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Written on October 23rd, 2017 by in Blog

Your job is to book interviews between your candidates and clients. To do that you must be great at presenting existing opportunities to candidates and also presenting candidates to your clients.

Often, the way you present the opportunity determines your candidate’s level of interest. Review the following presentation:

“I’m not sure if this is an opportunity you want to consider, but I wanted to run it past you.”

Now compare this with the following three presentations:

“I have an opportunity I think fits the criteria you and I had discussed during our interview.”

“An opportunity just hit my desk that has your name written all over it. You were the first person I thought of and I could not wait to run this amazing opportunity by you.”

“You know the perfect job you described to me during our interview? That opportunity is sitting on my desk!”

If you are not excited when you are presenting an opportunity to your candidates, chances are they will not be excited either and could refuse to go on the interview.

Here are six tips to presenting candidates to clients
Your job is to book every candidate you submit (not two out of five or six). The following tips will help you book more interviews for your candidates:

Set things up when you initially take the job order, contract or assignment. Explain to your client that when you receive the feedback after the first interview, and you then know exactly the talent they want to hire. That is why their feedback is so vital.

Obtain interview times when you take your order, contract or assignment. This assures you will book send-outs for your candidates. Obtain the name of another person who can confirm interviews just in case your hiring authority is not available. You can call and provide the names of the candidates for each interview time.

If you are verbally presenting your candidate to your client you need to accomplish the following before your presentation:

• Identify the key requirements of the position and have specific examples of how your candidate meets them.
• Share your candidate’s comments with the client when they were told about the opportunity (obviously the appropriate ones).
• Anticipate any objections your client may have and prepare how you will overcome them.

Stop talking so much. Often, you sell your candidate in, and then you sell them out by providing too much information.

Remember the importance of chemistry and company culture. Even the most qualified candidate will not get hired if there is no chemistry or they do not fit into the company culture. If there is chemistry, often a client will teach your candidate what they don’t know because they will enjoy working with them.

If your client screens out one or more of your candidates, obtain information to help you fine tune your search. Never forget, it is not your job to agree or disagree with your clients. It is your job to figure out who they will hire.

Follow this advice and you will become GREAT when presenting opportunities.