December 2, 2021
December 7, 2021
How to Extend an Offer
Extending an offer to a high-value candidate can be a nerve-wracking experience. Interview processes can last weeks, or even months. For the candidate to step back from the process at the last hurdle can be an excruciating experience. So how do you avoid this?
Here at ACELR8, we offer positions to candidates every day. No matter the industry, trade, or profession, there are a few steps that can always help you to get that offer accepted. Here, we share them all with you, allowing you to close those high-value candidates that can take your business to the next level.
Step 1: Start How You Mean To Go On
Candidate experience is a vital aspect of their chances of accepting an offer. From the first call, your prospective hires should feel listened to and informed.
Closing a candidate comes from the very first interview. From your perspective, you should be able to use your experience to understand what it will take to make the position attractive to the candidate. For the client, you should be able to understand the full details of the job to make it attractive and desirable from the first outreach message.
The best way to ensure this is by first understanding who the ideal candidate is. Take the time to fully understand the role and what experience and traits are needed. Speak with your hiring managers, find out what they want. Then, with a clear idea of what this job entails, you can pitch it more successfully and understand who is the right person for the job.
Secondly, it’s important to remember what it means to be a recruiter. Recruiters are matchmakers, facilitators, negotiators, and storytellers. They are not manipulators, liars, or second-rate salespeople. Be upfront with your candidates; they will appreciate the transparency and your sincere approach.
Trust is vital in every relationship a recruiter builds. If a candidate knows where they stand, they will trust in you and the process. This helps you attract high-value candidates and also ensures that your time is not wasted by talent that doesn’t fully understand the job roles or responsibilities.
Step 2: Know What Closing Isn’t
If a candidate gets to the final stages of an interview, it is vital that you do not overpressure them or coerce them into the job. They will either jump ship or feel pressured into the position, starting their experience with the company on a negative note.
If you have an open, transparent, and candid approach to your candidates, they will feel comfortable enough to tell you how they really feel. This helps you know whether they’re really interested in the process or just continuing out of a sense of obligation. It can also help you learn what they really want. Candidates can often feel as if they can’t mention certain demands such as flexible working, family leave, or other benefits without reducing their chances of getting the job. By you being upfront, they will be upfront with their needs too.
It’s hard sometimes, especially when you have a large number of applicants, to remember to focus and listen to each candidate and their needs. Remember to take the time to consider what this job requires, the role it entails, and who the ideal candidate may be. This will stop you from rushing interviews or decision-making processes, which can often make candidates feel ill-considered and disregarded. However, if you instead try to hard-sell them the job, they may feel pressured or commodified in the interview process.
Step 3: Listen
It may seem like an obvious step, but actively listening to what your candidates are saying is a vital step. Interviews are an interesting situation because both sides are trying to sell themselves while also trying to make it seem as if they’re not selling themselves. Listen to what your candidates say; it’s often what they see as their best values or contributions to the position. But, within the presentation of those contributions, there is also the obverse of what they want from the company.
For example, someone explaining how they took a large amount of responsibility in a past role will most likely be looking for a similar situation in the open position. It would be the same for topics like culture, benefits, and other parts of the role.
Listen to what they say, what they see as valuable. Then, you can present an offer that reflects those values. This step is strongly linked to the one above; if a candidate feels comfortable and listened to, they will be more candid and sincere on their job requirements. If you want to know the best way to offer the position to your favoured candidate, don’t just listen to what they are saying; listen behind the words that they use.
Step 4: Know Your Candidate
Due diligence and a little bit of research can go a long way in closing a high-value applicant. Take the time to find out their past roles, the culture of those companies, and how they contributed to the business’s success. Also, find out their hobbies, motivators, and interests. Are they tied to a set location? Do they place a strong emphasis on autonomy? Is there a consistent chain through all their past positions?
This helps you learn where your candidate is coming from, but also where they want to go. Then, you can work with your hiring manager and stakeholders to find out exactly what is needed to close this high-value applicant.
“Higher Salary” is not always the answer to closing a candidate.
Now more than ever, the working environment, culture, and opportunities are a vital part of a candidate’s decision to join your company. By doing your research and finding out their motivators, you can present them with an offer that best suits their desired outcomes.
But remember, accepting an offer is a two-way process. Work closely with your hiring managers and the rest of your stakeholders to ensure that you can deliver what you promised. Find out where the hard lines are and where there is room for negotiation. This way, you can find out the optimal offer that you can present to your clients.
Step 5: Be Human
It can often be easy to get lost in the song and dance of an interview process, especially if it’s a long one. Remember to take the time in interviews and interactions to reach out to your candidates on a personal level.
The first five minutes of an interview should be totally unrelated to the job - family life, weather, current events. This, along with using natural and direct language throughout the process, ensures that the candidate feels well-treated and heard. This is a vital part of creating a positive interview experience. It is also a huge benefit when it comes to negotiations and offers. By you both respecting each other, you and the candidate will have a much more positive and productive experience when it comes to the final offer. Playing hardball or being obtrusive on details of the job will, more often than not, lose you the candidate.
How ACELR8 Can Help You Close
ACELR8 offers roles to high-value executive or C-level candidates every day. Our experienced Talent Partners know what it takes to close a position. We also place a strong emphasis on candour, sincerity, and positive experiences.
By being embedded in your business, we can fully understand your company’s needs and find the right candidate to suit your requirements.
For those high value, C-level positions, we also offer an executive service - ACELR8 X. Using our connections and experience to find the right leaders for your company, our executive service focuses on sincere conversations and skilled negotiations.
If you’re just looking for advice for your own recruitment process, we also have plenty of:
But, if you want the full experience of our hiring knowledge, reach out to us today to learn more about our Academy Program.