Industry experts say that if you can predict client objections early and address them proactively, you can win more interviews for your candidates and improve your results.
Generally, you always focus on why the candidat2e is a good match for the job whereas clients look at the resume and try to find a reason for why the candidate is not a good match for the job. Once the clients say “No” to your candidate, it is very difficult to change their minds. So to avoid this, you need to figure out:
- What your client might object to (Eg. candidate doesn’t have a degree)
- The resulting competency/quality (Eg. doesn’t grasp/learn things quickly) which the client feels is missing because of that.
Once you figure out these things, it is easy for you to address the objections.
While conversing with your client,
- Draw his/her attention to the objection and state that you too had a concern initially
- Explain the steps you took to eliminate your concern and how your candidate satisfied the job requirements and how he/she performed better when compared to other candidates.
This proactive approach helps you to overcome client objections, win more interviews for your candidates and improve your results.