There is nothing worse than to recruit the perfect candidate, only to have them say, “I appreciate your offer, but…” That word “but” is like a dagger through your heart when you think of the time and effort you’ve dedicated to recruit this perfect fit.
Nearly half (45%) of job candidates turn down a job offer because they weren’t impressed by the company during the interview process.
Realities in today’s competitive job market all but guarantee that candidates will:
- Reach out to their professional and personal networks for job leads
- Change priorities throughout their job search
- Apply to Job Board Ads and website postings
- Network on Social Media
- Possibly shop your offer or use it to obtain a counter-offer
You can’t control the actions of candidates, but there are eight actions you can take to improve the number of extended offers that are accepted, without hesitation.
1. OBTAIN A SPECIFIC TARGET DATE TO FILL
Timing is a critical element of recruiting the best talent. Whenever possible, streamline your interview process and set a specific target date to fill the requisition. You now know which requisitions should become your top priorities and when to begin your recruiting process.
2. USE PERCENTAGES TO CLARIFY DETAILS
When you are obtaining a requisition, break the job down into percentages. What percentage of time is spent on which area of responsibility listed on the requisition. Do the same when you interview candidates.
Never assume that what a person is currently doing, is what they want to do in their next job. Often there is one area of responsibility that they do not enjoy, and this could be a main area of responsibility for your job. The could prevent an apparent “perfect fit” from accepting your job offer.
3. CONDUCT A GENERAL NOT SPECIFIC FIRST INTERVIEW
I always compare the first interview process to a first date. You are a stranger this candidate doesn’t “know” or necessarily “trust”, so answers are often guarded. If you have a specific job in mind, questions can be inadvertently slanted, to determine if this person is a fit for your requisition.
If you conduct a general interview, without a specific job in mind, you have a better chance of determining what is most important to this candidate. Also ask one important question “What would you change about your current job if you were your boss?” the answer to this question provides you with the real reason this person is interviewing.
4. ASK THE SAME QUESTION, IN EVERY SUBSEQUENT CONVERSATION
We deal with human beings on both sides of the hiring process which can be challenging. To avoid surprises always ask your hiring manager and candidate the same first question with every subsequent conversation, “Has anything changed since the last time we talked?” Their answers can change your actions on their behalf.
5. STREAMLINE THE HIRING PROCESS
Whenever possible, combine interviews to streamline your hiring process. Also, make sure everyone in the hiring process is on the same page and has signed off on your requisition. Delays often sabotage your chances of extending an offer that will be accepted.
Too often, the requisition used for the past hire is given to you. However, the candidate currently in the job, had talents that their direct report utilized, and these are not listed. Clarify any changes or additions to each requisition before you invest your valuable time recruiting.
6. IMPROVE THE CANDIDATE’S EXPERIENCE
Keep your candidates informed and if they are screened out, inform them immediately. Promote your company, retention percentages and share why you work for the company with candidates being considered. Also, share testimonials from current employees.
7. QUANTIFY ANSWERS
When testing level of interest or critical answers, ask, “On a scale of 1 to 10, 10 being the highest score, what would you rate your level of interest?” Numbers prevent confusion and clarify answers.
8. SELL AGAINST COUNTER-OFFERS
Ask candidates what they would do if extended a counter-offer. Write down exactly what they say and when they are extended a counter-offer read their words back to them and also remind them of the five things they’d change if they were their boss. Those answers refer to more than money and a promotion, which defines a counter-offer.
For more information on this topic, review a free lesson from one of my LinkedIn Learning Courses titled: Reveal Current Hot Buttons of Candidates
https://www.linkedin.com/learning/interviewing-a-job-candidate-for-recruiters/reveal-current-hot-buttons-of-candidates?trk=insiders_5031502_learning