Increase Your Offer-Acceptance Rate
Last time, I published my first article on signs that can help you know if your selected candidate is going to turn down the job offer. This week, I flipped the coin and decided to write on candidate management. At Somerset House, our job as consultants doesn’t stop when our client selects a candidate, we are also highly involved in candidate’s aftercare and on boarding processes.
We assist clients increase offer-acceptance rates by coaching them on new ways of presenting offers to candidates and implementing a more effective way of “closing” candidates. In ensuring your candidate accepts a job offer, the process, must start from your initial communication with the candidate to the end of his probation period, if he/she was selected.
- Understand Your Client Business: In presenting a job mandate to a candidate, sending across a mere job description isn’t enough. How you present the job to the candidate matters a lot, hence you need to provide a detailed information about the scope & intricacies of the position, the company and the team. This is the stage that determines the candidate’s interest in exploring the position. Also note that contradictory information provided to candidate in the beginning of the process may affect his/her decision on accepting a job offer.
- Be Transparent: Recruiters have a reputation to be mere sales people which shouldn’t always be the case. You are dealing with someone’s career and need to be as honest as possible. Let the candidate know the reason why the position is vacant, explain the culture of the organization to the candidates. Candidates also deserve to know the amount of travel involved in the job and what locations. Revealing the name of the report line for the position is also very important.
- Discuss the Benefits: Being upfront about the salary package and the benefits is also very crucial. As much as all connections made during a hiring process is deemed a potential business connection, it is also imperative to avoid wasting anyone’s time by discussing the budget for the position at the beginning of the process.
4. Management: Highly intuitive candidates can sense a bad company culture from a distance. Most candidates lose interest during the hiring process due to the manner they were treated during the process. It can be little things like:
– Slow hiring process
– Not giving a specific time frame for an interview feedback
– Bad interviewer
– Poor Time management Skills
– Poor Organizational skills
– Unfit company culture
5. Coach: Most times we always assume our candidates are professionally mature enough to manage some difficult discussions with your client but as a consultant, you know your client more than the candidate. Hence, you must coach your candidates on some of the things your client may frown at. I once had a candidate appear to an interview with a client in a green suit. The position he was interviewing for was a very senior people management role. It was his second interview with the client and the hiring manager was rooting for him after the first interview. Unfortunately, he was disqualified! Reveal the background of the interviewer, their job title and LinkedIn profile. To some extent, this may help your candidate tailor his communication style based on the profile of the interviewer.Counter Offer bait: They come back to say their current employer has suddenly promoted and offered them a new position post client interview. This happens surprisingly often!
6. Ensure you understand everything about your candidates’ current situation, from his visa status, passport expiry date to his home country tax repayments.
7. Direct questions will also help. In order to reaffirm your candidates interest in the position, ask them if there is anything that can hinder them from moving forward with the process.
How Do You Identify a Committed Candidate?
Salary Negotiation and On-boarding Phase:
These are the most sensitive part of the process. This is the part where all parties are walking with their toes pointed upwards! Hence, effective communication on this stage is highly recommended.
Salary Negotiation: Always help your candidate to negotiate his salary, based off his expectations. More applaudable if you can get him exactly what he initially expected.
Onboarding: Some clients like to do the onboarding themselves while most wants the recruiters to take responsibility. Most clients are extremely ethically and can withdraw a job offer if they notice any slight dishonesty at this stage. Hence, the reason why I mentioned in point 6 to understand your candidate’s situation in terms of his visa status, reason for leaving employer etc. A bad reference from a scorned employer can also make a client pull an offer, hence always advise your candidates to be as honest as possible throughout the process.
Depending on the industry (eg security and government), some clients conduct background checks on the candidate to find out his financial status (liability mostly), police record and even social affiliations. This is highly confidential and no employer will ever mention to you any of the above was ever the reason for withdrawing an offer.
In summary, putting transparency and clear communication first will always help recruiters increase their offer acceptance rate.
Please feel free to contact me at email@example.com should you feel that your company can benefit from a process as thorough and professionally managed as that provided by us at Somerset House Consulting.