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Understanding a Candidate’s Non-Monetary Motivators, Part 2

Be sure you’ve read Part 1 of this blog before continuing on for more steps in the Qualifying a Candidate process. At this stage of the game, you know the candidate’s skills, sought references, had the compensation discussion, and determined that they have non-monetary motivations for pursuing the opportunity.

 

Now let’s get clarity on their job search situation and identify any potential obstacles early so they don’t become brick walls later, after your client is involved!

 
Question Mark of Questions

 

Explore More with Optional Q&A

At this point in the interview, you may decide to pursue some additional, optional questions when applicable, using common sense.

 

  • Can you tell me about your interviewing activity within the last six weeks? (Applicable when you found the candidate via a job board and believe they are actively pursuing job opportunities.)
How many interviews have you had?
What types of jobs were they?
What were the salary levels for those interviews?
Where were the jobs located?
Have any offers been presented to you?
Have you turned down any offers?
Do you expect any offers to be made?
Is your resume posted on internet job boards?
Are you working with any other recruiters?
Do you expect a counteroffer to be made?
Have you ever accepted a counteroffer?

 

Answers to those questions can significantly impact whether or not this person is a viable candidate for you moving forward.

 

  • Can you explain your relocation considerations? (Applicable when the candidate would require moving for the position.)
Are you currently a homeowner?
What’s the market like there?
Can you sell easily?
How much do you owe?
Can you tell me about the property? (Number of bedrooms, bathrooms, garage, land)

 

If the candidate lives in Wisconsin and would be looking for a comparable home in California to take the position, then you could face a situation where they’d be doubling their mortgage – and that is a pain point to uncover before presenting a candidate to your client, and it may require some real estate research on your part as well.

 

  • Do you see any obstacles that could impact your ability to pursue or ultimately accept this position?
Do you have any non-compete clauses?
Would you owe money back for relocation?
Would you owe money back for tuition reimbursement?

 

You want to uncover any issues that would hinder them from taking the position as described by your client in terms of responsibilities, location, and compensation.

 

Mandatory Closing Questions

The last thing you’ll address are the closing questions, which are mandatory. You cannot consider them a viable candidate worth presenting to your client without addressing the following:

 

  • Will there be any problem with the following?
Background check
Any felonies or misdemeanors, including DUIs
Drug screening
Traffic violations (for instances where it would impact being carried on a company’s auto insurance policy)

 

  • Can you think of anything professional or personal that would keep you from giving a two-week notice and starting a new job at this time?
Look into the future – in general, about 6-8 weeks out, to the time you’d be making an offer on the position. Is there anything on the candidate’s schedule (a vacation, a surgery, a family event, etc.) that would impact the timeframe of expected start date?

 

  • Will you follow up with your reference checks, so we can continue the process?
Emphasize that you need them to contact the two references they provided (get more detail on this from our previous blog) and that you need that information completed and returned before you’re able to submit the candidate for the position.

 

  • Do you want to be presented for this position?
Get confirmation by explaining, “When I receive those reference checks back, it is my intention to submit you to [CLIENT NAME] for the position of [TITLE OF JOB ORDER]. Do you want to be presented for that position?”
Note: It’s important to ask the question just that way. It’s a first step in role-playing their acceptance of the offer, which is an emotionally charged event for most people. By naming company, naming position, and asking them to express interest now will make it an easier experience when the time comes for the official job offer. Each yes builds to the next.

 

By following this thorough process for qualifying a candidate in the proper way, you’ll uncover if a person is viable, ready, and expressly interested in moving forward. You’ll be well equipped to present the candidate to your client with all ingredients for best success!