Increase Your Job Offer Acceptance Rate

Posted on April 19, 2017 by

In today’s market, it continues to be very difficult to hire talented technology professionals.  Demand has far outstripped  supply and it is completely out of balance.  In recruiting in the technology field, it is hard enough to find qualified professionals and when YesNoyou do find them and successfully navigate through to the offer stage,  the last thing you want to do is to lose them at the very end.  Not only is it disappointing, it ends up being a waste of time for everyone involved as more than likely you have asked several members of your team to stop what they are doing and spend time interviewing and assessing these candidates.  Losing a candidate takes a financial and emotional toll on all involved.

While the most important factor in the process is whether or not the job is a true fit for the candidate and the company, The CLOSE is an important component in the process.

In today’s market, we find it’s more important than ever to shorten the hiring cycle.  The challenge is to do this without sacrificing due diligence in assessing the candidate and arriving at the ‘hire’ decision.  That leaves opportunity to shorten the cycle of closing the candidate once that decision has been reached.

Here are some tips which could help accelerate the successful close of your candidates:

  1. Listen to what the candidate wants.  Early and often.  Understanding what is important to them will help you identify not just the financial levers but also the emotional ones.
  2. Ask specific questions early in the assessment process. Don’t settle for vague answers to questions that result in answers like:  I want work/life balance.  Dig deeper – ask them to elaborate.  You can’t sell the job later if you don’t understand their specific points of interest.
  3. Sell the impact of the role.  Candidates need to understand the importance and specific impact of this role for the company’s success. Focusing on title, team size and responsibilities is not enough.  Candidates want a job that matters.
  4. Connect with the candidate on a social and personal level.  Meeting the candidate outside of an office setting – a coffee meeting or even sharing a meal can go a long way in establishing a mutual level of personal comfort
  5. Eliminate surprises in the offer.  Preview and pre-sell the core components before presentation of the offer.  And always present the offer as part of a conversation.

Above all, do this early.  Not only will the close be a smoother process, you will also have more data points in assessing the viability of the candidate.

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Author's biography:

Ted co-founded KCM Solutions and now oversees all business development and client projects. Previously, he founded a financial staffing firm after working with a large investment bank. With passions in mountain biking and triathlons, he can often be found with bags of ice all over his body. When he isn’t training or onsite with our clients, he is still trying to figure out how to corral two, very active boys.