What are effective strategies to negotiate with indecisive candidates?

1 Understand their motivations

The first step to negotiate with indecisive candidates is to understand what they are looking for in a job and what is holding them back from accepting your offer. Ask open-ended questions to uncover their career goals, values, preferences, and concerns. Listen actively and empathize with their situation. Show them how your offer aligns with their motivations and how your company can help them grow and succeed. Address any objections or doubts they may have and provide relevant information and testimonials to support your claims.

2 Create urgency and scarcity

Another strategy to negotiate with indecisive candidates is to create a sense of urgency and scarcity around your offer. You can do this by setting a clear and reasonable deadline for them to make a decision and explaining the consequences of missing it. For example, you can tell them that you have other qualified candidates in the pipeline, that the position is in high demand, or that the offer may change or expire if they delay too long. You can also highlight the benefits and perks of your offer and how they are unique or limited. For example, you can mention that you have a signing bonus, a flexible work schedule, or a special project that only they can work on.

3 Leverage social proof and referrals

A third strategy to negotiate with indecisive candidates is to leverage social proof and referrals to increase their trust and confidence in your offer. You can do this by sharing positive feedback and testimonials from current or former employees, clients, or partners who work or have worked with your company. You can also introduce them to their potential colleagues, managers, or mentors who can answer their questions, share their experiences, and give them a glimpse of the company culture and environment. You can also ask for referrals from your existing network or from the candidates themselves, and offer incentives or rewards for successful referrals.

4 Offer alternatives and options

A fourth strategy to negotiate with indecisive candidates is to offer alternatives and options that can accommodate their needs and preferences. You can do this by being flexible and creative with your offer and showing them that you are willing to work with them to find a mutually beneficial solution. For example, you can offer them a trial period, a part-time or contract role, a relocation package, a remote work option, or a customized compensation package. You can also give them a choice of different roles, projects, or teams that they can work on. However, be careful not to overwhelm them with too many options or to compromise your own standards or budget.

5 Follow up and close

The final strategy to negotiate with indecisive candidates is to follow up and close the deal. You can do this by staying in touch with them throughout the negotiation process and providing them with regular updates, reminders, and support. You can also use different communication channels, such as phone calls, emails, texts, or social media, to reach out to them and build rapport. You can also use positive reinforcement, such as praise, recognition, or appreciation, to motivate them and make them feel valued and wanted. When you sense that they are ready to commit, ask for their verbal or written confirmation and send them the official offer letter and contract. Congratulate them on their decision and welcome them to your company.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?