Debriefing

Follow-up, like closing, must happen early and often for you to retain control of the process. The stone you leave unturned will grow teeth and bite you! It is during follow-up and debriefing that you look for ways to kill the placement. Of course you don’t want it to die, but uncovering hidden objections early on will save you a great deal of grief later. It isn’t easy to ask the tough questions, but the answers give you POWER... power to close the placement or walk away if it’s bad. A good placement will not go away even if you try to kill it and a bad one can’t be forced to happen.

When you took the Search Assignment, you should have determined the entire hiring process; who would be interviewing the candidate, how many interviews were necessary before an offer would be made, who would make or break the hiring decision, and exactly when you could expect that decision after the process is complete. If you have properly prepared and debriefed both the client and the candidate, you will have all the information necessary to close successfully.

Immediately after each interview, whether on the phone or in person, the candidate must be responsible for getting back to you to discuss the interview. Make sure that the candidate understands that if you do not hear from him/her within 30 minutes after the end of the interview, you will presume there is no interest and remove him from consideration. After debriefing your candidate, call and debrief the client. Use the Candidate and Employer Follow-Up (Debrief) forms and guidelines at the back of the manual to record the information. By using these forms you can tell exactly how the interview went and how to close both the candidate and the client.

The purposes of follow-up with the candidate are:

• To get a decision! Yes, I want the job; No, I don’t want the job; or I need more information (another interview).

• To determine how the candidate responded in the interview, so you can counsel him with his next interview. You will also determine how well he/she followed your direction. (Of course, you arranged a debrief call when you prepped the candidate).
• To obtain additional information about the company and about the position that you are trying to fill.

• To prepare additional candidates for the interview with that company by using the information provided by the candidates who have already interviewed.

• To obtain a decision. Yes, I want to hire your candidate; No, I don’t want to hire your candidate; or another interview is necessary.

• To focus the client's attention on your candidate. This is why the call should be arranged when the interview is confirmed, to occur immediately after the candidate debrief.

• To gather additional information about the candidate and uncover any concerns the client may have.

• To resell your candidates features, accomplishments, and benefits, and to discuss any weaknesses. In this way you can overcome any objections and close.

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