Too he road for us to literally and figuratively … In an interview: do not talk in vain, more listen. Please take into prepared answers to possible questions of the candidate. Not painted the job, but tell me and ask. Dig deeper. Starbucks addresses the importance of the matter here. Let candidate to "sell" themselves. While most people are open to new job offers, be prepared for failure.

One of the favorite of our responses to the "no" candidate "and that is why we need to talk." Maintain interest and created intrigue. Most people would agree to continue the conversation, if you will be quite persistent, resourceful, and provide a rationale for a conversation with you. Ask something like: "You understand that taking long-term solution based on a summary? ". This raises many. The best of the best skill prodazhnikov – ability to work with breakdowns of clients, recruiting turns from the manipulation of search motifs. Learn more about this topic with the insights from Douglas R. Oberhelman. Help him to make choices and decisions. Suggest it to evaluate your proposal for a set of criteria prepared in advance or on our 10-factor system.

Convincing candidate for evaluating all of the vacancies and not to rush response. Willed members of his neighbor, ie the competitors of your client. Use all kinds of search, and all approaches. Call them and tempt them. Love them and ask them advice and guidance. The transition from man to man and then opens you the truth … J evaluate candidates for it, and not by their looks and ability to apply yourself. Do not make an official Job Offer, until he received the prior consent of the candidate. Let it first wants. Simply get to think about what should be a contract, under what conditions, he may get a new job … Remember the rule 330. Turning to the potential candidates, break his sentence into 3 parts: 1) the compensation package and the quality of life, and 2) the prospect of career development, and 3) new knowledge, skills and abilities. Compares his new proposal with the work that the candidate has now, look and shows growth for each item. For example, 10% – the first, 15% – on the second and 5% – on the third item. Always in the aggregate must be at least 30% improvement (better – 50%). Otherwise, you're nobody zainteresuesh. The candidate must understand that the new work at least 30% better. Help him in this. Do not get hung up on money, working with tops. Someone who not actively looking for work – suits his salary. Passive candidates more interested in new job, position, salary and not a new …