You’ve found just the right candidate for your open position. You’ve interviewed, had good rapport with them, and it seems like a good fit. Yet when you go to offer them the job, you find out they’ve already accepted elsewhere. Or you make the offer and lose them before the start date. Where did you go wrong between the initial and final connection? And how can you keep this from happening again?
- Don’t linger on the offer. If you truly want this person on your team, you need to let them know as soon as you can. With a particularly talented candidate, you must assume they have other companies interested as well. Keep the wait time as short as possible – aim for less than 48 hours. This also means you must streamline your process – do not let paperwork or other red tape delays allow you to miss out on a top prospect.
- Find out what they want…and give it to them. You may have a terrific candidate who expresses a need for a flexible schedule. If you’re not willing to make that work, they’ll find someone who will. Perhaps they’re willing to forego a certain salary for help with a gym membership or daycare instead. As long as the candidate’s needs seem reasonable and doable, if you really want this person, work with them to make it happen. Especially with the millennials becoming a major part of the workforce, they want that work-life balance. Brand yourself as a company that respects that, and you’ll have more candidates who want to work for you.
- Build the relationship right away. The minute you offer the job, make sure you have regular and clear communication with the candidate. Have the hiring manager ask questions – not only professional ones, but also if they’d prefer a standing desk or letting them know about places close by to grab lunch. Keep them apprised of upcoming paperwork needs and invite them to team meetings so they’ll feel a part of the company sooner. This makes them feel they made the right decision.
Landing the candidate goes beyond a resume and an interview. Make sure to court them, so you can get them in the door. For advice on finding your next great hire, work with PrideStaff.