Has it ever happened, after months of looking, to finally find that exceptional talent? To offer them a big paycheck only to have the candidate reject it. You’re left wondering, “What did I do wrong?”
When it comes to convincing a candidate to join your company, many recruiters/employers believe that cash is king. Although a big paycheck is an important component in attracting top talent, the truth is that most candidates seek something more out of the workplace.
In recent years, perks like flexibility at work, opportunities for advancement, and company culture have become crucial for attracting and retaining talent. These benefits can help you impress talent, ignite candidates’ interest, and convince them to choose your company over your competitors.
So, if you’re a recruiter or an employer who wants to win the war over exceptional talent, you’ll need to attract job seekers with something more than just a fat paycheck.
I’ve outlined 5 of the best strategies for luring in top-of-the-class employees and convincing them to say “yes” to your offer.
1. Ask what each candidate is looking for in a job
You can spend countless hours asking the wrong interview questions like preferred salary and vacation time during an interview. However, a few interviewers ask the candidate the right question which is, “What truly motivates you as an employee?”
You need to try and find out what would convince them to say “yes” to a job offer. Here are a few possible questions that can draw revealing answers:
- Can you describe the work environment or culture in which you are most productive and happy?
- What’s missing in your current company?
- What’s missing in your current role?
- Can you tell me about the job position that satisfied you the most?
- What career goals have you set for your life?
- What is your preferred work style? Do you prefer working alone or as part of a team?
These questions will help you find out what motivates your candidate at work. Because let’s be honest: everyone is motivated by something. It can be a friendly team, a big paycheck, or a purpose-driven company. You’ll discover what your company needs to offer to a candidate in order to close an offer and make them part of your team.
2. Discuss your company’s commitment to meet its criteria
Once you discover what motivates your candidate, you’ll be ready for the second step: discussing your readiness to meet their criteria. What’s the point in asking about their preferences if you’re not willing to meet them?
Now it’s your chance to confirm your commitment to attracting top talent. But only if you’re 100% you want to hire that candidate. Reiterate your company’s willingness to meet their financial criteria, bonus opportunities or profit-sharing. Also, make sure everything is outlined in the final job offer.
3. Sell your company
If you plan on hiring top candidates, you have to sell your company to them. Take the time to work on your elevator pitch to potential employees ahead of time and come to the interview prepared.
For example, if the candidate tells you that there’s a lack of flexibility at their current company, emphasize how your company offers remote work or part-time work options. Or, if they comment on the lack of career advancement opportunities, don’t miss informing them of how your company offers training and mentorship to its employees. Every little detail will stimulate the candidate to see themselves working at your company.
Here are a few more fantastic ideas that might motivate the candidate to leave their current job and join your company:
- Is there some awesome thing your company did recently? Maybe you organized a Hackathon or an amazing team-building activity? Show the candidate. Use videos and images to let them peek behind the scenes.
- Customers are a sign that your company is successful. Talk about them and show them off.
- Has the story of your company appeared in any relevant publication? It never hurts to show the candidate that people are interested in your company.
- Convey your core values, your mission statement, or anything that your company swears by. Make sure your candidate knows that you’re continually working towards your goals and values.
4. Create a friendly environment
If we’re speaking frankly, interviews can be stressful, no matter how confident a person is. Any experienced recruiter has witnessed an exceptional candidate falling victim to the tension of the situation.
It’s in everyone’s best interest to create a friendly interview environment that is relaxed and welcoming. As soon as your candidate walks into the room, tell them that this isn’t a traditionally formal interview where you’ll discuss their CV. Let them know that you want to hear about who they are and their life and career goals.
Another great strategy would be to have them meet the team. Give them a tour around the office so they can meet your top-notch employees and engage in fun conversations. This will help picture themselves working for the company. If you can, include the CEO in the tour so that the candidate can meet and greet the “big boss”.
By creating a stress-free interview environment, you’ll encourage candidates to be themselves and entice them to join your amazing team!
5. Give them time to consider your offer
Congrats! You’ve completed the first four step! After this point, there’s not much to do besides waiting for them to consider your offer. However, don’t be one of those recruiters who wants a candidate’s response in a day.
Don’t pressure them into giving you an answer. Any candidate will start to feel annoyed if they feel rushed. You need to give them plenty of time to think and come up with what they think it’s best for their career.
Follow up when you agree you will, and keep the conversation warm but not smothering. At the same time, don’t wait too long. If you play it too cool, the candidate might think that you’ve lost interest in them and decided to go with another person.
Final Word
And that’s it! That’s everything you need to know to convince a candidate to accept your job offer. By following the steps mentioned above, you’ll show your candidate that you care and will go a long way to make them part of your company.
Ready to make an offer they can’t refuse? Keep these tips in mind, and have the best candidates always say “yes” to your job offers.
