6 Strategies for Closing Candidates that Really Work

Do you have trouble finding top candidates? You interview numerous candidates and you narrow them down as your top 3, but when you offer them your salary packages, applicants start to have second thoughts and they tell you that they have received a better offer from other companies to which these applicants are also applying. Isn't it annoying? Returning to square one, conducting new interviews, and repeating all initial processes. These kinds of circumstances can make you wish that you knew the strategies for closing candidates that work.

Finding a top candidate in today's recruitment market is tough, not only because there are numerous companies looking for that specific candidate and they have better compensation packages to offer, but also because candidates nowadays are very picky and expensive. In fact, according to the National Skills Commission's survey results, 67% of employers experienced recruitment difficulty in June 2022, down 1 % from the previous month's peak.

So, what should employers do to close a deal with their top candidates? Let us share with you some strategies for closing candidates that will undoubtedly work and that you can use as well.

1. Determine the processes' pain points and make use of them

Barb Bruno, a trainer in the industry, has created a brilliant question for achieving this. "What five things, if you were your boss, would you change?" she asks candidates. It's simple to say, "I want more money," but to actually respond to that question would require actual thought, and the responses would be more precise and accurate than any other you could get from the candidate. The candidate has now given you all the information you require to close them.

2. Always be Closing

Again, Barb Bruno's astute advice is applicable. Every time you speak with a candidate in the placement pipeline, she advises asking them, "has anything changed since our last conversation? ”

Do you really believe that the candidate would voluntarily divulge this information if something were to change? As a result, you must constantly assess the candidate's level of interest while also confirming and reinforcing their pain points and motivations for seeking a new opportunity. Once you've done that, you can use assumptive closing strategies to improve your hiring procedure.

3. Speed up the process

Deals are killed by time. The likelihood of hiring top candidates decreases daily after the first four weeks of their participation in the hiring process. You need to persuade your client that it will be more challenging to land the top candidates if the hiring procedure drags on. You must specifically persuade them that speeding up the process is in their best interests.

4. Make the applicant feel wanted

Does the applicant have many offers? Your actions might decide whether you and another company win the bid. Throughout the discussion and process of a job offer, candidates need to be informed of and reminded of the excitement the employer feels about hiring them. They have access to the money almost anywhere. However, they are unable to find that sense of desire almost anywhere. This is the deciding factor that could make your offer irresistible.

5. The conversation about the job offer should reflect the prospective hire's employment history

The hiring manager should discuss and present the job offer in conjunction with and in full partnership with HR, finance, and any other pertinent departments and decision-makers. It is crucial that HR participate in and be heavily involved in discussions about job offers. But it's also essential that the hiring manager make the offer, talk about the offer, and then be present when the offer is accepted. The potential hire will feel that the same thing will happen when he or she wants to if the employer comes across as rigid, bureaucratic, or process-driven rather than strategically driven during the job offer discussion.

6. A negotiation maybe "won," but you may still "lose" the candidate.

You don't want a potential employee's first interaction with your company to be unpleasant. Take a long view. What is your real objective? Is the goal to compel the candidate to sign, or to excite them into doing so? Is it your intention for the candidate to join the company quickly or do you want to encourage them to become a long-term, perfect hire who would never consider leaving? Sow seeds of positive onboarding experience to potential hires increase the likelihood of a long term favorable outcome.

It is challenging to close a deal, especially if you are not properly trained and aware of how to do so; this is why Tech Consultants is here to assist and ensure you get the best and most qualified candidate for your needs. Contact us today!