The phrase ‘closing techniques’ probably brings to mind the worst possible recruiter stereotype. Bad suits and slicked-back hair, gobby salesmen channeling their inner Glengarry Glen Ross or Wolf of Wall Street.
Sales needn’t be sinister, though.
Whichever way you look at it, recruitment is sales. Particularly today, in a highly competitive candidate-driven market, not being able to sell will see your offer acceptance rates plummet.
Closing techniques aren’t about manipulation; they’re about conveying the truth in the most compelling way. They’re about giving yourself the best possible chance to secure a hire.
They’re not some magic formula. Instead, good recruitment is about identifying your candidate’s needs then finding a way to meet those needs.
I sometimes think of recruitment as being like baking a cake. You’ve got all these different variables laid out on your countertop, and what comes out of the oven depends on how you combine them. Closing techniques are the icing on the cake. If the cake’s a soggy, deflated mess, there’s no amount of icing that can turn it around.
Anyway, I digress. My point is this: don’t shy away from learning ‘sales’ techniques because of the negative connotation. The more you have in your arsenal, the better placed you are to secure top talent.
For that reason, we will go over top X tried and tested closing techniques for recruiters:
- Pre-close during the interview process
- Always be Closing
- The Yes, Yes, Yes Close
- Don’t sell to them; get them to sell themselves
- Build Anticipation
- Test Close
- The Hedgehog Method
- FOMO
- The Reverse Close
- Manage their resignation
So let’s get into each of them more in-depth!
Pre-close during the interview process
Pre-closing during the interview process involves assessing a candidate’s interest in the position and their likelihood of accepting a job offer, should one be extended.
This technique helps recruiters identify potential obstacles early on and tailor their approach accordingly.
Here are some tips for pre-closing during the interview process:
- Discuss candidate expectations: During the interview, ask candidates about their expectations regarding salary, benefits, work-life balance, company culture, and career growth opportunities. Understanding their priorities will help you determine whether your offer is likely to meet their needs.
- Identify potential deal-breakers: Ask candidates about any factors that might prevent them from accepting an offer, such as relocation concerns, family commitments, or competing job offers. Identifying these issues early on can help you address them proactively and increase the likelihood of a successful close.
- Gauge candidate interest: Throughout the interview process, regularly assess the candidate’s level of interest in the position. Ask questions about their job search, why they’re interested in your company, and how they feel the position aligns with their career goals. This information will help you gauge their enthusiasm and commitment.
- Build rapport and trust: Establishing a strong relationship with candidates during the interview process is key to a successful pre-close. Make an effort to connect on a personal level and demonstrate genuine interest in their career goals, experiences, and concerns. This rapport will help you better understand their motivations and make it easier to tailor your offer.
- Communicate the value of the opportunity: Emphasize the benefits of joining your company, including career growth, company culture, and the potential for personal and professional development. Highlighting these factors can help candidates see the value in your offer and increase their likelihood of accepting.
- Obtain informal commitment: During the interview process, ask candidates if they would be open to considering an offer from your company, provided it meets their expectations. While this is not a formal commitment, it can help you gauge their level of interest and whether they are likely to accept an offer.
- Provide regular updates: Keep candidates informed about the status of their application and the next steps in the hiring process. This helps maintain their interest and ensures they are aware of the timeline for decision-making.
Always Be Closing
In my recruitment days, we were always taught that you should know whether the candidate would accept it before you present the offer. This gets at a critical point: closing isn’t something you should do just at the end of the process.
While the slogan ‘Always Be Closing’ definitely has a bad connotation, it simply refers to this idea. It’s not about being bold or bullish but about constantly checking in with your candidate, putting the feelers out, and being receptive to their emotional landscape.
One good practice is to ask your candidates, “If we were to make you an offer today, how would you feel about that?”
There are various ways to phrase the question, but the principle is the same – you’re aiming to understand where your candidate’s head is at throughout the recruitment process.
Get into the habit of regularly asking because the earlier you know about potential objections, the more easily you can resolve them.