as well an employee who wants long-term stability."

Schedule First Interview with Client

This section will focus on securing a commitment for the first interview.

Find out what days and times are available for the first interview.
Get commitment to schedule the first interview ASAP.
Be aggressive but never pushy.
Send pertinent candidate information to the client so they can prepare for the interview.

Confirmed First Interview with Client

This section will review the process of confirming the first interview.

Confirm the specific day and time for the first interview with all parties.
Attach pertinent information for all to review.
Keep documentation on all meeting and interviews.
Follow up will all parties once the interview has been completed.

In general, make sure everyone is well prepared and excited about the interview. Follow up with all parties once the interview has been completed

Client Interviews Candidates at Your Office

This section will review the procedures when having client�s interview candidates in your office or headquarters. This will help you to

Facilitate and expedite the interview process for clients by presenting several qualified candidates in succession.
Explain the time savings and benefits of interviewing several candidates in succession in your corporate offices.
Use the opportunity of having the client interview your candidates in your corporate offices to develop them into a key account through in-person rapport building.

In general

Provide the client with an interview package including the schedule, the resumes and the reference information (if applicable), note paper, coffee, bottled water, soda and or other refreshments. Provide any appropriate marketing information and brochures.
Schedule at least three candidates for interviews.
Present, prepare and debrief both client and candidates immediately before and after the interview(s).
Schedule second interviews if required before completing the process.
Ensure there will be no interruptions or distractions during the interviewing process.
If you have the opportunity to be present during the interview, observe the client�s interviewing style.
Schedule any last minute candidates who are qualified and interested in the position(s) while you have the client as "captive audience."
Schedule your best candidate for the last interview. The client may extend the time if they feel the same about them.

Success Presentation: Inviting the Client to Interview in Your Corporate Offices

Offering your offices for candidate interviews provides additional value to the relationship you have with your clients. Below is a sample �presentation� that you might give to a client about such value.

"Hiring Manager�s name, instead of scheduling several interviews over the course of the next 10 days to two weeks and interrupting the flow of your work day, why don�t you interview the top candidates for this position in our corporate offices? You could get away from your office and interview all the candidates in one setting."