Hiring the best talent, whether active or passive, requires exceptional recruiting skills. Right from sourcing to getting the candidate through the door, immense effort and money are at stake. Along with recruiters, employers are also highly aggressive when it comes to getting top talent and do not shy away from getting into bidding wars for the strongest candidates with the largest possible compensation packages.
Unfortunately, all this goes in vain, and the process begins anew if the candidate doesn’t buy what you’re selling.
So, to help you increase your job offer acceptance rate and perfect your pitch, here, I’m spilling some beans on how I ensure that a candidate always accepts my offer.
1. Stop the Churn & Close More Offers
To stop the last-minute churn and close more offers, here’s what I recommend:
- First, uncover and address a candidate’s concerns and objections at every stage of the recruiting process.
- Next, start by converting the strongest active and passive candidates into interested and serious prospects who are ultimately hired.
You should never make an offer until you’re 100% sure a candidate will accept it and that they won’t give in to another counteroffer. You can achieve this by testing a candidate’s interests before formalizing the job offer.
2. How Serious Are They About the Job?
Assuming the candidate has indicated serious interest after the first round of interviews, you can test their enthusiasm for the role with this simple question:
“When do you think you could start if we put together an acceptable offer?”
Several tests help gauge a candidate’s interest, but what I call “the start date test” is a great way to cut straight to the chase.
If the candidate gives specific details about a start date, it’s a clear sign that they’re interested. On the other hand, if they’re vague or evasive, it’s a dead giveaway that they’re not serious about the role.
3. Identify a Successful Hire with the 1-to-10 Test
Once you’ve identified a strong candidate, ask them how they would rank the open role compared to other opportunities they’re considering.
If you’ve done your sourcing and interviewing correctly, the candidate will likely rank your opening in the 8-to-9 range.
Once they reach the final stage, ask your candidate what would make them rank your role a ten among other roles they’re considering, including a potential counteroffer.
A 1-to-10 test will increase your odds of hiring the right candidate.
If a candidate is seriously interested, they’ll likely ask for more information, including details about the role, the leadership team, available resources, opportunities for career growth, and the compensation and benefits package.
Regardless of what information they’re looking for, you’ll know what you need to address to close the deal.
Closing upon a concern is a common sales technique that can be used to test the validity of any issue the candidate raises.
For example, suppose the candidate is concerned that the resources available might be insufficient. In that case, you can say, “If we can address this issue to your satisfaction, would you be willing to become a finalist for this role?”
If the candidate is vague about making a soft commitment, the concern is probably a smokescreen for a bigger problem. But, of course, if the candidate agrees to this condition, you need to clearly express how you’ll address and solve the issue they raised.
By asking candidates the right questions and putting them to the test during the interview process, you’ll have better insight into whether your offer will be accepted or rejected.
I recommend only formalizing an offer once everything has been discussed and agreed upon as a condition for proceeding.
When it comes to hiring the best talent, the end game is not sourcing or interviewing; it’s always closing the deal on fair and equitable terms!
Happy recruiting 🙂