The Top No-Cost Candidate Selling Approaches Adopted By Executive Search Germany

Today’s job marketplace is defined by competition and each candidate comes with multiple choices when it comes to job positions. Thus, finding and landing the top candidates in the marketplace becomes a hard exercise. Thus, the executive search Germany faces difficulty in the domain of selling as well as closing the top candidates when the client organization is not a good paymaster. In such a scenario, usage of effective candidate selling approaches does the trick in retaining the top candidates.

Here are the proven no cost candidate selling approaches for landing the top candidates:

• Make The CEO Contact The Finalist Candidates

One of the most convincing tool used by the top Executive Search Agency Germany is to arrange for a personalized meeting of the top finalist candidate with the CEO. This one-on-one meeting shows that the CEO is paying a close watch to the hiring process. The finalist gets an impression that the CEO is investing time to learn about the candidates and thus will support and back all aspects of future work. This increases the sales effect by the recruitment agencies.

• Peer Interviews

Peer interview is when the interview of the finalist is being conducted by a panel of team members. The employees are the ones who experience the job each and every day and thus the pitches which the peers provide are bound to be compelling to the candidates. The top candidates intend to create a significant impact in the organization they join, thus the interview session with the future co-workers can give a good insight about the company, the team and the various company stories.

• A Company Sell Sheet

A product comparison sheet lets customers compare different features of a product category and then select the best product which suits their need. In the same manner, a single sheet listing the factors that the top candidates looking for the job care about and how the client’s organization has a superior offering for those factors. Such a comparison with the other organizations helps in highlighting the areas where the client’s organization excels. This arrangement aids the candidate’s confidence for working at the particular firm.

• Job Acceptance Factors And Offering One WOW

The recruiters ask the top finalist candidates to list the job acceptance factors which will act as a criteria for them to assess the job offer. These factors will be the deal maker or the deal breaker. After getting the list of these factors, the recruitment agencies should spend time showing how the job meets the criteria. Further, the executive recruiters should convince the client’s organization to add one WOW factor in the job offer to make it an impressive one. This factor should be something exciting that was not even included during the talks at the time of interview and came as a surprise package.

• Salary Re-opener

When the candidate has different offers, a low pay can be a big turn off. Thus, the recruiters make sure to give a compelling alternative when they can’t offer the compensation as demanded by the candidate. A salary re-opener after 3 or 6 months of working can allow the work of candidates to speak for them.