Everyone talks about the job search like it’s a game and the recruiters are the game masters. In many ways, this is true. Recruiters set the guidelines for hiring (rules), they develop the application process (playing field), and they choose the candidates (players). But just like any game, there are those players who are so good at the game that they turn the tables and you end up chasing them.
A candidate for a job need not be the most skilled or accomplished out there. For whatever reason, this person fits the role you are trying to fill but they just aren’t falling for the bait. Here’s what you do:
Persuade, don’t convince.
First of all, there is a difference between the two. You can’t just put your cards on the table and hope they will change their mind. That is to convince. As a recruiter, you want the best people for your company and this requires more elbow grease than wishful thinking. Being proactive in the quest for candidates is a process and that’s how you persuade them. In this situation, you want them more than they want you.
RELATED: What to Do When a Candidate Rejects Your Job Offer
Probe and understand why they aren’t interested.
Whether they initially applied for your company or you approached them, they aren’t interested. Before anything else, you need to understand why, or in this case, why not. Ask questions but be subtle about it. “What sort of career do you see for yourself?”, “What sparks your interest?”, “How do you think you can make an impact?”, “Describe your ideal job, workplace, etc.” Once you have their why not, you’re in a better position to re-pitch the role, without actually changing it, to them and if something resonates or clicks with the candidate this time, you’re in the right direction.
Re-communicate the benefits of working with your company.
A recruiter’s job is to bring people in. This is sales. If your usual pitch for the job doesn’t hook them in, you need to re-word, re-angle, and re-direct your pitch so that the candidate sees a different side of the job, one that s/he likes. Most recruiters don’t have power to change the job descriptions they are recruiting for but there are more than a few ways you can sell “digital marketing manager” or “sales consultant.” Just remember that you have a brand to adhere to and that this new pitch still communicates that.
Make an offer they can’t say no to.
If 1) you do have the power to tweak the job description, or the benefits it comes with, 2) the first few steps did not work, and 3) this candidate is really worth this detour, then by all means, revisit the initial offer and without giving too much away, add a few extras like a salary bump, additional perks, varied work options. Candidates nowadays consider work culture and benefits almost as much as the job description so this is definitely worth considering.
And that is how you ultimately win the game. Good luck, recruiters!
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What kind(s) of transformation systems(s) does X-opoly use? The transformation system that X-opoly uses in this case is Flow shop, due to the fact that X-opoly only produces a specific type of product which is the board game and the boxes What would be involved in switching the assembly line over from the production of one game to the production of another? From my point of view, in the case of the change of the design product, only the name of the nature of the next item will change, assuming that the nature of the other games is also from the real state nature (likes the one specified in the case, which is monopoly):-The Name of the game ---The name of the property-The cards of the property-The Game cards that affect the property-The games pieces (only if the costumers specifies to change the design of the game pieces) All the other items in the game remain in the same nature. So the changes in the assembly line will the continuing:-Station 1, 2, 3: Task remains the same-Station 4: only if the costumer specifies that he wants to change the design of the games pieces,