Once you’ve decided on a selection of candidates from a list of resumes, the candidate experience and closing the candidate becomes most important part of the hiring process. The perception of the great candidate experience is really from the candidates’ point of view, so think of the candidate as a customer. Closing the candidate is directly tied to their experience in the hiring process and will be direct result of a great candidate experience. We’ve identified six key steps to closing the candidate keeping in mind that a great candidate experience is key to the strategy.
1. Treat the candidate like a customer
The most basic, bare minimum in a positive candidate experience is getting a response. When they send in a resume, respond to them. Correspondence with candidates may be the most crucial part of the positive hiring process and comes down to really a matter of respect. Respect the candidate who’s applying to your organization and have the common courtesy to keep them informed every step of the process.
Put your best foot forward. Portraying your best while courting a candidate can mean the difference in hiring a good candidate or a great candidate. You wouldn’t go on a first date in your yoga pants or sweats, so keep it professional and put your best foot forward with a prospective candidate.
2. Have a timely interview process
Keeping the interview process streamlined is instrumental in hiring the best candidate for the job. Top talent will probably be interviewing for multiple positions and the same time. They will not sit back and wait on the telephone interview to be scheduled a month after their resume is sent it or an in-person interview scheduled a month after the phone screen. Keep the interview process moving to stake your claim to the best.
3. Interface the candidate with current manager and employees for feedback
Give the candidate an experience that reflects the culture of your organization. Let the candidates take a tour of the organization during the interview and connect with their prospective team.
4. Make an attractive offer
Pay better than the competition. If you want the best candidate available, you’ll need to make an offer that corresponds and beats their current salary and benefits. Make the offer in a timely fashion and be willing to negotiate.
5. Give a timeline on the offer
Giving a timeline on your offer ensures that the candidate will not be able to shop the offer between other prospective employers. Giving a timeline shows that you are serious about moving forward and are ready to hire.
6. Make announcements to welcome them to company
Welcoming your new employee and the fanfarde that should be associated with that will greatly improve the good feeling that the candidate/new hire has made the right choice in organizations. This is your time to shine in the human resources process and build a long-lasting relationship with the new employee who will be fiercely loyal to you.
Closing the candidate starts with a good overall candidate experience and ends with a competitive offer and a warm welcome. Human resources professionals are re-thinking the candidate as a customer experience and making changes to their hiring processes in this tight job market. Following our six steps will make closing the candidate a breeze.
SESI has been in business over 20 years. We consider ourselves to be ambassadors for our clients. Maintaining the highest levels of integrity, we gain an in depth understanding of our client’s organization, culture and business environment. We apply that knowledge to our quest for the best-fit candidate.
By adhering to this philosophy, our clients repeatedly look to us for solutions and recommend us to others.