January with The Fuse: Managing Candidate Experience to Land Top Talent

How Can Companies Capitalize on Candidate Experience to Set Themselves up for Success in 2023?

In the United States, 17.3 percent of job offers — over 1 in 6 — are rejected, according to Glassdoor data. And this number is only likely to increase with the current dynamic and competitive employment market. It is becoming more and more apparent that companies need to be more proactive in identifying a complete and accurate picture of candidate expectations as it relates to desired compensation, start date and other specifics that may factor into their decision-making process. The competition is fierce, so employers need to be progressive and creative in how and when they develop offer packages in order to hire top talent and meet and exceed hiring goals.

To avoid delays in offer decisions and potential offer declines, employers need to ensure they are taking the time to prepare for last minute concerns and hesitations by continuing to revisit candidate requirements and motivators throughout the entire interview process to promote transparency and ensure expectations have not shifted as they move into the final interview stage. Below are a few best practice questions that companies should be discussing with candidates prior to offer:

What is the candidate’s ideal start date and would they require flexibility to allow for holiday travel and time off?

Are they expecting a year-end bonus payout and how might that affect the timing of their decision? Is there ability to offer a sign-on bonus to compensate for a bonus they may be walking away from?

Do they expect a counteroffer from their current employer and would they consider staying if the employer came back with a competitive offer? What is the reason they’re considering outside opportunities and would that change with a counteroffer?

What other factors outside of compensation are most important to the candidate in considering this offer? (work location, benefits, PTO, work/life balance, long-term growth, etc.).

Are there any family or geographic concerns about the scope, schedule or location of this opportunity?

By anticipating these potential obstacles, it allows companies to present their strongest offer upfront and solve for potential areas of concern which creates a more streamlined and positive candidate experience. It also avoids delays that can be caused by the back and forth of the offer negotiation process. How has your organization solved for hiring challenges?

Take a look at who we are celebrating this month!

"Dear John": A Q&A section answered by our recruiting team!

"Are there certain questions I should ask during the interview?"

Some questions you may want to ask include...

• What does success look like for this role and/or what are the most important skills needed to be successful in this role?
• What are the 30/60/90 days expectations for someone coming into this position?
• What drew you to this organization and what do you enjoy most about working here?
• Is this position a fully on-site, hybrid or fully remote position? If the position is hybrid, what are your expectations of hybrid (i.e.-days in the office, hours, etc.)?
• What are the next steps?
• What is the company culture and environment like?
• What should I expect after the interview/do I have to send any follow-up after the interview??

"What should I expect after the interview?"

• It is always best practice to send a note (handwritten or email) to your interviewers to thank them for their time.
• Keep an eye on your email and voicemail to ensure you receive and respond to follow up communications in a timely manner.

Check out a few of our current opportunities and head over to our career page to see the full list of openings.

Want to discuss partnering with Fusion or speak with a team member about our open career opportunities? Visit us at?www.fusionrecruiters.com !?