Managing the placement process by asking questions is critical to a Recruiter's success. Many of the questions tend to be very personal but once you've established yourself as an expert, both employers and candidates will answer your questions. People are complicated and asking questions helps all parties involved sort out their true feelings and motivations when it comes to making or accepting an employment offer. What do we do with all the answers to our questions? Recruiters use the information to keep the placement process on tract and grounded. "Mike, there seems to be some hesitation about accepting the offer. What' up?" (An open ended question gives a candidate freedom to express what's on his mind. Closed questions require a simple 'yes' or 'no'.) If an offer is yet to be extended, "Mike, you said you wanted a position with more responsibility related to project management...this position will definitely stretch your responsibilities from day one, yet I hear some hesitancy as you talk about the position. Under what circumstances, if any, would you accept the position, if offered?" Again, an open ended question calls for a candidate to elaborate. This is a good pre-close after the first interview with the employer. As Recruiters we must allow the candidate to voice their thoughts and help them feel it's safe (and necessary) to do so. Voicing concerns is not easy for many people. Concerns left untended cause deals to fall apart unnecessarily. It's common for employers and candidates to say things to you, the Recruiter, as a confidant and middle man, that they wouldn't say with the other party present. Sometimes there's an atmosphere of 'it's gotta be this way or no deal'. Don't believe everything you hear because you'll hear a lot of venting. When two parties keep inching closer, they both have a vested interest in getting an outcome that meets the needs of both parties. As a Consultant, help each party honestly evaluate the different aspects of their decision and keep asking questions. As a Recruiter you add value to the process by being a sounding board and adviser. It's miraculous how problems can be solved best by the two people who want the deal to happen most. Trust the process. Don't force a bad deal just to make a placement. By not 'pushing' the process and by asking questions both sides will feel they are choosing what's best for them. That's a perfect outcome and part of why it's worth the effort to get your 'black belt' in asking questions. It's also part of the reason why you deserve the big bucks!
Article Source: http://www.bizymoms.com/expert-advice
Kimberly Schenk is an author and business owner. Schenk has a background starting and managing companies. Her expertise is in Executive Recruiting and business. She trains those who wish to earn six figures as a Recruiter in her eBook, 'Top Recruiter Secrets'. If you want to be a Recruiter, get started today! visit us at: www.toprecruitersecrets.com