How can you close offers that satisfy both candidates and the organization?

1 Understand the candidates' motivations

Before you present an offer to a candidate, you need to understand what they are looking for in a new role and what they value most. This will help you tailor your offer to their needs and preferences, and also anticipate any objections or counteroffers they might have. You can use different methods to gather this information, such as asking open-ended questions, conducting reference checks, or using surveys or assessments. The more you know about the candidates' motivations, the more confident and persuasive you will be when closing the offer.

2 Prepare a compelling offer

Once you have a clear picture of the candidates' motivations, you can prepare a compelling offer that aligns with them. A compelling offer is not only about the salary and benefits, but also about the culture, vision, and growth opportunities of the organization. You should highlight how the role and the organization match the candidates' goals, interests, and values, and how they can make a positive impact and advance their career. You should also be transparent and realistic about the expectations and challenges of the role, and avoid overselling or making promises you can't keep.

3 Communicate the offer effectively

The way you communicate the offer can make a big difference in how the candidates perceive it and respond to it. You should use a positive and enthusiastic tone, and emphasize the value proposition and the competitive edge of the offer. You should also be respectful and professional, and avoid pressuring or rushing the candidates to accept the offer. You should communicate the offer verbally first, and then follow up with a written document that summarizes the main points and the next steps. You should also give the candidates enough time and space to review the offer and consult with their family or advisors.

4 Negotiate and overcome objections

It is natural for some candidates to negotiate or raise objections when they receive an offer. You should be prepared to handle these situations with confidence and tact. You should listen actively and empathize with the candidates' concerns, and try to understand their perspective and reasoning. You should also be flexible and creative, and try to find win-win solutions that address their needs and fit within the organization's budget and policies. You should also leverage your knowledge of the candidates' motivations and alternatives, and restate the benefits and advantages of the offer.

5 Follow up and close the deal

After you have communicated and negotiated the offer, you should follow up with the candidates regularly and maintain a positive relationship with them. You should answer any questions they might have, provide any additional information or documents they need, and remind them of the deadlines and the consequences of delaying or rejecting the offer. You should also monitor their level of interest and engagement, and look for any signs of hesitation or cold feet. If you sense any issues or risks, you should address them promptly and proactively. Once the candidates accept the offer, you should congratulate them and send them a formal contract and an onboarding plan.

6 Here’s what else to consider

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