How do talented candidates agree to your company's offer?

Finding the right candidate for a position is not easy, but many companies fail at the moment of sending job offers to candidates. In the current situation of the increasingly fierce recruitment market, with a limited number of good people, a good employee can receive many offers to work at the same time.

So what factors will determine the talent to accept your company's invitation?

Commitment of the business

Many business leaders believe that salary is the decisive factor in recruitment. But closing the deal is not simply money, it is also the commitment of the business to the success of the candidate. No senior employee wants to take on a new job where he or she is degraded, or placed in a difficult situation of a business.

A commitment to employee growth from a business leader is important: By taking the time to share a candidate's passion for the company and position, demonstrate a sincere desire for the job. project and for the personnel in charge of the project. And by truly understanding the candidate's motivations, the leader can send a powerful message about the company's interest in the candidate.

Job

Wanting to close the negotiation with the candidate, many managers have shown the positive side, the pink picture of the job. However, this is also a mistake, because studies show that the actual status of the job in terms of both opportunities and challenges of the position will lead to higher results of agreement from the candidate, the higher the satisfaction. After taking the job, the employee turnover rate is lower.

How do talented candidates agree to your company's offer?

Ask what the candidate can do for the job, but don't forget to make sure the job will help the candidate. Employers must also clearly distinguish opportunities at their company from other competitors. A value proposition can be flexible in terms of job placement and job rotation to non-financial benefits, cultural strengths, and growth and development opportunities.

Direct management

It is a fact that most employees do not leave their jobs, they leave their managers. Incompetent managers not only make their jobs worse, but they also destroy the achievements or future outcomes of those around them.

Many studies and surveys also show that in any company or industry, the most stress at work often comes from the direct management of employees. Therefore, direct human resource managers must be deeply involved in the process of closing negotiations with candidates. Most candidates want to work with a talented and enthusiastic manager.

Salary and benefits

How much should the company pay to get the best candidate? Besides considering the level of market competition for the position and expected salaries, another important milestone is the pay for other current positions at the company.

If you break the box to invite an outsider in and this level is exposed, current employees in the company may feel devalued and unmotivated. Therefore, it is necessary to restructure the pay for the new position not only to solve the temporary problem but also to plan the long-term development of this employee at the company. Obviously, this goal always requires creativity in designing salary brackets, bonuses, and long-term incentives such as limited stock purchases….