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Things to Think About
When Selling Your Opportunity

Background of the Position

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.

2. Figure 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 range?

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 years?

Bonus programs are now a regular part of any opportunity, so it's important to be able to explain how one may receive them.

4. Become 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 opportunity?

Candidates need to know what they will be accountable for.

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 successful.

Background of the Company

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 plan?

Candidates want to be sold on the past and the future direction of your company.

3. Be 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.

4. Be 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 stay there?

This is your chance to sell the major attractions of your company and how you are able to retain people.

Overview of the Opportunity

1. What are five reasons why a stellar candidate would want to leave their employer and join your company?

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.

4. Be 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.

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