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Mr. Employer – Now’s The Time To Sell Candidates The Position – By Philip H. Kemper

Super EmployeesWho would have thought it possible? Through a terrible recession that saw positions scarce across the marketplace– the job market today, with its ever increasing positions, is fast becoming candidate dominated. Yes, in many phases of business, the candidate is now “in the driver’s seat”. As an employer, it is now our job to land that candidate, amid strong competition, and the successful outcome often depends on how well we “sell” the position.

Have you ever been disappointed when your #1 candidate for an open position turned you down? Even worse, have you ever felt that the turn-down might have been your fault? Maybe you weren’t enthusiastic enough about your own opportunity. Maybe you didn’t paint a clear and optimistic picture for your candidate to get excited about. And, guess what the answer is— you needed to “sell the sizzle even more than the steak”. Here are 3 tips to help you sell your position (and sizzle) to candidates:

  1. Give Them the Buzz

Remember the song from “Jesus Christ, Superstar.” “What’s the buzz? Tell me what’s a’happenin’.” That’s what you have to do. Give candidates the “buzz.” Focus specifically on these two areas:

  • Your Company — Don’t assume that your candidate has read your website thoroughly, or the local business news, or is even tapped into the people who would know the exciting things going on in your company. Tell them the story yourself. If you need help from your marketing or PR professionals to put a “spin” on it, get it. Have recent press releases ready to show the candidate, or even a short PowerPoint might do the trick. Give full weight to the company’s successes and show how you plan on leveraging those successes into the future.
  • Your Industry — Whether you’re in a fast growing industry, or an industry that’s reinventing itself, give the larger picture of what’s happening and how your company fits in. If you plan on being an industry leader soon, or are giving the acknowledged industry leader a run for its money, share that information, too.
  1. Tell Them How Important the Job Is

People always want to know how they fit in. Here’s your opportunity to show the candidate how their new job fits into the future success of the company. Show them where the job fits in the strategy. Show them an organizational chart if you have to. Get them excited about the contribution the job makes to the success of the organization. And finally—show the candidate that this is a career position.

  1. Tell Them Your Plans For The Future

Here is where you “paint the picture.” Give your candidate a clear and enthusiastic view of where the company is headed. Emphasize very strongly the opportunity that lies ahead for the company. Tell them about the talented senior management team and why they are there. Show them they will be joining an exciting company and a team that has a clear vision of where they are going (something everybody wants!).

Make sure you tell them these three important things before you get into the heart of your interview. You’ll have excited candidates (and potential employees) who can share with you how their skills can fit into the picture and get you the results you need!

Philip Kemper is founder/president of Kemper Associates, a 40 year old Chicago-based national executive search firm, specializing in Permanent and Contract staffing for Trade Shows and Exhibits, Staging and Equipment Rental, Business Meetings and Events Production, Video, Training and Incentives and more. His more complete bio is on LinkedIn at: http://www.linkedin.com/pub/philip-kemper/2/795/308/. You may view Kemper Associates’ web site at: www.Kemperassociates.org , and contact Phil with questions or comments, and employment needs at: Kemperassoc@hotmail.com, or his private phone line: (312) 944-6551.

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