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Recruiters have the tough job of sourcing high-quality candidates that meet business demands. But the main pet peeve of recruiters has always been their inability to onboard the candidate the hiring manager wanted. In today’s time its really important for hiring managers to know that there’s intense competition in the market for good candidates. We are seeing a candidate driven market for some skill sets and the best candidates always have choices. So if a recruiter is facing challenges closing a candidate they should let the hiring manager early on.   

Recruiters usually care more about assessing a candidate’s qualifications rather than their seriousness and willingness to make a change. This ultimately leads to rejected offers. So it is better to ensure the candidate prefers the position offered by the company throughout the recruitment process. 

1. Using the job description to show the candidate their impact on the company

The job description is really an opportunity to capture the heart and mind of the candidate so they are excited about the job role. Try not to make the job description so functional and cold that good candidates have a hard time seeing themselves in that role. An effective job description might have information like:

  • What the new hire is going to be responsible for
  • What the new hire is going to teach to their co-workers
  • What the new hire is going to learn in the organization
  • What the new hire is going to improve the organization

A time frame can be included which would map the candidate’s top role in the organization and potential future with the company.

2. Going beyond the question Of more pay

The weakest motivation for changing jobs is money. Top recruiters should be wise enough to ask the question to the candidate on why they are making a job change. The answer to this question will tell you everything you would want to know about the candidate. Keep drilling until the reason is found by responding to the reason for changing jobs as looking for more money is by asking what the candidate hopes to accomplish with the job change.  

3. Calculate the Cost of Change for the Candidate

A candidate is always walking away from something (like stock options and bonuses from their current company) when they are looking for a new job.  It is always a good idea to check their current compensation program and see if you can provide something better. If the candidate is sufficiently motivated, he may be willing to walk away from that bonus. If not, perhaps a start date can be delayed until the bonus is paid or a signing bonus could make up the difference. Doing this from the start goes a long way toward building trust with the candidate. All of this will show that you’re looking out for everyone’s best interests and not just be looking to put together a deal.

4. Cross-Check All Legal Landmines

Make sure you are crystal clear on any legal obligations that the candidate has to her current employer. Do they have a non-compete? Have they signed a non-disclosure agreement? If the answer is yes, you should request a copy of the agreement before you proceed. Have your legal counsel review the document or, if you’re a third-party recruiter, share a copy of the agreement with your client so they can make an informed decision about proceeding with this candidate.

Depending on the jurisdiction and the details of the agreement, it still may be possible to hire this candidate, but it could affect the way the offer is structured or the candidate may need to request a release from the agreement before an offer can be made.

5. Source Candidates beyond the obvious places  

Get with the modern times and use LinkedIn. LinkedIn Recruiter is the place where you can find all variety of candidates which you can filter out and check out at your leisure. Some other uncommon places can be 

  • Conference speaker lists (find talent qualified in multiple areas)
  • Popular Apps or App Stores (consider reaching out to the people behind the app). 
  • Quora (showcase people with great knowledge)
  • Amazon book reviews (commenters making intelligent remarks about books on your industry or subject matter)

6. Don’t Believe In Just Face Value. Always Reference-Check 

You want to make sure that you are bringing someone into the company who raises the bar for it and that your company is something that can help that person grow in their role and help them accomplish whatever they want to do. In order to do this, we have to ensure that we

  • Don’t rely solely on references that the candidate provides. Try Linkedin to verify their previous work and the people they have worked with.
  • Don’t let the reference drive the call. 
  • Expect to proactively raise negative points. Find different ways to frame the weakness questions to get an accurate answer. 

Regardless of what position you’re recruiting for, one of the essential qualifications of any job is a candidate’s ability and willingness to make a job change. Get beyond questions about technical competence and make sure you are assessing the candidate’s seriousness. This will prevent you from suffering serious disappointment when you extend the offer.

 



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