They passed their phone screen with flying colors. They knocked the socks off of the hiring manager in their in-person. And now, the team is clamoring for them to join the company. Once you’ve found an outstanding candidate that everyone can agree on, you might feel like the hard part is over. But you want to be careful not to drop your guard too much — until the candidate walks into the door on their first day with all the appropriate paperwork signed, sealed and approved, every little interaction can impact their decision.
To ensure that you successfully convert a superstar from “candidate” to “new hire,” we created a new Closing Candidates eBook. Check out a few of the following tips found within it, and make sure to download it for more info!
1. Differentiate Your Company
In a job market as healthy as our current one, candidates have their veritable pick of the litter when it comes to employers — especially if they have a specialized or hard-to-find skill set. So once a candidate has gone through the whole interview process, don’t just assume they’re interested. Reach out to let them know the good news, but also share some reasons why they should join your company in particular. One easy way to do that? Scour your Glassdoor profile.
Look at the overall rating, CEO rating, reviews, benefits, company updates and “Why Work for Us” section on your Glassdoor page and compare it to your competitors’. Where do you win — is it in higher ratings, career opportunities, brand equity, senior leadership, etc.? Once you’ve identified your differentiating factors, make sure to mention them in your verbal offer to the candidate.
2. Prep for Negotiations
Salary negotiating is tough, even on the other side of the fence. You want to make an offer that will entice the candidate, but it also has to stay within your allotted budget. Talk with the hiring manager, HR and finance or other stakeholders to arrive at the initial offer you want to make, and then their upper limit should the candidate negotiate.
If you don’t have much experience with salary negotiation, you may want to practice a mock conversation with a colleague. Make sure to read up on how to approach individual compensation, position salary as part of your company’s total rewards program and incorporate salary transparency into your employer brand.
3. Collaborate With Legal
Legal disputes between employees and their companies are no joke, so work closely with your company’s legal team to verify whether everything in the offer letter is up to their standards. Specific policies will vary by company, but it’s worth having a discussion about including the following policies in your offer letters:
- At-will Employment
- Proprietary Information and Inventions Agreement
- Background Verification and Reference Check
- Proof of Eligibility for Employment in the United States
- Dispute Resolution Agreement
- State Law Surrounding Employment
A small mistake or omission could cause significant trouble down the line, so make sure that you’re covered.
4. Aim to Surprise and Delight
When you’re hiring somebody you do have to get down to the nitty-gritty details, but don’t forget: this is an exciting moment for candidates (and for your team)! To make sure that they start their journey off on the right foot, go out of your way to make the experience special for them. A few ideas:
- Send a visually-compelling congratulations email that includes pictures of your employees, a link to a welcome video or a fun gif
- Encourage the hiring team to send a personalized congratulations via email or LinkedIn
- Equip your new hire with company swag — who doesn’t love a free water bottle or T-shirt?
Between a competitive labor market, hard-to-find skill sets and internal roadblocks, finding great talent for your company is never exactly a walk in the park — but with a few best practices under your belt, you can make the process a little bit easier.