Do you guys see that above pic? Yes, that is a real picture and that is a recruiting legend….and Lou Adler. Just kidding that is a picture of me and recruiting legend Lou Adler. I had a full day of training with Lou and then saw him speak at a Titus Talent event thrown in downtown Milwaukee. Over the next few weeks or so I plan on sharing some of the information I learned from Lou with all of you. The following post is for anyone who will at some point in the future need to sell a candidate to a hiring manager. If you don’t feel you ever need to do that, feel free to read on anyway because it’s a good skill to have and you never know when you might benefit from having acquired this skill.
Now while this question is directed to the candidate, to properly execute it, it actually starts way before the interview. It starts with your conversation with the hiring manager. In order to do this correctly you need to find the pain point. What is this hiring manager hoping this person will come in to do. There are several ways to get this information. Sometimes it will be blatantly obvious. The hiring manager will state over and over again that they are staying late, working long hours to accomplish a task this person is typically responsible for. If that’s the case, part one has been made easy for you. If not there are questions you can ask to find it out but for this to work, you absolutely must find it out. One of the things you can ask your hiring manager (or client if you are an agency recruiter) is “What project or deliverable will this person have right out of the gate, the first 90 days on the job?”
Typically, if you ask this question the hiring manager will reveal the pain point they are dealing with. So you ask the question and in return they say “well yes, this person is going to involved in an inter-plant relocation. That is going to be a big, high impact project that they will be expected to co tribute to right away.” If they say that well guess what, they have just made your job a lot easier. Ok, so you have that crucial piece of information, let’s move onto part two.
Quick break! Last week I finally published my FREE Interview Prep Guide, go check it out now… or after you are done with the post!
Part two is you take that deliverable and you turn that into a question you will ask the candidate. In this specific case you would ask the candidate “Have you ever been a part of inter-plant relocation?” Now an inter-plant relocation is when you move the insides of a facility around in order to create efficiencies. For example, in a manufacturing facility, if there is an area of manufacturing and an area of assembly that are in different areas and you could eliminate waste by moving them closer together, then you might want to move them closer together. Thank you for bearing with me during that explanation, I have a business degree, not an industrial engineering degree. So you ask that question and that candidate says yes. You then follow that up with a bunch of follow yup questions. “What was your contribution to that project?” “You said you managed people on this project, how many people were under your direct management?” “What was the budget for this move?” “Who’s idea was this move?” “What efficiencies were created by implementing this change?”
Basically, you ask as many questions as you need to until you have as full of an understanding as you are capable of having. Now that you have this information, what can you use it for? The answer is simple, you use it to sell the candidate to the hiring manager. I had a boss who once told me that recruiting is all about just creating a conversation between two people. You make those conversations happen and good things will happen. Many times I have submitted a candidate I felt great about just to have the hiring manager look at their resume and say something like “Yea, I am not sure about this candidate, I don’t see enough ABC”. If you are able to arm yourself with the information you can get from asking these questions than you have positioned yourself to be able to sell your candidate on a level you haven’t been able to do before. Not only that but you have positioned yourself to be more consultative. You have unearthed the core reason for the need and then provided candidates who have previous examples of filling these gaps in talent and presented them to your hiring manager. If the manager waffles about having that initial phone screen, as long as the example they provide is impactful and similar to what they will need to do in this new role, then you have armed yourself with the ammunition that in most cases should be more than enough.
So what did you think? Was that helpful? Do you think you will be able to use it? Do you have any other tips that you have used in the past to sell candidates? If so, I would love to hear it below. Also if you liked this post, please share it with your social media networks. Thanks again for reading and have a great day!