Things to Think
When Selling Your Opportunity
Background of the
1. Draw an
organizational chart to illustrate the
reporting relationships and peer
relationships for this opportunity.
It helps for the candidate to know where
they fit into the organization.
out the realities for a salary range: What
is the low? What is the high? What
flexibility do you have in negotiating with
a great candidate that is at the top of the
It's important to not waste time with
candidates that are not realistic to attract
based on your salary range, unless you have
some flexibility for the right person.
3. What is
the bonus potential for this opportunity, if
any? When is it paid? Is it based on company
performance, team performance, individual
performance, or a combination? What have
people received during the last couple
Bonus programs are now a regular part of
any opportunity, so it's important to be
able to explain how one may receive them.
educated on the benefits your company
offers, including health, dental, insurance,
and educational reimbursement.
HR will be able to answer the candidate's
very specific questions, but you should at
least know the general overview.
5. What are
the primary responsibilities of this
Candidates need to know what they will be
6. What are
the primary desired outcomes that the
candidate will need to achieve to be
considered effective? Try to come up with
3-4 outcomes. Use the philosophy of
(1)Outcome, (2)Measures - How will you
measure the candidate's success in
relationship to the outcome? What steps will
this candidate have to take to reach this
outcome? , and (3)Value Approach - What is
the quantifiable value to the company for
the candidate to reach the outcome.
In today's world, it is not enough
anymore to just tell people what their
duties and responsibilities will be.
Candidates now want to know what it is they
are expected to accomplish to be considered
Background of the
1. Write an
quick overview about your company.
It will just get you started on how to
sell your company to the candidate.
2. What is
your company history? What is the strategic
Candidates want to be sold on the past
and the future direction of your company.
prepared to talk about the person that had
the job previously: What were they like? Why
did they leave and how long ago?
Be honest with the candidates on why the
position is open so there are no surprises.
It's important to be positive in your
explanation in order to sell that you feel
the right candidate will be able to be
successful in this opportunity.
prepared to talk about this candidate's
potential peers in the job: What are they
like? How long have they been there? What
companies did they come from? Why do they
like working there?
It's comforting for candidates to find out
why people like them decided to go with your
company and how they are doing there.
5. Why do
most people join your company? Why do they
This is your chance to sell the major
attractions of your company and how you are
able to retain people.
Overview of the
1. What are
five reasons why a stellar candidate would
want to leave their employer and join your
Continue to sell your company to the
candidate. Be sure to add that the majority
of people you hire were happy with their
prior jobs, but that you were able to
attract them because of what your company
has to offer.
2. Why did
you make that decision to change when you
joined the company?
It can't be measured how important it is
for you to express why you specifically are
with the company.
3. What is
the natural progression of advancement for
the open opportunity?
Candidates want to know that they have a
future within the company.
prepared to talk about those who have held
the position available in the past: What
happened to those who succeeded in the
position? Those who did not?
Results! Results! Results! Selling what
it takes to be successful in the opportunity
is very important.