{"id":999881600,"date":"2017-02-21T15:06:00","date_gmt":"2017-02-21T15:06:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=988001517"},"modified":"2017-02-21T15:06:00","modified_gmt":"2017-02-21T15:06:00","slug":"overcoming-objections-job-sourcing-process","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/overcoming-objections-job-sourcing-process","title":{"rendered":"Overcoming Objections During the Job Sourcing Process"},"content":{"rendered":"

\"\" \u201cThanks, but no thanks.\u201d \u201cI\u2019m not looking to change jobs right now.\u201d Do phrases like that sound familiar? If so, you\u2019re probably wondering why you encounter those sorts of objections when you reach out to tech pros to present job opportunities. Given the numerous surveys that suggest the vast majority of professionals would gladly change jobs for a more competitive salary or a chance to enhance their skills, it seems like they would welcome your call. \u201cEvery time we recruiters point a finger at tech pros for refusing to talk, there are three pointing back at us,\u201d said Barb Bruno, president of Good as Gold Training. \u201cAn objection is actually a buying signal, you need to reposition it as a request for more information.\u201d What can you do to get cold prospects to migrate from \u201cgo away\u201d to \u201csounds interesting, tell me more\u201d? Here are some ways to handle the five most common objections from technology professionals during the sourcing process.<\/p>\n

\u201cWhy are you calling me? That position doesn\u2019t begin to match my skills, interests, level or career goals.\u201d<\/h3>\n

One way to deal with objections is to avoid them in the first place. In this case, you can sidestep rejection by becoming a career builder instead of a job pitcher. \u201cI don\u2019t encounter that objection because I don\u2019t pitch jobs to strangers,\u201d admitted Carmen Hudson, principal consultant with Recruiting Toolbox. She thoroughly researches a prospect\u2019s background and invites them to participate in a career discussion before deciding if (and when) it\u2019s appropriate to present a specific opportunity. As Bruno noted, most tech pros are open to changing jobs\u2014they just don\u2019t want to be subjected to the hard sell. So if you pitch an inappropriate position at an inconvenient time, they are going to hang up on you. Instead of inviting \u201cno\u201d right out of the gate, schedule a convenient time to talk. \u201cYou can\u2019t have a quality conversation with someone about their frustrations or unmet career goals when their boss or co-workers are sitting within earshot in the next cubicle,\u201d Bruno said. \u201cRecruiting isn\u2019t a nine-to-five job, you need to call tech pros after business hours when they can talk freely.\u201d<\/p>\n

\u201cI\u2019m not looking to change jobs right now, I\u2019m happy.\u201d<\/h3>\n

In the sales world, this is called indifference. It\u2019s when a prospect sees no need to change the status quo. To counter indifference, reframe the objection by asking questions to gain a tech pro\u2019s interest and get them thinking about the future. Here\u2019s a game-changing example from Hudson: \u201cWhen was the last time you sat down and seriously thought about the next step in your career?\u201d Ask about the things they don\u2019t like in their current job or the things they\u2019d like to change. No job is perfect, and asking the right questions can help a prospect understand the risks of not exploring the market. \u201cThere\u2019s something they\u2019re not getting, whether it\u2019s professional development, flex time, unlimited vacation or bonuses,\u201d said Jason Johnson, chief marketing officer for Qualigence. \u201cGet them talking about the stuff that really bothers them.\u201d Supplying tantalizing information about compensation, emerging roles or marquee companies that are hiring may also pique a candidate\u2019s interest and nudge them from indifferent to interested.<\/p>\n

\u201cWhat\u2019s the compensation? My absolute minimum salary is X.\u201d<\/h3>\n

Clarifying this objection can help a candidate re-evaluate their priorities and move to a more flexible position with regard to a job opening. For instance, Bruno starts by empowering the candidate so they feel like they’re in control of the situation. \u201cI take my direction from you,\u201d she tells them. Then she restates the candidate\u2019s priorities and proposes a few scenarios to get them thinking. \u201cWhen should I pick up the phone?\u201d she might ask. \u201cIf I have a job that has everything you\u2019re looking for, but it pays $149,000 and not $150,000, should I call you? What if it pays $140,000?\u201d It is amazing how many tech pros will budge, provided that you ask the right questions in the right way.<\/p>\n

\u201cI\u2019ve heard bad things about that company. Not interested.\u201d<\/h3>\n

This objection provides the perfect opportunity to redirect the conversation toward a tech pro\u2019s likes and dislikes. Acknowledge their concerns and ask open-ended questions about their ideal career opportunity and environment. Top-performing tech recruiters don\u2019t hear \u201cno\u201d; they hear \u201cnot now.\u201d<\/p>\n

\u201cI don\u2019t work with recruiters.\u201d<\/h3>\n

To overcome this objection, you must first explore the candidate\u2019s reasoning. Did they have a bad experience? Do they think that they can get a higher salary by eliminating the recruiter from the equation? Draw the prospect out. Once you better understand their objections, you can explain how you\u2019re different or why his or her fear is unfounded. However, don\u2019t dwell on the past or argue. \u201cWhy would you go there?\u201d Hudson asked. \u201cVolunteer to research salaries or invite them to meet your executive team over coffee or get their permission to stay in touch.\u201d It\u2019s not always about turning \u201cno\u201d to \u201cyes,\u201d she added. Sometimes the best outcome is simply agreeing to continue the conversation.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cThanks, but no thanks.\u201d \u201cI\u2019m not looking to change jobs right now.\u201d Do phrases like that sound familiar? If so, you\u2019re probably wondering why you encounter those sorts of objections when you reach out to tech pros to present job opportunities. Given the numerous surveys that suggest the vast majority of professionals would gladly change […]<\/p>\n","protected":false},"author":132,"featured_media":988001517,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2154],"class_list":["post-999881600","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sourcing-candidates"],"acf":[],"yoast_head":"\nOvercoming Objections During the Job Sourcing Process - Dice Hiring<\/title>\n<meta name=\"description\" content=\"\u201cThanks, but no thanks.\u201d \u201cI\u2019m not looking to change jobs right now.\u201d Do phrases like that sound familiar? 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