You’ve gone through your rounds of interviewing prospective candidates for your team to find that perfect match and it only takes one to fill your current requirement. If you’re lucky, you may end up with that strong fit for your team and you must act fast to secure the talent or else you may lose them!
Here are a few tips on how to secure the top prospective talent for your team before other companies do:
1) Don’t take too long to decide and speed up your approval process
By now, you should have a good idea about the available talent in the market. If you identify a strong candidate, don’t wait too long to decide and act quickly. Expedite your approval processes where you can so that your decisions can turn into action quicker. Remember, there may be other companies who also have their eyes on the same candidate.
2) Put your best offer forward
Before you can reach out to the candidate you would like to hire, you need to know what you can offer them to join your team. Just like anything else, first impressions are important and you want to come up with the best offer that your company can give. A strong understanding of the market and what your competition are offering will make it easier for your team to put together an attractive package.
3) It’s better to present the offer on the phone first
Once you have finalized the details of the offer, you are ready to reach out to the candidate. You want to make it a personable experience by presenting your team’s decision and make your offer over the phone. Not only will the candidate feel the respect of your team, it will also allow your team to gauge the candidate’s initial reaction, response, and interest level.
4) Prepare a detailed offer letter to be presented
Whether a candidate accepts your offer of employment on the phone or not, you want to present the full details of your offer in an offer letter or employment agreement. You want to highlight any offerings that would make the overall package more attractive and include the important details such as: basic salary, vacation, benefits, bonuses, terms of employments, other perks, and more.
5) Remember that it’s a negotiation process
Once you’ve presented the offer letter to the selected candidate, give them some time to review the terms of your offer. At this point, a few things can happen: 1) the candidate may formally accept by signing the offer letter, or 2) they may respectfully decline your offer, or 3) they may come back with questions about the offer with requests for changes on the offer. It may not always be a smooth process, so be prepared for some negotiation.
6) Be flexible where you can
When a candidate doesn’t accept an offer of employment it doesn’t mean they are not interested. Sometimes candidates make requests and ask for certain things because it’s important to them, or they may simply be asking to see if they can get a more favourable offer. In either case, review what their requests are and see what you can accept and offer. In many cases, the requests made by candidates are easy to accommodate for and requires a little flexibility.
7) Don’t forget your due diligence and do your checks
When companies have identified a candidate after a long search, it is easy to get caught up and attached to that candidate. However good the candidate may be, don’t forget to do your due diligence still and do your proper checks. You’ve spent the time to find the talent you want for your team, you want to make sure that it will not become a costly decision because a bad hire is worst than no hire.
Your team has identified the best available talent out there and you don’t want to let them slip through your fingers now. By keeping these few pointers in mind during when going through the offer process with the candidate, you will greatly improve your chances of securing the talent and bringing a strong addition to your winning team!
Contact us today to speak with one of our Recruitment Specialists and let us help you build your team with talent today!