Last updated on
2024年5月14日
What are some creative ways to persuade candidates who are hesitant to accept your offer?
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One of the most effective ways to persuade candidates who are hesitant to accept your offer is to highlight the benefits of working for your company. Don't just focus on the salary and perks, but also on the culture, the vision, the growth opportunities, and the impact they can make. Show them how your company aligns with their values, goals, and passions. Use testimonials, stories, and data to back up your claims and make them feel excited about joining your team.
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I don't think anyone should persuade someone to join your organization. When you talk someone into a job they are more likely to leave that job later in today's market. There are thousands of people needing a job right now, if they are presented an offer and decline this is because they do not want to work for your organization. Move on to the next person that wants to work for you.
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As a Recruiter I believe, highlighting benefits with an attractive offer is NOT always the handiest choice. Multiple times candidates take decision to switch a job because of the toxic and unfriendly culture of the organization and they feel their personal growth has been stopped. Company's culture and candidate's fitment is very important for any role that needs to be filled in the company for their long-term stay.
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Here are some important topics to consider: → Rather than focusing on "closing top candidates" Focus on creating long-term relationships. If you create a nice candidate experience, you will create real impact. → Always remember your candidate's motivations and preferences. This will help you during the offer stage and even during the onboarding process. → Review all the steps and implement what you can do better next time!
Another way to persuade candidates who are hesitant to accept your offer is to address their concerns and questions. Listen to their feedback and try to understand their perspective. Don't dismiss their doubts or pressure them to make a decision. Instead, provide them with honest and relevant information that can help them overcome their fears and uncertainties. For example, if they are worried about relocating, you can offer them a relocation package, a virtual tour of the new city, or a contact person who can assist them with the transition.
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Make the most of your time when speaking to candidates. Throughout the recruitment process, ask them questions that help you identify their needs, concerns, and priorities. This should be done during the prescreen, interview, and verbal offer. Examples of questions you should be asking candidates: 1. What are you looking for in a new career opportunity? 2. How did your interview go? Do you have any questions? 3. Is there anything that may prevent you from accepting an offer? 4. Are you still interested and available? 5. Is this offer acceptable?
A third way to persuade candidates who are hesitant to accept your offer is to leverage your network and involve other people who can influence their decision. For example, you can ask a current employee who has a similar role or background to reach out to them and share their positive experience. You can also introduce them to a potential mentor, manager, or team member who can give them a glimpse of what it's like to work for your company. You can also invite them to an online or offline event where they can meet other employees and learn more about the company culture.
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Building a clear and committed process partnering with stakeholders will allow you to build a great candidate experience, a long-term relationship, and the trust needed for a successful outcome.
A fourth way to persuade candidates who are hesitant to accept your offer is to create urgency and make them feel that they might miss out on a great opportunity if they don't act fast. You can do this by setting a clear and reasonable deadline for their response, and by reminding them of the high demand and competition for the role. You can also emphasize the unique value proposition and differentiation of your company, and how it can help them achieve their career aspirations. You can also use scarcity tactics, such as telling them that there are only a few spots left, or that the offer is only valid for a limited time.
A fifth way to persuade candidates who are hesitant to accept your offer is to negotiate and compromise with them. Sometimes, you might need to adjust your offer or make some concessions to meet their expectations and needs. For example, you might need to offer them a higher salary, a flexible schedule, a remote option, or a signing bonus. However, you should also be clear about your limits and boundaries, and avoid making promises that you can't keep. You should also communicate the value of your offer and how it compares to other offers in the market.
A sixth way to persuade candidates who are hesitant to accept your offer is to show appreciation and enthusiasm for them. Don't take them for granted or assume that they will accept your offer. Instead, express your gratitude and interest for their candidacy, and reaffirm why you think they are a great fit for the role and the company. You can also send them a personalized note, a gift, or a video message that shows your genuine excitement and appreciation. You can also follow up with them regularly and keep them updated on the process and the next steps.
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We need to understand that negotiations are to create a win - win here : -- Explain how value preposition matches to candidate's expectations pointwise -- taking expectaion pointwise at intial stage helps here. -- Promoting discussions, this works almost 70%+ times : A lot of time HR would react a bit too harshly to candidate negotiating their offers - ofcourse you did your best, but then being open to conversation without heavy expectations help convey your proposition better -- Honesty is appreciated - Be honest and respecting about the pros of counter candidate may be thinking - Suggest the alternatives in your proposition if possible. Happy to discuss cases here !
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It’s always important to NOT force a fit. You want the candidate to WANT to join your org; not be coerced. So while you, as the recruiter must certainly highlight the benefits, culture, and career growth you must also understand when there is a square peg about to be shoved into a triangle spot. Mutually beneficial arrangements produce long-term placements. Win-win-win is best case scenario and is totally possible.
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Being transparent from the beginning. I have always been in a race not to close positions but to hire the right match for the role, during this journey I take pride in being transparent not only about the job role but about culture ,values ,benefits .. anything that the candidate wants to know about the new company. Think of it as someone looking for a new home and the questions that come with it, the situation is somewhat the same and if you have candidates who are as excited to join as you are excited to onboard them you will not have any last-minute surprises. Someone is always hesitant for a reason, try to know that reason and find an answer to their concern.
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You start closing an offer with your first interaction. Why? Because that is the time when you learn and engage with what is important: what is a "must have", and what is a "nice to have". Then, once the priorities are established, the rest follows naturally.
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