“Recruiters have to get to the bottom line reason of why the process is being slowed or halted, and the way to do that is to ask questions. You have to go three levels deep in your questioning. That way, you have ammunition to overcome their objection. Once you get that information, you can attack the objection.
“After you understand what the problem is, you can reset expectations. Initially, you identify the process as being ‘this and this.’ Once you know what’s changed in the process, you can re-define it based upon what will work from that point forward and then you can stick to it.
“Even if the hiring manager gives you an objection, there still may be a reason to hire your candidate. It’s up to the recruiter to discover what that reason is and to convince the hiring manager that the reason is compelling enough to hire their candidate.”
(The above information appeared previously in the Networking News newsletter, a publication of Top Echelon Network, the leading split placement network of recruiters.)
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