Tips On Closing Job Applicant with Multiple Offers

As if the search for “rock-star employees” wasn’t challenging enough, businesses these days must also contend with sought-after job applicants currently juggling multiple offers. Not surprisingly, your competitors can spot talent just as well as your HR team can, and with a shortage of qualified candidates, coming across one who has multiple job offers isn’t as uncommon as it once was.

In many ways, the key to meeting this challenge is by following a sales-like hiring process. Think in terms of ABC (always be closing) and taking other actions that show candidates that your workplace is the right one for them.

Here are tips on how to go about closing the deal:

See the situation from the candidate’s perspective.

Of course, your company has pressing needs to fill critical open positions. But with the best candidates, it’s helpful to look at the recruitment and interview process through their eyes.

A coveted applicant carefully considers a range of factors in making their decision, including compensation and benefits, organizational culture, opportunities for advancement, and work/life balance. Look closely at how well your business addresses these factors with your current workforce, and make alterations as needed when meeting with the job candidate.

Dig deeper into the job candidate’s motivations.

During a job interview, encourage the candidate to be forthcoming about why they are leaving their current position and contemplating joining your team. Is the reason discontent with their current position? Poor pay or benefits? A lack of opportunity for growth?

Ask these questions at different points in the interview and “you may find that the answer changes or that more specifics are divulged once your candidate feels more comfortable with you,” notes Peoplr. When you learn more about their motivations, “you can use that as leverage to convince them to join your team—especially if you can offer them what they are missing in their current job.”

Focus on what sets your company apart.

Throughout the interview process, be consistent in highlighting those factors differentiating your company from others. Is your organizational culture more “employee-centric” than other businesses? Will the prospective employee be able to work on special projects relevant to his or her skills and experience? What kinds of perks do you have to offer?

“Showcase success stories of current employees who have thrived within the organization,” advises recruiting expert Ashley Ward, thus “illustrating the potential for growth and fulfillment.”

Demonstrate urgency and shorten the hiring process.

Job candidates may feel more inclined to decide in your favor if you demonstrate urgency in your recruitment efforts. Let them know about forthcoming projects they may be interested in, or other ways in which their skills and experience can be put to immediate good use (for everyone involved). Also look at shortening the time involved in the process.

“A prolonged hiring process can hurt your chances of closing candidates,” notes CBIZ. “The longer a candidate waits to hear from you, the more time they have to explore other options.”

Also, once you’ve decided, contact the applicant as quickly as possible, and add a reasonable (but firm) deadline in which they can respond.

Finally, make sure your proposed salary and employee benefits match industry standards. If you consider a candidate whom you know is being courted, “saving a few dollars on their salary is a sure way to let the candidate slip through your fingers,” cautions Zippia. A potentially valuable new hire should be paid what they’re worth.

In today’s job market, the key is acting swiftly and decisively in recruiting the best available talent. To learn more, check out “3 Tips on Vetting Your Most Promising Job Candidates.”