Create an experience vs filling the role

The most annoying, and by far the greatest setback for recruiters is getting rejected by your outbound candidate in the offer negotiation stage. The outcome is devastating and leads to starting the process from scratch.

Compared to 2021, this year we have witnessed an overall 40% plunge in the acceptance rate, and according to survey research, many of my fellow colleagues stated that 2022 is one of the most competitive environments many recruiters have ever experienced.

Here are my suggestions and tips for improving your acceptance %.

1.????Pick up the pace

An interview process that takes too long, not only gives the opportunity the competitors to raid talent from you but might also give the candidate the perception that your organization is not interested in them. Most of the candidates are declining or dropping out based on their experience in interviewing process.

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2.????Provide updates even when there is no news

Disappearing in a black hole or ghosting candidates will result in losing interest in your organization, even if you bounce back with the most lucrative offer. Whether there is a short or long decision, h2h comparison with other candidates, always properly and transparently update candidates. Be careful when you set timeline expectations at the beginning of the process. Give yourself some extra time for unexpected obstacles that might come your way and extend the process.

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3.????Speak the lingo of the candidates

Dive deep into the role and properly educate yourself about the requirements. Articulate in depth what they can expect from the role, projects, dynamic, size, and culture of the team they will work.

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4.????Get into the candidate's head

The more you know about your candidate, the better. Highlight their experience and contributions, which will show that you have done research on their background. Allow them to express their passions and environments where they excel the most. Use that information as a selling point to highlight the company you represent.

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5.????Discuss the compensation at an early stage

Remember, you don’t have much flexibility when it comes to salary and benefits. No matter how much satisfaction our job provides us, we still look at our bank accounts at the end of the month.

It’s your duty to have a market insight and salary benchmarking of the position you recruit.

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6.????Provide a different perspective on the company's culture

Candidates want the real scoop on what it’s like working for your organization day in and day out. This is where it's helpful to bring other team members into the process. Hiring managers can elaborate on the company culture, but so can peers with whom your top candidates would potentially work. Leverage those colleagues to give your candidates a window into a typical workday for the team.

7.????Share positive feedback

Collect feedback from interviewers and let it marinate before breaking the exciting news.

Final and important thoughts

Even if your organization’s reputation alone may have been enough to attract top candidates in the past, today’s candidates are looking into other factors when considering their next career move.

By creating an experience that is engaging, respectful, and mindful of a candidate’s motivations, your organization can come out as a winner in the “World Series”. ?