The Ultimate Guide to Closing Job Candidates - Glassdoor for Employers

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Closing Candidates

Closing Candidates


You filtered through countless resumes, you spent hours on phone screens, you met with your hiring manager multiple times and you’re finally ready to make a hire!

With all the time and energy you and your team have invested, you do not want to fall short of closing the deal now.

But with the unemployment rate at an all-time low, it’s harder than ever to get candidates to sign on the dotted line. That’s why we’re arming you with checklists and templates you need to make sure that when you find the people you want to hire, you’re fully equipped to close the deal.

Section 1: Hiring Tasks Checklist

  • Gather feedback from the final interview
  • Meet with your hiring manager to confirm all new hire details
  • Set up a call with the prospective new hire
  • Confirm salary expectations
  • Ask about any other offers
  • Talk about benefits
  • Get offer approved internally
  • Deliver the verbal offer
  • Prep the offer letter
  • Pre-prep a counter offer letter if competitive
  • Be prepared for a follow-up call
  • Send your offer letter
  • Write a note of congratulations
  • Prep new hire training materials

Section 2: Closing the Candidate Battle Card

If your candidate is considering other offers, you’ll need to do some research so you can come to your next call prepared to change their mind. Use the table below to compare your Glassdoor data against other companies that your candidate could also be interviewing with.

First, you’ll want to determine what company they are coming from to sell your company’s qualities against the company they are considering leaving. Second, you’ll want to note any other companies they are considering and repeat the exercise.

The end result: a more meaningful interview conversation showing your informed candidate that you’ve done just as much homework as they have.

Section 3: How to Write an Offer Letter

Now that your candidate is getting ready to accept your offer, it’s time to give them something in writing. It is key that this document is clear and reflects the expectations your candidate has shared with you throughout this process. Here is a template to help you write a compelling offer letter that your candidate will have a hard time turning down.


Things to Consider

In addition to your candidate’s employment and compensation details, there are a few legal statements you may want to consider including in the offer letter.

We recommend working with your legal team on the following policy documents to include:

  • 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

Benefits Package

Along with your offer letter, your candidate will want to know all about your benefits. We recommend having a PDF outlining all of your benefits offerings on hand to send to all candidates receiving an offer letter.

Extra Touches

Receiving an offer letter is an exciting moment for your new hire. Capture and amplify your candidate’s excitement about your company by putting your company’s unique stamp on the offer stage.

  • Make your offer email visually compelling and on-brand. Include pictures of your employees, a link to a welcome video or a fun animation of your logo.
  • Cue the welcome committee. Give your new hire’s email to the hiring manager and teammates so they can write a personal note of welcome and congratulations.
  • Add an element of surprise. Send your new hire a handwritten note from their team, plus some branded company swag or a small gift.
  • Ask for a Glassdoor review. In making a good impression, you’ll want your new hire to know that you value transparency. Ask them to leave an interview review on your Glassdoor profile.

“Creating a structured onboarding program is key. According to a study by the Wynhurst Group, when employees go through structured onboarding, they are 58% more likely to remain with the organization after three years.”1

Maren Hogan of Forbes

Section 4: Hiring Manager Hand-Off

Now that your candidate has signed and is officially a new hire, you can transition them to the capable hands of their new manager. It is critical at this stage that you ensure your hiring manager knows what they need to do to properly prepare for their new hire’s first week.

  • Reach out to your new hire via email or handwritten card to welcome him or her.
  • Let them know what time they should arrive, and where they should check in.
  • Make sure they have somewhere to sit.
  • Coordinate all supplies your new hire will need to be successful including:
    • Computer
    • All software your new hire will use
    • Password and account set up to all portals
    • Supplies like pens and paper
    • Storage for personal items
  • Set up meetings for their first week, include:
    • Training
    • One-on-ones with all team members, cross-functional partners, and external partners
    • A welcome activity such as lunch or a happy hour
  • Create a clear list of tasks for your new hire to work on.
  • Download our New Hire Onboarding Checklist to provide a top-notch onboarding experience.


As a recruiter, you’re on the front lines representing your company. Use every interaction with your candidates as an opportunity to show them what a great place to work your organization is. These templates should help streamline processes and improve your company’s bottom line with a quicker time to hire at a more efficient rate. Whether you are screening resumes or making the final call to close the deal, these templates will ensure you are covered to give a great candidate experience to all.


  1. Score Media Metrix, September 2017
  2. Glassdoor Internal Data, September 2017