As part of our hybrid executive search practice (we integrate our Performance-based Hiring training into a real search project), I’ve noticed that high-demand candidates are starting to get multiple opportunities. This could be a sign of an upcoming improvement in the hiring market. If so, it means that advanced recruiting skills will soon become more important in hiring the best talent. One of the most important of these is not to take a “no” or its equivalent “not interested” at face value when a candidate invokes it. To get your message heard, you’ll need to break through this mental blockade. One way to do this is to use the “AGM – strategy vs. tactics” technique.

AGM in this case refers to “attention getting mechanism.” You need something to get the candidate’s attention, since the real reason for the “no” is not lack of interest, but the person’s desire not to talk to you, for one reason or another. One technique I suggest is to just respond with a “That’s exactly why we need to talk” (a Brian Tracy sales tip). Another one is to just say “Thank you. I’ve finally found someone who’s going to be hard to recruit.” Then follow with something like, “Are you aware you just made a long-term career decision with short-term information? On the chance the position I’m trying to fill represents a real career opportunity for you, wouldn’t it make sense to talk 5-10 minutes?” If you do it right, 75 percent or more of the people will say “Good point. Let’s talk.”

Of course, it’s what you do next that makes all of the difference, but at least you get the idea that recruiting top performers requires advanced recruiting skills and professionalism. Great sourcing is not enough when other companies are competing for the same talent. By the way, when the candidate agrees to talk, don’t tell them about the job. You’ll need to get them to talk first. This is what applicant control is all about, and why you should attend Recruiter Boot Camp.