The first 6 months – what we’ve learnt

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The first 6 months – what we’ve learnt

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It’s been 6 months since the launch of FryerMiles and I’m so incredibly proud of what we have achieved in this time – it’s been a fantastic journey so far with plenty more ups than downs – long may it continue!

Trying to establish a ‘name’ in the world of recruitment, up against so many well-known recruiters, sees us working harder than ever to ensure we source the very best candidates for the clients we work with. It’s a candidate-led market out there; top tier candidates are hard to come by, and even harder to convert. But of course, we relish the challenge!

So, what have we learnt?

We thought about this and worked out some of the ‘rules’ we live by at FryerMiles that have really contributed to our success to date. Negotiating ability is key when you’re competing against counter-offers and competitive opportunities from established names within the industry, never mind competing against the candidate’s current job – which they might be reluctant to leave.

How do we ensure we get the perfect candidate to convert to that perfect role?

1. Don’t accept an immediate “no”

If you’ve done your research, then the person you’re calling is perfect for the role you’re working on. But what if they say they aren’t interested in changing jobs? That’s ok. We tell them we don’t handle ‘jobs’ at FryerMiles, we handle amazing career moves for our candidates – because that’s the truth. Unsurprisingly, they invariably want to know more about it.

2. If they can answer “no”, you’re not asking the right question

If you asked a great candidate whether they’d consider a new job, only a few would say yes. But if you asked them if they’d consider a move from their current job, to a role that is far superior to theirs, and one that puts them on the right career trajectory for the future, would they still say no?

3. Deal with any other objections

Can you overcome their concerns? If you really can’t, then you can at least chat with them for networking purposes – great candidates often know other great candidates after all, and building a network is crucial to finding the best people.

4. It’s about more than money

Yes, the salary is important, but it’s not the deciding factor for many candidates. Work out what else they will get – whether that be career growth, satisfaction, influence or perhaps even a better work/life balance. There is usually far more to a candidate’s decision than the money, so finding out what motivates them, and then aligning that with a role that ticks those boxes, is often the key factor.

5. Build and nurture the relationship

It’s a cliché, but it’s true. If you build a solid relationship with a candidate, you’re halfway there. How? Get them to do the talking, not you. Lead the questions, but make sure they are given the opportunity to provide well-rounded answers – learn about them, who they are, what they do and, more importantly, what matters to them!

6. Get them to compare

After they’ve been for an interview, ask them how it compares to their current role, or other opportunities they are considering. Use a 1-10 interest test, if it is helpful to do so, that way you know where your vacancy sits in comparison to others. You now have the opportunity to strengthen the weak areas and address any issues before making an offer.

7. If you don’t think the offer will be accepted, don’t make it

You know you’ve got a great candidate, and you know you’ve got a great role, but if the offer isn’t up to scratch then there isn’t any point in making it. Top candidates know their worth, ensure they are getting the offer that they deserve – if you don’t, you risk losing their interest straightaway.


It all sounds so simple, but in reality, it’s harder than it seems. Hiring any great candidate is hard – they nearly always have options – but at the end of the day, if you’ve got a top role, then putting the effort in to secure a fantastic candidate is definitely worth the end result.

Leo Miles |  Director | FryerMiles





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