Articles & Resources

We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers. We have been publishing articles for over 40 years to address the myriad of issues encountered in the process of hiring top talent.

Addressing the Candidate's Concerns

Newsletter • volume 1 • number 2

When a valued candidate shows resistance to a job offer, it is important to classify the nature of the candidate's concern. Then you can apply the most effective response. Concerns can come up under three categories­­ – misunderstandings, skepticism, or real drawbacks. If the candidate is skeptical, try the "Feel­-Felt­-Found" formula.

"I understand how you feel about joining a company where so many others have technical degrees. Others have felt that way too. However, after they joined us, they found that it wasn't a problem for them."

Use a third-party reinforcement in the form of another employee who resolved the same concern. Ask the candidate if he or she is interested in speaking with that person. By supporting the candidate's need for objective information, the concern is more likely to be resolved.