Ways to Get Top Talent to Accept Your Offer

Nine Ways to Get Top Talent to Accept Your Offer

January 14, 2020 3:19 am

You have finally shortlisted the best candidates for multiple positions only to have them call and tell you that they are considering a few other offers. It’s a frustrating position to be in, but there are things you can do to win those candidates over.

Your company may place a lot of emphasis on finding the right people for job openings, but it’s also crucial that you beef up your processes for getting those candidates to accept your employment offer and join your team.

Here are some tips for convincing bright candidates to join your company’s workforce:

1. Highlight Fringe Benefits

You never know what perk or benefit will strike a chord with a suitable candidate. Something as minor as a free weekly lunch could be a good enough reason for them to join your company. When creating your offers, assume that every fringe benefit you offer your employees is worth highlighting, from the Friday morning coffee to the monthly group yoga class. These benefits may also help offset any shortcomings in the remuneration department.

2. Ensure That Your Offer Is Clear and Concise

Make it easy for prospective candidates to say yes by making your job offer clear and transparent. For example, your offer letter should detail:

  • Medical, dental and vision perks, including the payroll deduction, the effective date and the enrollment deadline, and the name of the provider
  • Monthly salary or hourly remuneration, plus any commissions, profit sharing, stock options or bonuses
  • Additional benefits like volunteering opportunities, online classes, retirement deposits, or flex accounts

Your overall aim should be to make the process of joining your company as uncomplicated as possible.

3. Promote Your Company’s Culture

What is it about your culture that makes your existing employees proud? Here is where you promote things that your competitors don’t offer. Maybe it’s the collaborative workplace culture, out-of-country retreats, the annual company dinner or even the option to work remotely. After familiarizing yourself with the candidates’ cultural aspirations, highlight how your company would play a role in their professional development and what career advancement opportunities they can expect in the future.

4. Minimize the Hiring Cycle

Call or email candidates quickly after narrowing or shortlisting from the initial candidate pool. Use a CRM to prefill their details so you can reach out to them in less time. When you’re contacting multiple candidates, use Calendly or another similar meeting scheduler to ensure you’re calling everyone at the date and time you intended to. Taking these steps is crucial because the more time you spend making a hiring decision, the more time applicants get to explore other offers.

5. Communicate Your Hiring Timeline

Besides shortening your hiring cycle, let the candidates know when you intend to make a hiring decision. Communicate your expectations about the timing from the beginning so that applicants can plan and organize themselves accordingly. If there’s an onboarding process that the candidate needs to go through, make sure to tell them how much of their time it will require.

6. Be a Listener

How often do you ask applicants about what is crucial for them? When they said they need more details about the non-monetary benefits associated with the job, did you ask about their preferences or did you brag about all the great perks that your company promises to offer its employees? It’s time to start listening. Ask potential candidates to create a wish list for their preferred position, which could include what type of setting they want to work in, whether they want a more flexible arrangement, etc. Then make sure to incorporate their wishes into the job offer to the best of your ability.

7. Be Honest About Your Company’s Reputation

While you can’t go back and save your reputation, you can be transparent with potential candidates about any recent problems. Don’t try to evade questions about missteps. Be honest, and be prepared to share concrete examples of how your business deals with negative comments and what steps you’re taking to improve your industry image.

8. Make a Competitive Offer

Put your best foot forward when making an offer. When it comes to securing the best talent in a competitive labor market, don’t try to go cheap or play games. Do some research to find out whether your benefits package and salary range are competitive with businesses in your geographic area and industry.

9. Gather Intel on Other Offers

If you’ve recently made an offer to an individual and they said they’re considering other offers as well, don’t be afraid to ask for more information. You can explain to the candidate that you would really like to have them on your team. Assure them that they don’t need to name the other companies but invite them to share specifics on other offers so that you know what you’re up against and how your offer competes. Inquire about the benefits, salaries, and environment.

Convincing top talent to sign on the dotted line requires effort and strategy, but it’s worth the investment. If you need help tapping into the talent pool, inquire about our staffing services. At PrincePerelson, we have deep networks in a host of different industries, from finance to marketing to customer service to executive level positions and more. We can connect you with impressive and experienced candidates that you may not be able to find through standard hiring announcements.