LinkedIn Social Media Branding for Companies & Leadership
LinkedIn Social Media Branding for Companies & Leadership By: Stacy Kelly, Vice President –...Read More
The selling process should not stop when candidates start to interview with your organization. Most often companies working with search partners make the assumption that candidates are fully onboard and ready to accept an offer because they are interviewing with them. This isn’t the case!
Especially in a very strong candidate market, the need for quality and experienced talent still remains a top priority for organizations, and with COVID adding another dimension to an already hot, and quickly rebounding market.
Our teams use the Talent Acquisition Solution to ensure we find the best of the best. The selling process for candidates starts with your search partner who should be doing the following things to ensure the most successful search results:
Even when your recruiting partner completes all of those steps leading to an interview, it is critical to continue to “sell” the opportunity until the deal is finalized. I advise clients on the need to sell their organization and the opportunity throughout the interview process, and even through offer negotiations. The disappointment is real when a highly sought-after candidate passes on an offer, and questions arise on why the opportunity was not seen as attractive. If you are not selling what your organization has to offer, you are always at risk of not securing the candidate you select.
Here is how I advise my clients to continue to sell themselves throughout the interview process to ensure they do not lose the chance to acquire key, top talent for their organization.
By applying these concepts to the interview process, you will be able to not only feel more confident about the hiring choices you are making, but also connect with talent in a way that gets them excited about a future with your firm. The best way to get a candidate to enthusiastically accept a role is for them to not only have buy-in with the position, but also buy-in to the organization in which they are deciding to join.
If you have any questions about this article or getting the right candidates to buy-in to the opportunities at your company, please feel free to email me at firstname.lastname@example.org or reach me at 416 986 3397.