Persuasion skills play a critical role in the recruiting industry. The capacity to sway others, present compelling arguments, and motivate action is a valuable asset that can be advantageous in various work settings. To enhance your persuasive abilities, it’s crucial to have a comprehensive understanding of the concept. This article explores the diverse categories of persuasive skills, provides practical advice on how to persuade effectively, and offers insights on how to improve your persuasive technique skills in the recruiting field.
Follow the 6 principles of persuasion:
The 6 principles of persuasion were developed by social psychologist Robert Cialdini and are widely used in marketing, sales, and other fields to influence people’s behavior. The 6 principles are:
1. Reciprocity: People are more likely to say yes to a request if they feel they owe something to the person making the request. Offering something of value or doing something nice for someone can increase the likelihood of them saying yes.
2. Scarcity: People tend to place a higher value on things that are rare or difficult to obtain. Highlighting the scarcity or uniqueness of a product or service can make it more appealing.
3. Authority: People are more likely to follow the lead of someone who appears knowledgeable or credible in a particular area. Demonstrating expertise, credentials, or experience can increase the likelihood of people following your lead.
4. Consistency: People like to be consistent with their previous actions and statements. Asking for small commitments or getting people to agree to a smaller request before making a larger one can increase the likelihood of them saying yes.
5. Liking: People are more likely to be persuaded by people they like or have a positive relationship with. Building rapport and finding common ground can increase the likelihood of persuasion.
6. Consensus: People are more likely to do something if they see others doing it. Social proof or demonstrating that others have taken similar actions can increase the likelihood of people following suit.
How to use persuasion skills in recruiting?
Build rapport: Establishing a connection with a candidate can make them more receptive to your messages. Take time to get to know the candidate, ask open-ended questions, and actively listen to their responses.
Highlight benefits: Focus on what the job and company can offer the candidate, such as opportunities for growth, a positive work culture, and competitive compensation and benefits. Emphasize how these benefits align with the candidate’s career goals and aspirations.
Provide social proof: Share success stories or testimonials from current employees to demonstrate why the company is a great place to work. Providing examples of how others have grown within the company can be highly persuasive.
Demonstrate expertise: As a recruiter, you are likely an expert in the field you are recruiting for. Demonstrating your knowledge and expertise can build credibility and make candidates more likely to trust your advice and guidance.
Use scarcity and urgency: Creating a sense of urgency around the job opportunity, such as highlighting that there are limited openings or a fast-approaching deadline, can make candidates more motivated to act quickly.
When will you need persuasive skills?
Competition from other companies: In a competitive job market, recruiters may need to persuade candidates that their company is the best choice among multiple job offers. This may involve emphasizing the unique benefits and opportunities available at their company.
Salary negotiations: When a candidate has multiple job offers, recruiters may need to persuade them that their salary offer is fair and competitive. This may involve highlighting non-monetary benefits, such as a flexible work schedule or opportunities for career advancement.
Overcoming objections: Candidates may have reservations about a job opportunity, such as concerns about the company’s culture or the location of the job. Recruiters may need to address these objections and persuade the candidate that the benefits of the job outweigh any potential drawbacks.
Convincing passive candidates: Recruiters may need to persuade candidates who are not actively looking for a new job to consider a job opportunity. This may involve highlighting the unique benefits and opportunities available at their company and demonstrating why the candidate’s skills and experience would be a good fit.
Persuading the final candidate: When there are multiple candidates for a job, recruiters may need to persuade the final candidate to accept the job offer. This may involve emphasizing the unique benefits of the job and addressing any concerns or objections the candidate may have.
Recommended Reading:
Time management in Talent Sourcing
A Christian Perspective on Talent Sourcing
Dealing with career obstacles in the recruiting field
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