How many times have you faced the scenario wherein you make an offer to a talented candidate and they tell you that they have a couple of offers in hand and will think about it. Does it sound familiar? Being in the recruitment field, you might have faced the pain of losing out a promising candidate to another employer.
On the bright side, if your shortlisted candidate is receiving counter offers it shows that they have above-average skills and expertise to carry out the job efficiently and you have selected the right candidate. But how do you make such a candidate accept your offer only?
You require more than your recruitment skills to win over a candidate with multiple offers in hand. The key is to avoid making these common mistakes while negotiating with the candidate.
- Many job offers are turned down by the candidates due to delay in the hiring process
- Indecisiveness on the part of the hiring manager.
- Making an offer that is not attractive enough.
Tips to win over a candidate with multiple offers in hand
We have highlighted some tips to win over a candidate with multiple offers in hand. You will note that the process of winning over such candidate starts well before you make an offer to them.
1. Be upfront and sell your employer brand
Right from the moment the candidate comes for the interview, make it a point to close the deal with them. By closing the deal, we mean creating a brand image that makes the candidate want to join your organization. It is often said that if the deal is too good close it before it goes dead. The best thing to do is to highlight your career site in such a way that it becomes the biggest selling point.
This can even start from the moment the candidate sees your job ad on a job portal. Make sure that your employer brand is highlighted in such a way that cannot be ignored by the candidate. Always highlight the benefits that the candidate can derive from your organization once they join. Try to close the deal throughout the hiring process. When you sell your employer brand the correct way, it puts you on top of their list of offers as they thoroughly understand the value and benefits that your organization has to offer.
2. Reduce the length of the hiring cycle
It is important to schedule interviews quickly once the resume of the candidate has been shortlisted. Ask for work samples prior to the interview so that it takes you lesser time to take the decision. When you are dealing with multiple candidates, schedule multiple interviews on the same day. Remember, the more time you give to the candidate for making the decision, the less likely they are to take up your offer.
3. Take the candidate’s wants into consideration
It is important to know what the candidate is looking for in the next job. Ask them in detail about the benefits and perks that they are looking for along with the things that they wish for in their next job assignment. Inquire as to what type of manager they want to work for; how many hours they want to work; whether they are looking for flexible work timings; any additional training that they want, etc. These details will play a critical role when you place an offer to the candidate after considering the different things that the candidate is looking for in their next job.
4. Never offer a pay package that is lower than the market prices
Saving some money on the salary of a talented candidate at the cost of losing them is not really a good deal. If you are looking to hire a great talent, you will have to compensate them well, most of the times, more than what the competitor is offering. While making the offer yourself, never make the rookie mistake to assume that the salary that you have offered is good enough for them. Do some market research and then come up with a competitive figure that can lure the candidate to your offer.
5. Act promptly while making an offer
Always make the offer as soon as possible. Never wait for the right time as there is nothing like a right time. For example; it is 18:00 and you get a positive word from the client about the candidate. Do not wait till tomorrow. Call the candidate immediately and tell them about the offer. You can send them the written copy of the offer next day. This will give the candidate sometime to think about the offer and they will also not feel like being rushed.
6. Dig out relevant information from the candidate about the other offers
If you have already made an offer to the candidate and they have told you they are considering other offers as well, ask them about the details about the other offers. You can inquire about the benefits, work environment, salary, and their likes and dislikes about the job opportunities in hand. Ask them about the deciding factors. Get as much information from them as possible. Ask questions respectfully, letting them know you understand the level of competition.
7. Give them a feel about the benefits of working in your organization
Invite the candidate for lunch and give them a tour of the office they will be working in. Introduce them to the key people. Show them places where they can relax. Make them feel the positive energy in the work environment so that they want to work in the organization.
8. Promote open and continuous communication during the entire recruitment process
When you are continuously in touch with the candidate during the recruitment process and answer their doubts quickly, they feel secure about the job in the organization. With the help of an efficient recruitment software, you can easily send emails to the candidate during each and every stage of the recruitment process. There are certain software platforms that provide the functionality of an automated personalized email response that makes you stay in touch with the candidate at all times.
In the end, remember, winning the candidate with multiple offers in hand requires lots of hard work. But, don’t discount the role of luck in making them turn their eye in your direction when it really counts.
Note:- This article was originally published on – https://www.talentnow.com/the-art-of-winning-over-a-candidate-with-multiple-offers-in-hand/
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