Closing the interview is probably one of the most important stages of the process, because if you don’t leave your candidate with the belief that you are competent and trustworthy, it’s unlikely that you will build their loyalty.

 At the end of the interview, like to ask the candidate for exclusivity if the candidate hasn't registered anywhere else. This allows me time to get the candidates details out to the marketplace before my competitors do.

 At the end of the interview is I will get the candidate ready for the fact that I'm closing the interview by saying something along the lines of, “That really concludes what I need to know about you. Tell me, Mr. Candidate, do you have any questions that you would like to ask me?”

 Answer the questions and then move on to, “What I’d also like to gain from you is some feedback on my process. Could you tell me how my process compares with my competitors?" Great thanks. "Is there anything you feel I could improve on in the interview process?”

 Asking this sort of question allows your candidate, first of all, to give you some feedback on what your competitors are doing and what you are doing well, which you can use later.

“Based on what you've told me, I feel that I can really add some value here. And what I'd like to do is to proactively let my client-base know about your background, know about your experience, and what you're looking for in your next opportunity. To do that, I need to ask you for a commitment Mr. Candidate. The commitment that I need from you is that you won’t register anywhere else for the next 48 hours. That will allow me to saturate my client-base and ensure that we get the quickest possible response that we can.”

“I know agencies don't normally work this way, they normally wait for the opportunity to come in, and then try and match you to the opportunity, but I prefer to work more proactively with my candidates. I’ve found that I get better results by actually letting my client-base know about my candidates. But, in order to do that I need commitment from you. Tell me, Mr. Candidate, how do you feel about letting me have exclusivity for the next 48 hours? Great.”

 If an objection comes up, obviously overcome the objection. But what you'll find more times than not, is that you’ll actually stand out in your candidate's mind because your competitors don’t ask  these sorts of questions, nor are they normally asking for exclusivity. So immediately you have set  yourself apart.

It’s essential that you go back to your candidate within 48 hours and let them know what’s happened with the situation that you were discussing.

Controlling the recruitment process starts with the candidate interview. Work fewer candidates, work them better I say!

This is an excerpt from my new book THE ART OF RECRUITMENT 

This step is essential to a smooth process and that you remain in control throughout. Don't assume your candidate will research the company he or she is going to interview with. Give your candidates the following information as a minimum:

●      The location of the interview and the details on how to get there

●      When the interview will be held (i.e., what time)

●      Who will be conducting the interview

●      The full job brief as you understand it

●      Tips on what to expect. You may have met the hiring manager so you can tell your candidate a little about their personality or how she or he may handle the interview.

●      Ask your candidate to review the company website or give them information regarding the company

●      Refer them to a Linked in Profile of the person conducting the interview

If you have prepared an assignment specification for the client, then prepare a short document the candidate from that assignment specification. Wish the candidate luck. Ask them to get in touch with you as soon as possible after the interview. Take your time with briefing the candidate for  the interview. I have heard many stories from clients about how inappropriately briefed candidates turned up for interview. Remember, that perception is reality for our clients and we want to leave them with the impression that we have earned our fee.

This is a short exert from my new book THE  ART OF RECRUITMENT