How NLP Can Boost Your Results in the Recruitment Industry by Watt Works Consulting
Recruitment is all about selling. Selling yourself, selling the job you are recruiting for and selling your candidate as the right person for the role.
People only buy in to a company or role when they have gone through some sort of internal process that allows them to conclude that it is right and valuable for them – in short, they have become convinced. Being able to understand and detect the way individuals you are dealing with on a daily basis come to form their decisions (the process they go through internally) means that you can adapt your approach to suit each individual and therefore achieve greater success.
The Convincer Pattern, as it is known in NLP (neuro-linguistic programming), is one of a number of what we call ‘meta-programs’ which are essentially mental filters. Being able to detect and understand the ‘filters’ or ‘meta-programs’ that individuals are using gives us a way of assessing how individuals need to receive and process information to enable them to make decisions that are ‘right’ for them. In other words it can give you the edge in recruitment because you can understand how to communicate and sell more effectively to each client and candidate.
Examples of Convincer Patterns and how they might translate in the recruitment industry include: - • Some have to see in order to get convinced: e.g. your company’s website, a face to face meeting or a client’s website for a role you are recruiting for • Some need to talk to someone about it in order to get convinced: e.g. a phone call with a candidate about a job role as opposed to an email • Some need to try something out first and have a test drive: e.g. a trial run with a new client for a position they are recruiting for before your company become their preferred recruiter • Some need to evaluate the idea in their mind for a certain number of times in order to get convinced: e.g. sending a client a CV for review over a few days • Some people like to understand things in great detail before making a decision: e.g. a candidate may want a detailed job description • Some need to think about it for some time: e.g. a client may need to mull over candidate’s CVs for a while to evaluate their suitability • Some need to hear from others who have experienced something or someone in order to be convinced: e.g. a new client you are pitching to may want to speak to some of your existing clients
If you observe, listen and note carefully your client or candidate’s responses or comments it is possible to understand what their Convincer Pattern is e.g. if a candidate asks you for a detailed job description by email to look over, you can understand that they need to see information and evaluate it before coming to a decision. Is this sometimes frustrating to you when you are pushed for time? Perhaps the question – “How long would it be useful for me to leave this with you before getting in touch again?” could save you some chasing. This is just a small example of how understanding convincer patterns can not only help you to sell better, but also reduce your stress levels and wasted time by creating more realistic expectations of other people’s potential reactions.
Think for a moment or two about how well you and your agency are catering for the different Convincer Patterns of candidates and clients. How many ways do you have for providing information about available positions to candidates? Do you simply send them an email with an attachment? Send them a URL link to your website? Do you pick up the phone and chat with them? Do you arrange a face-to-face meeting to talk about things?
In terms of recruitment, time is a precious commodity and often there simply aren’t enough hours in the day, so being able to use NLP techniques such as this Convincer Strategy, can help you identify quickly what approach you need to take with a client or candidate in order to get the sale.
This article was produced by Watt Works Consulting who are experts in the field of NLP and provide consulting and training to companies in a variety of sectors including Recruitment, Higher Education, Banking, Retail and Local Government.
