**Career job information for job seekers and find good employment job
Part III: Closing
At this point, a great deal of information is now known about the candidate. Assuming that the candidate is a good fit for the position, the closing should help convince the candidate to accept an offer.
1. Is the job title and level of responsibility what you expected?
This helps to uncover any issues that the candidate might have.
2. The job position should be pretty challenging. Do you feel you're up to the challenge?
This forces the candidate to justify their qualifications for the position. In combination with doubts planted earlier, the candidate should feel a certain lack of confidence that they will get the job. This tips the
interview process in favor of the interviewer.
3. Why are you leaving your current company?
This probes for any weaknesses that the candidate might have.
4. Rather than looking for a new job, why don't you ask your current manager for....
This question is based on other information that the candidate may have given. For example, the candidate may be seeking increased responsibilities, a higher-level management role, a leadership position, a change in geographic location, etc. This question also allows the interviewer to make an educated guess as to whether a potential counter-offer situation might arise.
5. Are you actively seeking jobs with other companies? What companies? Have you received any offers from these companies? How do you rate this opportunity against those other companies?
The goal here is to find out who the competition is, allowing an offer to be crafted that will be competitive. These questions also tend to force the candidate to defend the current opportunity against the other potential offers. This helps to reinforce the benefits of the current position.
At this point, the candidate has been pushed around a bit. It's important to sum up by selling the strengths of the company and the position, particularly with regard to the candidate's background and skills.
6. If this company made you an offer today, when would you be available to start?
This helps tie the candidate down. It's difficult for most people to back out of any type of verbal commitment.
7. Do you feel that your current company may extend a counter-offer?
The goal here is to defend against any potential counter-offer. The interviewer should inform the candidate that statistics show that 75% of all individuals who accepted a counter-offer from their employer nevertheless left their companies within six months. The reason for this is that employees leave companies for more reasons than simply money. A counter-offer simply represents money, and doesn't typically address any other issues that an employee may have with their company.www.careermag.com
At this point, a great deal of information is now known about the candidate. Assuming that the candidate is a good fit for the position, the closing should help convince the candidate to accept an offer.
1. Is the job title and level of responsibility what you expected?
This helps to uncover any issues that the candidate might have.
2. The job position should be pretty challenging. Do you feel you're up to the challenge?
This forces the candidate to justify their qualifications for the position. In combination with doubts planted earlier, the candidate should feel a certain lack of confidence that they will get the job. This tips the
interview process in favor of the interviewer.
3. Why are you leaving your current company?
This probes for any weaknesses that the candidate might have.
4. Rather than looking for a new job, why don't you ask your current manager for....
This question is based on other information that the candidate may have given. For example, the candidate may be seeking increased responsibilities, a higher-level management role, a leadership position, a change in geographic location, etc. This question also allows the interviewer to make an educated guess as to whether a potential counter-offer situation might arise.
5. Are you actively seeking jobs with other companies? What companies? Have you received any offers from these companies? How do you rate this opportunity against those other companies?
The goal here is to find out who the competition is, allowing an offer to be crafted that will be competitive. These questions also tend to force the candidate to defend the current opportunity against the other potential offers. This helps to reinforce the benefits of the current position.
At this point, the candidate has been pushed around a bit. It's important to sum up by selling the strengths of the company and the position, particularly with regard to the candidate's background and skills.
6. If this company made you an offer today, when would you be available to start?
This helps tie the candidate down. It's difficult for most people to back out of any type of verbal commitment.
7. Do you feel that your current company may extend a counter-offer?
The goal here is to defend against any potential counter-offer. The interviewer should inform the candidate that statistics show that 75% of all individuals who accepted a counter-offer from their employer nevertheless left their companies within six months. The reason for this is that employees leave companies for more reasons than simply money. A counter-offer simply represents money, and doesn't typically address any other issues that an employee may have with their company.www.careermag.com
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