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Ok, let’s dive in for today. What’s Cooking?

Candidate Feels Bad About Leaving…

Your candidate has an offer and he starts to waver.

His reason is that he is on a project and leaving it halfway seems bad.

This is a common concern among many candidates who were not prepared mentally for the new job offer. They may have interviewed thinking it won’t be that easy, or that fast.

No matter the reason, their concern is genuine!

It shows a sense of responsibility.

As a professional recruiter, this is where you stay calm, and focus on value adding to your candidate and your client. Let me show you what you should do.

The Present, The Future

While it is easy to empathize with your candidate’s emotion, the truly helpful thing is to provide objective career consulting that takes care of the present and the future.

Their concern relates to their current reality - that they are saddled with responsibilities that can’t be ignored.

Yet their future self depends on the decision they make now. If they pass over the opportunity, when will the next one come by? No one knows.

The Perfect Handover

This method is known as the Handover Close.

When people are caught up in their concern, they cannot relate properly to the resources available to them. In this kind of situation, the responsibility concern is well taken care of by the notice period.

Let’s break it down so that you know exactly what to say and why.

At resignation, it is reasonable to expect a proper handover. This means using the notice period to organize and communicate effectively to the team what they should follow up on, and the steps. For any given level regardless of seniority, the notice period is actually sufficient time to achieve that seemingly HUMONGOUS goal.

It’s your job to help them calm down and use that notice period effectively.

In my consulting with candidates, none of them failed to execute an effective handover. There is no magic formula either. This is because when the resignation is announced, there is no more additional workload and handing over doesn’t take that much time despite earlier fears.

So this is how you help your candidate, your client to achieve win-win.

• The candidate wins because they manage to move forward in their career.

• The company wins because they successfully hired their desired candidate.

• The 3rd win goes to you because you just successfully solved a need for your client and you are going to get paid for your work.

Love this? Share it with another recruiter peer. Let’s elevate everyone’s success together.

Joo Kwang
​Author of Solopreneur’s Guide to Recruitment Business

​About this newsletter: You are receiving this email because you subscribed to my weekly TSR (The Solo Recruiter) newsletter. Every week, you learn the strategies that successful recruiters use to grow their businesses. So you can also do the same and launch your business.