Closing begins with your first candidate interaction. That’s when you should start asking yourself the all-important question: What does this person want to get out of the role, and the company, and can we realistically make it happen for them? The recruiting process needs to be designed to investigate and answer this question. […] The trick is to ask targeted questions to find out what excites them. Consider asking simple things like:
What in your career or life are you most excited about? (Never ask them directly if they are excited about the job in question. And if a ‘why’ is not inherent in their answer, then always follow up with that and see what you can glean from their response.)
Another way in: What fun stuff are you working on these days? (This is usually revealing because ‘fun’ is very relative and very different from person to person based on what they truly enjoy.)
[…]If you hit a wall and can’t suss out a candidate’s driving interests at all, try asking what they’ve gotten out of their previous positions. What are the most important skills, assets, or experiences those roles yielded? Pay close attention to the choices they make.
[…]few motivations are bad. It’s not a matter of looking for one over another, but rather developing the interviewing intelligence to frame the role in a way that will resonate for that candidate.
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