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!
At this point in the interview, you may decide to pursue some additional, optional questions when applicable, using common sense.
Answers to those questions can significantly impact whether or not this person is a viable candidate for you moving forward.
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.
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.
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:
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!