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A second set of factors, the "push" factors, are those unattractive attributes about the present job situation which will tend to motivate the candidate to consider an employment change. These might include unhappiness with an immediate superior; geographic location; lack of company growth; the political atmosphere; restricted authority or autonomy; or a host of other factors. While none of these necessarily motivate an individual to take a specific job, they do tend to put a person "in play" with less effort.
Where significant push factors are present, they, too, need to be reinforced throughout the process -- not directly but, rather, by discussing the contrasting positive aspects of the proffered position. The easiest recruitments are those in which there are significant push and pull factors operational. The most difficult recruitments are those in which there are virtually no push factors and where the pull factors are few.
UNDERSTANDING CANDIDATE BEHAVIOR
Certain predictable behavioral tendencies will, when taken into consideration by the recruiter, make candidate behavior more understandable and can enhance control of the recruitment process. The two most significant behaviors are inertia and skepticism.
Inertia
Every executive has some tendency to inertia. Even those who are outstanding contributors to their present organization will experience some anxiety when invited to change employers. Certain positive aspects of every work situation -- from functional autonomy to geography -- may make an executive slow to respond positively to a new position.
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