You have found the ideal candidate after a handful of interviews in, what is currently, a candidate driven market. What to do now? Don’t jump to assumptions and think they are going to accept your offer! This candidate could have a number of offers lined up. According to EAB, these 4 tips can assist in having them accept yours.
1. Don’t make unrealistic promises
Job applicants have B.S. detectors. If you promise them benefits and promotions that aren’t in range of what your organization can actually offer, they’re bound to notice. Be prepared to answer questions about how many employees have actually reached the level of success you’re promising—chances are, candidates will want to confirm that your promises are practical.
2. Explain how the position aligns with their personal goals
Your candidates are going to be thinking thinking long and hard about whether a role at your organization will move them closer to their long-term goals. You probably asked them about those goals during the interview. Take advantage of what you learned about them to point out how your organization can help them meet those goals.
3. Be aware of your organization’s reputation
Though you can’t always go back and retroactively fix your reputation, you can be upfront with your candidate about any recent issues. Be prepared to answer questions about who your organization has dealt with, and how it has handled tough situations.
4. Answer every question — even the tough ones
Your interviewee may ask questions that are difficult to answer, like your organization’s turnover rate, the person who previously held the role, or how you determine promotions.
Remember to be transparent and honest every step of the way, all while answering questions and scheduling interviews in a timely manner are all things that will help your candidate make the decision of choosing your company.
Original article here.
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