Master Your Ability to Match

June 10th, 2016
Matching is the most difficult skill to master, no matter how many years of experience you possess.  It is difficult for rookies in our profession because they do not have interview experience. They also don’t possess the firsthand knowledge of clients and the criteria which must be met.

Experienced recruiters often feel they know who their clients will hire and as a result pass on many candidates who could get hired.  It’s no coincidence that each time an experienced recruiter left my company, we always increased the volume of business we did with their established clients.  That is why you so often hear me say, “When in Doubt – Send them Out!” Let your clients decide who they will hire.

You need to conduct a general vs specific interview. You don’t have one specific job in mind, but you do want to obtain information which will help you package this individual once you do make an appropriate match.

Weekly Matching Meeting 

It is very effective to have a weekly matching meeting.  Each person on your team discusses their top three candidates and provides your entire sales team with their hot buttons and career goals.  Senior recruiters on your staff can help others learn the art of matching when they match candidates presented to current opportunities.  They might also offer to market candidates into one of their top clients.

Prime Candidates To Interview 

During your initial interview, explain to your candidate that sometimes it takes them going on an interview to determine what they really want. Tell them you take your direction from them, which will encourage them to share more information with you.  Initially, you only have information they will share with a total stranger they don’t trust.  As their trust level improves, you will obtain more accurate information.  Often, they will agree to interview in an attempt to fine tune their search.

Make Matching Easier 

Numbers leave nothing to the imagination.  This is also true with matching.  When you are interviewing candidates, find out what percentage of their time is spent doing specific functions.  Then find out how much time they would like to spend on those functions in the future.  Don’t assume for one minute that what they are doing now is what they want to do in the future.  In today’s market, candidates will actually change their careers 5 – 7 times throughout their lifetime.

It is just as important for the individuals working the client development side of the placement process to ask for percentages when writing job orders, contracts and assignments. This will make matching simple for everyone working the candidate side of the placement process.  Percentages give you a much more precise understanding of how your candidate will spend their time on the job.  It also assists with your prep.

Additional Technique 

Use numbers when you are trying to determine level of interest.  A scale of 1 – 10 provides you with a much clearer understanding of the level of interest.


There are two basic questions which do uncover the hot buttons of the candidates you represent.
  1. What five things would you change if you were your boss?  This provides you with the real reason they will make a change.
  2. Why have you made changes in the past and what must be there for you to make a job change today?  People are creatures of habit and unless there has been a major event in their life, their future decisions will mirror their past decisions, which also helps you match.
Bonus Tip One Stop writing and working bad orders, contracts and assignments. Bonus Tip Two Focus on the 5% of candidates that you will place.  Provide resources for everyone else. Wish you could help 100% of Job Seekers find fulfilling jobs and save your organization time and money?  You are not paid on efforts you are paid on results. If you implement the ideas shared in this program you will become more proficient at matching which will elevate your level of success. If you enjoy Barb’s training, join her Premiere Coaching Club   Barbara J. Bruno, CPC, CTS    



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