Every recruiter can cite conversations with prospective candidates that included phrases like, “I’m not interested….I’m not looking right now…or…I’m OK right now.” Those conversations matter if the prospect is a potentially viable candidate for a client. But those conversations, especially cold calls, sometimes end when an issue/objection is raised by the prospect but not effectively addressed. If we adopt some ideas from sales management, there are constructive ways to respond to “objections” to the “sale” of a new career direction.

In sales training, the concept of overcoming objections is a key element of training for sales production and sales success. An “objection” for our purposes is defined as an issue brought up by a prospect, often intended to end the conversation or, in some cases, to test the caller. Sometimes an objection is subtle and requires the recruiter to listen carefully for the real concern of a prospect. As recruiters, our goals in a call to a prospect are to engage him or her in conversation, potentially develop him/her into a candidate, or at least the source of a referral.

Objections can occur at any point in multiple conversations with candidates, but let’s cover a few likely objections during the first call and conversation. In the following examples, let’s assume a first call is made to a prospect.

Candidate comments:
I’m not looking…
Recruiter Responses:
I can understand your reaction. When I get a new assignment and begin contacting managers like you, I rarely talk to anyone who is actively looking. But I also find that, in some cases, they want to hear more. Can we take a moment, discuss my client opportunity? Maybe you can assist me?

Candidate comments:
I don’t want to change jobs right now…
Recruiter Responses:
I understand. Perhaps you can assist me? I am looking for an impact player with a solid background in….who can assume a leadership role in …. Any ideas? Can I send you an email with a summary of my opportunity?

Candidate comments:
I’m with a large company right now, not sure I want to move to a mid-sized company…
Recruiter Responses:
Well, there are certainly some key differences. For example, the role I am working on will call for a decision-maker, someone who can step in, lead change and make things happen. That’s not usually the way things get done a big company. Would the challenges of more responsibility and accountability be attractive to you?

Candidate comments:
I’m with a small company right now, OK with my job and don’t plan on any changes…
Recruiter Responses:
My client is a leader in the field, with excellent potential for impact on the market and industry. As you know, there are a lot of things happening in the industry and my client will be a factor. If your current employer is… making the right investment in technology …building market share….reducing operations expense…(insert key topic) then you may be OK. If not, are you open to discussion?

Candidate comments:
This doesn’t sound like it’s much different from my current job?
Recruiter Responses:
(have two or three key differentiators to share about the scope and responsibilities of the role, i.e., # people to lead, independence, decision-making, leadership, leading edge product/service etc.)

Thanks for the opportunity to explore this. Can I ask a few questions to understand what you do now, and can I show you how my client role might add to your career?

Candidate comments:
I’m OK with my job, but I am thinking about my career
Recruiter Responses:
(Have details about the client commitment to best practices, such as ....TQM, 5S, QA, Lean, Green Belt, OD, latest IT upgrade, etc, directly connected to the professional development of people in the field)

If you have a few minutes, can you tell me about your career development goals?

• Get details of interests, next steps planned
• Connect interests to client opportunity

Candidate comments:
I am not familiar with your company, so what can you tell me?
Recruiter Responses:
Have three or four selling points to highlight the company, and create the rationale for a change.

There are certainly more potential objections, but this covers some of the most frequent issues. For a generic method of handling objections, keep in mind the classic approach: Feel… Felt… Found. Whatever the candidate says, the response is:

• I can understand how you FEEL about (insert issue)
• I have often FELT that way myself when I have to deal with….
• But I have also FOUND…(respond to issue with example of someone who faced same issue and the outcome, or a personal story, or a fact based answer to the issue)

In all cases, our role is to get to a close with a candidate. Getting past objections is key to the process. Good luck with those cold calls!