Once a hirer has identified a good talent, it is then up to the hirer to learn the skills of selling the job and the company to the candidate. Usually, this takes place during the last ten minutes of the first interview or the second half of the second/final interview.

Having the advantage of hearing about the candidate’s past contributions and future goals, the hirer has the upper hand of selling as you knew exactly what the candidate is looking for in his/her next job.

What to sell is important

Tip 1: It must benefit the candidate

Does the job and the company as a whole jive in well with the candidate’s career and personal inspirations? If the candidate is looking for the challenge of leading a team and this job requires that, you can elaborate on such opportunity and lay down the learning points from such experience. The idea is to get the candidate excited about what the job can do to enhance his/her career growth.

Tip 2: It must be appropriate to the candidate

If a candidate is in his 20s, there is no need to go into details on the company’s retirement plan or the option to go into contract employment after employees hit the 55 mark.

And if the candidate is not involved in a job that requires overseas traveling, it is not necessary to mention overseas and hardship allowance. That can be covered in the orientation program.

Tip 3: Opportunity to garner useful information

Allow follow-up questions. The answers given may surprise you and sometimes may immediately reverse your initial thought that the candidate is a suitable hire.

Check this scenario:-

Hiring Manager: Our overtime payment is in accordance with the Employment Act Malaysia.

Candidate: Does the job actually require overtime work?

Hiring Manager: Well, not all the time. But, it is expected at the beginning of the month.

Candidate: Currently, I am taking a part-time course and we have overseas lecturers that come in during the first week of the month to conduct the classes. I would not want to miss the classes if possible.

Probing further, the hiring manager may discover that the top priority of the candidate is to complete his degree before end of the year. Even though the candidate may meet all the criteria required for the position, this useful piece of information obtained during this phase of the interview is very crucial. At the end, the hiring manager had to conclude that the candidate is not the right hire.

Tip 4: Do NOT oversell, make empty promises or hide important information

“This is not the impression I got from the interview.”

“The hiring manager said I will have my own room. But, I’m already here for a month now. Where is my room?”

“He said I will lead a team of four people. What I didn’t know was all of them had tendered resignation.”

Sounds familiar?

Usually, employers behave in such manner when they are desperate.

The position is a “hot” seat.

The company is experiencing rapid growth and getting talents in and getting them fast is the order of the day.

So, when they saw a good candidate, they make irresponsible statements or avoid telling some bare facts about the job or the company. Everything looks very attractive and the candidate took in the bait.

But, eight out of ten candidates will not stay long.

And the hiring manager will have to start the recruitment process all over again.

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