People, especially people in our business, love to make judgments about others. It's the ultimate hubris. So how do we get genuine information from people in order to make the right judgments about who to send out on what jobs?
First, we've got to tackle the fundamental concept that recruitment is all about probabilities. You can be judgmental and yet play the odds.
Serious Candidates vs. Window Shoppers
This market is all about candidate qualification. You must be aware of each candidate's options and, more importantly, be aware of their motivations. Some candidates are interviewing only to receive a counter offer from their current company. Some candidates are interviewing on your job to get a better offer from another company. And some are just testing the waters to see what is out there.
Filling your pipelines with Window Shoppers will not only lead to turndowns, but it will make your serious candidates look bad, people who without the competition, might have been the lead candidate!
Identifying a Shopper [someone who is not at all serious about making a move]
Never present these people to clients. Instead, ask them for referrals and keep them in the back of your mind for future positions. Now let's consider "Serious Candidates".
Identifying a Serious Candidate [someone who has a nagging but not excruciating pain to move].
The Serious Candidate:
You can selectively send these people out, under the following circumstances:
Past behavior is a great predictor of future behavior. Below Demitri shares some questions he loves to ask to understand a candidates job changing patterns.
The last time you made a move:
Now, it's your job to make judgments based on the evidence you've collected.
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