The Candidate Does the Closing
A Sales Mind in a Technical World
John Lewis was a recruiter, trainer, and manager. Though he held a BSEE, he thrived in the recruitment business—a field often dominated by sales-driven personalities. John had that sales instinct, along with a dry wit and a sharp sense of humor. I speak of him in the past tense, as sadly, like our friend Lou Scott, John recently passed away.
John and I mirrored each other’s journeys through this business. We both graduated from UCLA, both began our recruiting careers in 1980—he with Ron Johnson at MR Fresno, me with Ed Trapp at MR Reno. We worked technical desks, met over the phone, shared candidates, did splits, visited each other’s homes, and became friends.
We followed similar paths into training and management. I entered training first, and John followed. I left training to manage an office, then returned to training full time—while John stayed and grew as a respected office manager. Along the way, we learned from some of the best in the business.
John’s Wisdom: Let the Candidate Do the Closing
One of the best parts of being a traveling trainer is the opportunity to learn from top producers—if you’re smart enough to listen. John was a student of the business, and two of the best closing techniques I ever picked up came from him. They both focus on training the candidate to do their own closing during the face-to-face interview.
Here are two of John’s enduring techniques that I still teach to this day:
1. Closing at the Beginning of the Interview
When the candidate enters the interview room and shakes the Hiring Manager’s (HM’s) hand, they’re trained to say:
“I haven’t interviewed in a long time. What’s going to happen? Can we conclude our business today if everything goes well?”
It’s unexpected. It throws the HM off—in a good way. The HM usually replies with a direct, honest answer because the timing catches them off-guard.
That answer becomes a reference point for the candidate to use during the actual close at the end of the interview. This approach defuses closing awkwardness and sets the tone early.
2. Closing at the End of the Interview
At the end of most interviews, the HM will ask if the candidate has any final questions. At that moment, the candidate responds with:
“Well, let’s say that you offer me the position and I accept. What can I do when I start here to relieve your immediate workload?”
This question is powerful. It is:
- Assumptive: “…when I start here…”
- Company-focused: “…to relieve your immediate workload…”
- Personalized: “…to relieve your workload…”
It flips the traditional script. Instead of asking “what’s in it for me?”, the candidate asks “how can I help you?”—and it leaves an impression.
Real-World Impact
I once coached a candidate—let’s call him Dan—who used this closing question in interviews with four of the company’s top leaders. After the interview, he called to thank me, saying:
“Each person paused and gave a serious answer. I now know how to satisfy each of them. And I got the offer.”
Even when the match isn’t perfect, this close stands out. We’ve heard HMs say:
“I’ve interviewed for years. That was the first time a candidate asked what they could do for me. Most ask what we can do for them—pay, time off, perks. But this person flipped the script. I’m impressed.”
Sometimes, that impression leads to an offer. Sometimes it leads to referrals to other companies.
Either way—it works.
A Legacy of Wit and Wisdom
John Lewis was always a joy to talk to, with a sharp sense of humor and a deeper understanding of this business than most will ever gain. His techniques continue to impact recruiters and candidates alike.
Thank you, John—for everything. Your legacy lives on.
About “The Simple Brilliance of…”
The Simple Brilliance of is a series of insights and techniques from the great thinkers and performers in the recruiting field, curated by Bob Marshall over the past 25+ years.