How to ensure a “YES!”

Mark Freire

27th March 2018

In a candidate short market, you should know that you need to be doing all you can to guarantee the candidate accepts the role you’re offering.

By making all reasonable efforts at the hiring stage, you can ensure you get the best for both the role and your business, ensuring that you save on hiring costs by doing the job right the first time.

So, avoid letting your dream candidate slip through your fingers. Here’s our top 5 ways to secure your model applicant and avoid them being the one that got away.

1. Craft a tasty job advert

For most applicants, the contents of your job advert are the first thing they’ll know about the role. They might have a clear notion of where they want to move to, or they might be lacking some direction – in which case your advert could spur them into action.

First things first, the candidates need to find the advert. Not every candidate checks every job board, so the best approach is to make your content search friendly. Just like any other webpage, candidates will likely find their way to your job post with a Google search, so make sure you use the terms they’re likely to be looking for, and you can immediately increase the odds of finding interested and qualified candidates.

In terms of the content of the advert – make sure it has a strong opening, is neatly formatted, and contains everything your candidate would want to know. The important thing is to make the interesting and eye-catching details of the role the focus.

2. Ensure you provide them with the best tools

A big part of why candidates don’t say yes can be the equipment they’ll be working with. A survey carried out by LaptopsDirect found that more than half of Brits (53%) say the standard of technology is a key consideration for accepting a new job role, with 74% believing that technology makes them more productive at work. This applies even more when the role is in a tech focused sector such as IT, as no one wants to use dated or substandard equipment due to the impact it can have on their output.

Make sure that the equipment the candidate will be working with meets all reasonable expectations, and you’ll be one step closer to securing a yes.

3. Get personal

Making a personal connection with a candidate can help them to imagine themselves in the role you’re offering. At every stage of the hiring process, make sure that you engage with your candidate and take as much of an interest in them as they are taking in the role.

One way to do this, is to ask for your candidate’s opinion on a subject to get a better impression of their values and motivations. Career expert Barbara Bruno asks candidates for five things they would change about their current job if they were their own boss. This gives you an insight into both their motivation for interviewing, and how you can tailor your eventual pitch to address their biggest priorities – all helping to secure a yes.

4. Make the right offer

To get a yes, you need to give a candidate what they’re worth, not just their minimum salary requirement. If you’re looking for the most talented people to join your organisation, you need to demonstrate your understanding of their skills by making a reasonable offer in line with the industry standard for their role and experience. Given the current climate for hiring, candidates with specialist skills have the option to walk away from offers they feel don’t fairly compensate them.

To get an idea of what candidates in the IT sector would expect as a salary, download our free Salary Survey Report.

As well as offering a candidate what they’re worth, it’s important not to pressure the candidate into accepting your role. Most will have other offers on the table or interviews to attend, so it’s important to let them make the decision on their own. If they don’t want the job, they don’t want the job, and no amount of pressure will change this.

5. Move Fast

Candidates grow impatient quickly, particularly when they don’t hear any feedback. The second the candidate leaves your office after an initial meeting, their interest in the role should be at its peak, so if the process can’t be fast, at least make it transparent. By simply calling the candidate to update them on any delays, complications or developments, you help to build a more personal connection with the candidate, and prevent them from talking themselves out of a new role or location.

Struggling to get a yes from your dream candidate? In this candidate short market, we’ve been helping our clients find amazing with unique recruitment solutions. For more information, contact us on 020 7426 983.