{"id":120506,"date":"2024-01-05T14:18:00","date_gmt":"2024-01-05T18:18:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=120506"},"modified":"2024-01-11T15:10:25","modified_gmt":"2024-01-11T19:10:25","slug":"objection-handling-in-recruitment","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/objection-handling-in-recruitment\/","title":{"rendered":"Objection Handling in Recruitment: Get a Candidate to Say Yes"},"content":{"rendered":"\n

Is your job candidate having second thoughts about accepting the job? How do you handle objections while recruiting a candidate?<\/p>\n\n\n\n

Some candidates might not be fully on board with the job. If they raise concerns, you need to change their minds so they’ll accept your offer.<\/p>\n\n\n\n

Here’s advice for objection handling in recruitment from the book Who<\/em>.<\/p>\n\n\n\n\n\n\n\n

Encourage Candidates to Commit<\/strong><\/h2>\n\n\n\n

Once you\u2019ve identified your ideal candidate, you can move to the final step of the hiring process: encouraging your chosen candidate to fully commit to your job offer. <\/strong>The authors of Who<\/em> say this step starts during the interview process and continues until the employee has been employed for 100 days. This step is important because many people change their minds about accepting job offers shortly before or after their employment. Thus, they either turn down the offers or quit their new positions. If they stay in their new position beyond 100 days, however, they\u2019re likely committed and don’t need further encouragement.<\/p>\n\n\n\n

The Importance of the First 100 Days<\/a><\/strong>

Other business experts agree that it\u2019s essential to encourage commitment during the first 100 days of employment as employees adjust to the company and decide whether they actually want to work there. One study of over 50 companies found that up to 70%<\/em> of employees leave within this 100-day window<\/a>. Within this period, the first day <\/em>of employment is particularly impactful, with 74% of employees saying that their decision to stay at a company is influenced by their experiences on their first day.

Thus, the experts say to make this 100-day window\u2014and especially the first day\u2014an exciting and memorable time. You can do this by varying your methods of communication (such as meeting in-person, talking over video, and sending gifts) and planning community-building events on employees\u2019 first days so they can meet their coworkers.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Address the Person\u2019s Apprehensions<\/strong><\/h3>\n\n\n\n

The authors explain that candidates and new employees may have apprehensions about the role.<\/strong> For candidates, you address their apprehensions about accepting the job offer; for new employees, you address their apprehensions about staying <\/em>in the role past 100 days. Addressing apprehensions encourages the individual to commit by either removing their objections or offering them incentives that outweigh them.<\/p>\n\n\n\n

The way you\u2019ll address the apprehensions depends on their nature and on how valuable the person is to the company.<\/strong> The authors say most people\u2019s apprehensions fall into one or more of these five main categories:<\/p>\n\n\n\n