As we all know, today’s employment market is a candidate driven market. Top talent has many choices and a strong financial offer might not be enough to get to, Yes, I accept. Your financial offering is just a piece of the decision making process. So, what can you do ensure your chosen candidate accepts to your offer?
Here are a few best practices that can help get your candidate to say, Yes, I accept your offer
- Benefits: When do their benefits start? Companies that allow the candidate access to health insurance on day one will ease the path to entry. Candidates do not want to wait or go on Cobra – especially candidates with families.
- Comfort level with the company: We see this as a biggie. How has the recruitment process gone? Did you give the candidate the chance to get “comfortable” with the company and know what it is like to work there? Job interviews are a two-way street and candidates want to feel welcomed. They want to mingle with potential co-workers and they want to interact with their boss beyond having one 30-minute conversation. It is important that your candidate feels as if they have all the information they need to make an informed decision. Companies that take this vital step in easing concerns and allowing the candidate to get to know them will make the candidate feel comfortable. This in turn allows the company to get to a YES more easily.
- Leadership: Get your leaders involved with the recruitment process. As we touched on in the previous point, candidates want to understand the company vision and how they fit. If a senior leader sits with a potential employee for just 15 minutes, that has impact. Take the candidate for a walk around the building, introduce them to potential coworkers – give them a chance to picture themselves working for you.
- Make the spouse at home comfortable: Maybe send some company swag home with the candidate – hats, shirts, something for the kids/family. Send your candidate home with a booklet on your benefits and company overview, make it real – show your community involvement, generate some excitement at home.
- Have a company video: As simple as this sounds, it helps dramatically. Show it to all candidates upon their arrival, build excitement, set the stage! This allows you to bring the company to life, allows the candidate to hear testimonials from employees, customers, and leadership and demonstrates how special your company is.
- Follow up: Another simple task is a brief thank you note to the candidate for taking time out of their day to come to your office and interview. Handwritten notes are preferred (mailed to their home address) but email will suffice. This is a classy, high impact move that says you appreciate their effort.
These are the bigger steps to getting a YES. As simple as these are, they are often overlooked. If a company takes the time to make the candidate feel at home and feel that they are important, then the path to, YES, I accept your offer, gets easier.
CONTACT US:
To learn more about how GRN Coastal can help you land top candidates, please contact us!
John Salvadore
Managing Partner
jsalvadore@grncoastal.com
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