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Every hiring manager has at some point been in the position where they have lost out on a candidate they were looking to offer. While there are several other important factors to consider (salary, location etc) often it is the length of the process that determines a successful outcome or not. In today’s candidate driven market, there are plenty of opportunities for candidates. If a candidate is actively looking for a new role, there is every chance that they are interviewing with your competition. If while you are deliberating on a candidate and they are made an offer by your competition, it would make sense for them to accept a role, right? Luckily there are a few things you can do to streamline your process to maximise your chance of having a candidate accept your offer.

Know what you want/need

There are many occasions where a candidate can walk into an interview and have an interview with a company. They walk out scratching their head, not entirely sure what the company is asking for them to do. You will need to have clear cut objectives/goals for the candidate to wrap their head around. Explain what you hope they can do to contribute to the team while also demonstrating what you can offer in return. You want that candidate to walk away from the interview with a clear idea in their head of what you want or need. Should you then extend an offer, they will know exactly what to expect and will accept or decline on that basis.

Reduce interview stages

For most positions in industry, two interviews are absolutely plenty. In some cases, one would be expected and more than that will add some unnecessary clunk to your process. We would recommend that you start off with a telephone interview. Should both you and the candidate have a good initial spark, invite them in. Be realistic in how many people actually need to meet this person. If there are some people who would like to meet your potential new hire but won’t be working with them day to day, don’t let them dictate your interview schedule. If this person is your manager or someone else higher up on the food chain, offer Skype interviews as an alternative if you are struggling to match availability.

Make an offer

By being clear about what you want and conducting an effective interview, you should know quickly if you want that person on your team. While we don’t encourage to make an offer at the interview, as many candidates feel pressured by this, this can push them away. We do encourage to make an offer in the first 24 hours. This makes the candidate feel important and with all of the information fresh in their head. They are more likely to make a decision.

Final thoughts

This won’t eliminate all threats to candidates turning down offers. Some are outside of your control, such as location. But it will reduce the likelihood of a candidate rejecting an offer because you took a couple of weeks to make a decision.

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Phone: 0161 975 7525

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