QUALIFYING
Identifying what is important to a candidate will help you better sell the position to them. Below is a list of some things your candidate may value in an employer.
| TOTAL COMPENSATION & BENEFITS | |
| MedicalDentalVisionShort-term disabilityLong-term disabilityPet insuranceEmployee discountsEmployee assistance programsLegal assistance programs | SalaryBonus (Sign-on, annual, commissions)401kPaid Time Off (PTO)Education ReimbursementFlexible work schedule (remote work)Travel opportunities |
| TOTAL REWARDS | |
| Growth opportunitiesCommunity volunteering Company culture | Flexible work schedule (remote work)Travel opportunitiesRecognition |
Not all candidates will value the same things when they are considering total compensation for an employer. For example, if the opportunity you are presenting has great health benefits, in most cases that would be an excellent selling point. But what if the candidate you are speaking to has 100% paid healthcare through their spouse? In a situation like this, spending a lot of time talking about the fantastic health benefits the opportunity offers may not be the way to get the candidate excited about the position.
You can learn more about what their needs, wants and what they value in an employer through effective questioning.
People make agreements to move forward with utilizing your services based on emotion and rationalize their decisions with logic. The two primary motivations for selecting – or not selecting – your services are:
- Desire for Gain
- Fear of Loss
The desire for gain is a quest for an improvement of some kind. The fear of loss crops up when prospects worry about making a mistake or getting stuck with goods or services they don’t really want. Our job is to identify the need for our service and offer the best solution for their need. The way we ensure we take a problem-solving approach is through the process of asking Discovery questions.