Subtitles section Play video Print subtitles (light music) - Many recruiters when they get objections, they view them as a barrier to success. In fact, hiring authorities have shared with me over and over again that they know the two or three objections to give to recruiters to just get them to hang up. And so you got to understand that when they're giving you an objection, they really want to know how much you believe in what you're doing. An objection is a buying sign. It's a request for more information. And as a recruiter, you have to understand something. You can't just be good at overcoming objections. This is a skillset that you must become great at because overcoming objections is really critical to your success. What I want to do is give you some ideas today that you can easily implement that basically are going to have you welcome objections versus dread them. Now, in order to overcome objections effectively, it makes it much easier when you realize there are only four kinds of objections, and those are service, postponement, price, and personal. And what I want to do now is I want to give you examples of all these objections and I'm going to give you an example for each objection for the hiring authority, as well as the candidate. So let's start out with a service objection example. A hiring authority could easily say, "I don't need your help. I can fill this job on my own. I don't want to take the time of seeing all the candidates you have. I can just do a better job." The way to effectively overcome that is, "But what I can do is save you time and money. And understand something, we'll interview many candidates. We're not going to waste your time interviewing anybody. That's my job. Let me interview all the people that have the skills and stability and experience you're looking for. I'm only going to present the finalist. When I call you and present somebody to you, they can do the job. Now we have to see if the two of you click and if they fit in with the company culture of our company, as well as your department." Now, a candidate objection could be, "I'd rather submit my resume directly to the person who would be my boss. Why do I need you to submit my resume? I want to work with the boss." Now, a response to the candidate could be, "We have many different positions available in our company right now. I need to determine what is most important to you. You may send your resume to the wrong person. They could look at it and say, 'This person is not a fit.' I have the knowledge of every position that our company has posted right now, as well as some jobs that are not posted. And so once I know what is most important to you, then I will only present you with the best positions, and I'll make sure that your resume gets in the hand of the right hiring authority." The second type of objection I want to give you an example of are postponement objections. So what type of postponement objection might you get from a hiring authority? The most common is, "I don't have time to interview. I'm too busy. I just don't have time for this. I don't even know if I'm going to fill the job. I just am too busy." And your response can be, "Well, the initial interviews will be done by HR. We're only going to send you people when it's most convenient for you. And what I have to ask you is what is your target date to fill?" Because see, remember in recruiting, timing is everything. And if they truly are too busy, if they're traveling and don't have time to interview, you have to know that. But in order to get a target date, ask them an additional question. "What problem is this opening causing you or your department?" See, if there is no problem, if there is no challenge, if they've got another employee covering the job, they're going to save that salary for awhile. But if I'm a hiring authority and I have somebody doing two jobs, and now they're threatening to quit." "I'm doing the jobs of two people, I'm not going to do that much longer." Now that target date is going to get much more valid because I know I've got somebody on the verge of quitting. So when they're trying to postpone, you've got to know what is that target day to fill in? What problem exists as a result of the job being open? No problem, no urgency. If there is a problem, this is where you want to put your time and show the hiring authority why they need to use you now. Now let's go to the candidate side of this postponement objection. Often they'll just say, "Send me the specs. Send me the job that you're representing, and I'll decide if it's something I want to look at or not." Your response has to be, "We have numerous positions. I'm not sure what's most important to you. I'm not going to assume for a minute that what your resume shows me is what you've done and what you're currently doing. It doesn't show me what you want to do next. See, I'd like to become your lifetime talent agent. I'd love to help you get to where you want to be in five years, but I don't know what position is going to lead you up to that. So once I find out what's most important to you, then we'll know what job to key in on, rather than just sending you specs." Now let's go to price objection examples, which is a third type of objection. A hiring authority could say, "You know what? I'm not going to use you because every candidate you present to me is at the top of our salary range. And quite frankly, I can do better on my own. I can find people that aren't making as much money." Your response to this hiring authority could be, "You know what I need to determine? I need to determine what you prefer to offer." Often hiring authorities will give a recruiter a range, like, "I want to pay 80 to 110." And so you're going to present candidates in that whole range, but often the best candidates for the job are the ones that are higher paid. So that's the reason that often you're going to present people at the top of the salary level. It's important to research and find out what the past employee in that job was earning, because it's very rare that a hiring authority is going to want to offer a new person more than the person that left the job, unless there's added responsibility, or maybe that person's been in the job for 15 or 20 years so they're not making a competitive salary. When you stay with the company longer than 10 years, 15 years, you're making less money than if you would change your job every 2 or 3 years, because with every change, your money escalates. So if they gave you that range, what you have to say to your hiring authorities, "Just tell me what you prefer to offer. Rather than giving me a range of 80 to 110, where do you really want us to focus?" And they might say 90. See, that's a much different recruit on your part than if you think the salary goes up to 110. And you and I both know that money causes many offers to be denied, and that's why we have to know upfront,