When you identify your top choice, here's how to close strong - and convince them that yours is the organization they should choose:
You've found them. Your dream candidate. The person who will thrive in this role. The glue that will hold your team together, and the inspiration that will drive them to new heights. The skills that move your organization toward its next goal.
This relationship will be everything you and your top candidate dreamed. You can feel it. So how do you convince your top candidate to feel the same?
Just because this candidate is your top choice doesn't mean the feeling is mutual. Here's how to share your vision of a strong employer-employee relationship - and get your top candidate to say "yes".
Wear Your (Business) Heart on Your Sleeve
When you know this candidate is "the one", it's no time to play hard to get. Yet every company has a hiring budget. Simply offering more pay may not be an option - nor may it be the most compelling offer for every candidate.
Start by putting your best offer on the table. If you can't negotiate on salary, find other offerings that appeal to your top candidate. Additional vacation time, help with moving costs, or a starting bonus can all help convince your first pick that you're serious.
As you're laying it all out there, remember: Balance is key. Candidates who feel smothered by a hiring manager may say "no" just to get away from constant phone calls or emails. Make your best offer, then allow the candidate time and space to consider their response. A rushed or pressured "yes" is far more likely to lead to regret and quick turnover; a measured, sincere "yes" is the path to a long-term relationship.
Address Their Top Concerns
During an interview, a candidate often reveals their biggest concerns about their current job and what they'd change in a new role - whether or not you ask them directly.
For instance, a candidate who talks about doing their best work remotely may have concerns about being in the office full time. A candidate who cites lack of teamwork as a contributor to a failed project may be seeking supportive co-workers and supervisors.
Listen for these areas of concern. Respond to them by emphasizing how your company addresses them. For example, you may talk about your company's efforts to build a supportive culture while allowing remote work, or you may describe team-building efforts. These details reassure the candidate that you offer a stronger workplace than they've had before.
Get Real About Your Company
You may be able to reassure the candidate that you won't be a repeat of their most dreaded job experiences. But you can't promise that the candidate won't face hurdles on your team - and you shouldn't try.
Rather, be honest about the hardest parts of working with your organization. As you do so, talk about the ways your team and company address these challenges.
Lower pay than your competitors offer? Talk about your company's outstanding culture, clear paths to promotion, or generous support of continued learning opportunities.
Teams under intense deadlines? Play up your accomplishments, or show how those high-pressure periods are balanced with ample flex time, easy vacation scheduling, or lighter workloads at other moments.
Tough commute? Give examples of support your company offers to help employees compensate, such as onsite day care, gym memberships, or dry cleaning services.
These pressure points provide opportunities to offer benefits that set your organization apart from others the candidate may consider. They also demonstrate that you're not going to pretend everything is easy all the time, but you will offer the support your people need when the going gets tough.
Rely On a Trusted Mutual Friend
A candidate who isn't sure about saying "yes" may benefit from the perspective of a trusted third party - like a recruiter.
Your recruiter can help you find outstanding candidates. When you've made your top choice, your recruiter can help share information between your company and the candidate. Staffing firms specialize in understanding what sets each company apart, so they're an excellent source of information when a candidate wonders why they should choose your company instead of another.
Convincing your top candidate to accept a job offer can seem daunting. By unleashing your enthusiasm and leaning on trusted mutual relationships, you can turn a maybe into a yes.