There are three areas to overcoming resistance – knowing when an objection has been raised, knowing how to deliver your response, and knowing what specifically to say in your response.  Remember that your audience is hip to the game – they can sometimes predict your rebuttal even before you have a chance to deliver it. 

Ever noticed that if you give those you are close with the opportunity to open up about how they are doing in life, in their career, with their spouse, with their family, or financially, that they can immediately rattle off numerous things they wished were different or that they are dissatisfied with?  However, when making recruiting calls into your market, all of a sudden – everyone is happy!

"How much or what does the position pay?" is one of the second most voiced objections that you as a recruiter have to learn to address with candidates. Most would suggest to never disclose a compensation range early on, because no candidate ever views himself or herself as average.  Therefore, when you throw out a salary range, the candidate will only hear the top end of the spectrum. 

How easy is this question to answer?  “Our database” or “the Internet” or “it’s confidential” all seem like straightforward responses, but take a moment and consider the possible missed opportunity that exists if you simply declare the originating source.  Review the responses in this NLE Library section and recognize that in most, the answers are delivered in a way that could elevate your level of being perceived as in industry expert, as well as pat the candidate on the back at the same time. 

This response can take a variety of paths – it could be completed with "…until I get my promotion, or raise, or bonus, or the current project I'm working on is complete, or until my kids graduate this year, or until my spouse finishes his assignment…".

The reasoning behind not wanting to relocate can be backed by many logical explanations!  These could range from health or family obligations, to a destination that is not in alignment with what the candidate wants or needs, to a misunderstanding as to the types of opportunities that exist within the current location.

Perhaps the best way to help a candidate overcome the objection of "having had a bad experience with recruiters in the past" is to encourage due diligence. This clip highlights the possibility that a simple investigation and verification about someone or something can easily validate making a correct decision.