The Attractor Factors of a Closer

At first swipe, this may sound like an article about professional grooming and dressing for success. 

Sorry, the fact is that some of the best closers are not going to be cover models for GQ or Elle.

 They are however very obsessive about being "attractors" in all they do to close their placements.  In that, I mean they work from the inside with both parties seeking a sound understanding of what the real criteria is by which the decisions to extend and accept an offer.  They are down to the basics on the front end of their interface with all parties so the insights they gain are not influenced by an emerging or present offer phase.

 When defining the candidate prescription with the client, they expand parameters, both in terms of compensation and qualifiers.  Many recruiters do this much.  However, the “attractive” closer will probe deeply to learn the associated and realized “costs” that are ongoing until the candidate they seek is onboard.

Most clients do not instinctively perceive the true value of this. They educate their client on the essential nature of these insights in creating an “attracting” vision of opportunity for deliver to potential candidates.  In fact, 99% of professionals are at work, not answering “ads” and “employment billboards in the desert”.

 A great consultant makes an equal effort between probing for the costs while selling the importance of knowing the scope of the “problem(s)” that exist due to the open position projects remaining unaddressed. The qualifying consultant clarifies that he/she is functioning as an extension of the client to the talent pool. 

This insight becomes critical when the client balks on an offer because they are not “connecting the dots” between a continued search for a more perfect “fit” and the mounting cost of the unfilled position.  Consummate client closers recognize the advantage inherent in positioning themselves as consultants who solve the problem versus recruiters who send the resumes.

 On the flip side, the rules are the same and the techniques similar.  Candidate closers seek a total understanding of the candidate’s motivations, values and current employment deficits. Armed with this insight, they are consistently able to influence the candidate’s actions in both interviews and their ongoing analysis of the employer, opportunity and `environment. 

The best closers are always the best qualifiers. This does not refer to creating a powerful argument posed in a re-written resume rather it denotes their continuing efforts to discover all the obstacles to acceptance.  Objections and obstacles are like infections. If ignored, overlooked or just simply missed, they can fester into incurable deal killers.

Attracting the keen eye of the discerning and highly qualified candidate demands a breadth of insight beyond that of common recruiting practices. The attractive recruiter knows this and applies this advantage every time.

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BIOGRAPHY

Doug Beabout CPC CSP brings over twenty-seven years of expertise in top production, personnel services firm ownership, and industry training. His reputation for training excellence has placed him, repeatedly, as a guest speaker for the National Association of Personnel Services. Doug currently works with many state level associations as a featured trainer and speaker at several state conferences. He is a business consultant to many franchised and independent personnel services firms.

Doug is owner and president of The Douglas Howard Group, a personnel and training services company. Doug works a “desk” every day and he is uniquely qualified as a personnel services industry trainer. Many of his clients have put their net worth ON THE LINE to succeed in the personnel services industry and did as a result of his training and guidance.

Doug previously held the position of Vice-President of Training and Development for SRA International, Inc. for ten years and was responsible for the establishment and success of hundreds of personnel services firms and their staff members. Prior, Doug was owner and president of a successful contingency, temporary and retained personnel services firm for ten years in Dayton, Ohio. He gained his early placement experience as a personnel services consultant in an independent firm.

Doug’s professional experience started as an officer in Strategic Air Command. He was assigned to several B-52 bomber units throughout the continental U.S. and Pacific regions. Doug has a Bachelor's degree in Comprehensive Training and Education.

Doug has held the title of CPC; certified personnel consultant (NAPS) since 1981 and is included in several Marquis’ Who’s Who publications.

His websites, www.RecruiterElearning.com and www.ResearcherElearning.com detail many of his services to the recruiters in this ongoing War for Talent. 

Doug can be reached at his Destin Florida Search Consulting firm, the Douglas Howard Group, 850.424.6933Call Doug today at 850.424.6933 or email him at trainer@recruiterelearning.com , he will take you to your highest billing goals.

Other Great Articles:

Should Unemployed Be A Pre Employment Screening Criteria?

The Simple Brilliance of ROBOCRUITER – The Pre-Qualifying

The Employee Experience: Candidacy

Job Boards vs. LinkedIn?

Cultural Fit: Considerations Before Interviewing

Storyboard Your Recruiting Script

2012: Ready…Set… HOLD!

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