What’s Best For The Candidate IS What’s Best For You

Counter offers, backing out on interviews, renegotiating offers, rejecting offers; These scenarios are arguably a recruiter’s worst nightmare and they are more prevalent than ever in today’s job market. Verbal acceptance of an offer or “signing on the dotted line” just doesn’t hold the same weight as it used to. Is it because people are jerks and our “word” no longer has meaning? Another discussion for another day. But let's chat about how organizations can both thrive in employee retention and in talent acquisition in today's war for talent.

“But they signed the offer. They verbally accepted the offer. The candidate agreed that this compensation range is what’s wanted.”

Expectations change. A candidate may be fine with 100K after speaking with you at the start of their job search but then come across 3 other companies offering 130-150K. Or maybe they realize that if they leave their current role, missing out on that 40K bonus doesn’t make it worth the move. Shoot, I’ve even had someone take the position, then a week before starting, back out because the candidate received another offer for a higher-level position. Sure, these scenarios are anecdotal, but we’ve all experienced them.?

Know the facts.?

Look, sometimes you just can’t read into these situations; You did what you could. But sometimes, you can do better. So, just know it when it happens and own it. Did you do your homework? Sometimes, I drop the ball. I get that “spidey sense” where I realize I don’t really remember why this candidate is interested in the role. Or I can tell the candidate’s answer on why they are looking is just filler. Or maybe I don’t feel like I’ve truly bonded with the candidate; And, hey, they’re probably talking to at least 10 other recruiters so that’s understandable. So, know the facts. Know where you’re dropping the ball, and change course. Here’s how I approach these situations:

“Hey, I might have forgotten to write this down, but what do you think you aren’t getting in your current role that you really want to make sure you get in your next position?"

“It seems like things are progressing in a positive direction! How’s the whole experience been for you? Won’t hurt my feelings, but do you think this role is what’s best for you or is there another opportunity that you’re more excited about? This is your career so you’ve gotta do what’s best for you.”

At the end of the day, if you’re invested in what’s best for the candidate, an offer acceptance will feel so much better and an offer rejection will hurt less. Even if they backed out on the offer, better now than 3-6 months down the road.?

Are you bought in??

Not every role is going to be the most exciting, innovative, or pay the most money. I’ve recruited for these roles and thought to myself, “Why the heck would someone even want this job?” Have you been in that spot as well? Good! Ask the question to the manager! Let them sell you on the role! If they can’t, you have a problem and it needs to be addressed. How are they going to sell this role during the interview process to a candidate, especially in today’s market? Here’s how I’d cover this area when talking to the hiring manager:

“Sell me this role as if I were the candidate.”

If they get stuck..

“Explain why someone would consider this position a career opportunity.”

If they’re STILL stuck..?

“How do they provide value to the organization?”?

*credit to George Dexter and Karly Grief for these awesome questions!

Just keep probing. Dig until you can find some selling points. Then, share with the manager what those selling points are and that these should be reinforced during the interview process.?

Everyone’s favorite word: CULTURE!!

In all seriousness, you can win or lose out on candidates because of the culture at your organization. Know your interviewers. Make sure they will represent the culture well. You as the recruiter are painting the picture of the role, the organization, and the experience. But if you describe a Picasso and that picture ends up looking like Napoleon Dynamite’s drawing skills, then you’ve lost the candidate. So, make sure you paint that picture accurately and interviewers are doing that for you as well.

To recap, if you want to be successful in the war for talent, 1) Make sure you know the candidate’s motivations and that you’re invested in what’s best for them. 2) Know why someone would want this job and make sure the hiring manager does too. 3) Make sure your interviewers are also selling the role and accurately portraying the culture of the organization.?

I love where I work so if you’re interested in opportunities at Collibra, reach out!

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