Seeking a new job can be a daunting experience. Consider all the steps an individual must take before finding a new job opportunity. You have to search through the hundreds if not thousands of jobs, prepare a well put together application in a very competitive landscape, and then submit that application to the company and finally…speaking to the recruiter. And still you’re just at the entrance before ever being given an offer.
A very important trait all professional recruiters/hiring managers should have is empathy. Through the process of seeking out the best candidate you should be trying to fully understand what’s driving the job seeker psychologically and emotionally. You want to build a relationship with the candidate and figure them out to know what will make this particular job seeker fall in love with the company. This is crucial to making sure they go all the way through the hiring process and ultimately accepting a job offer. Without this you could be wasting your time.
When you truly know a candidates mindset and what drives them, it becomes much easier to express how they will fit right in within their new work environment. You want candidates to feel comfortable coming into a new workplace. This will lead to a more successful new hire and ultimately help your company retain top talent for long periods of time!
Step 1: Listen and learn
There is all sorts of reasons why someone may start searching for a new job. As a recruiter you need to take the time and listen to where they’re coming from so you can fully understand the candidate. Maybe they’ve realized there isn’t much room for growth in their current company, maybe they are dissatisfied with their compensation, maybe it’s a disagreement with their boss or even the feeling of job insecurity with anticipated layoffs.
There are so many factors at play. As a recruiter you need to figure out which reasons matter and which ones you need to hear the candidate out and listen to their explanation of their current workplace matters. Through this you may be surprised and find qualities in them that you see as a great addition to certain teams within your company. Take the time to listen and don’t shy away from any open ended questions that will get to the bottom of their underlying reasons for wanting to seek out new employment opportunities.
If you hear surface level responses that don’t portray the actual reasons why a candidate is dissatisfied don’t stop there. Keep pushing for answers. This will help you get an idea if the candidate’s goals and see if your company and the candidates career goals align. You can use these questions to help them see their goals can play out within your company. Making them more likely to feel comfortable and accept a job offer.
Step 2: Helping candidates fall in love
You need to first understand what motivates the candidate. What motivates a candidate to start looking for a change in jobs or careers is much different than what drives a candidate to fall in love with a new job opportunity. Each candidate is different.
An interview the best way to create a personalized experience for the candidate. While most interview questions are standardized across all candidates and is advised. Throughout the process you will get to understand the candidate more and be able to ask questions that pertain to them individually. Telling a candidate about the same benefits and perks over and over again like you did to everyone else is not the best strategy.
Let’s say you find out that one candidate is really excited about starting a family within the next few years, and your company has an amazing paternity package. This is a program you will want to bring to their attention and maybe mention more than once throughout the process, since it is likely to serve as a motivator in this individuals particular circumstances. A paternity leave policy might mean you can offer the candidate to take time off and raise their newborn child for the first year of its life. For other candidates, you might uncover motivators like money. An excellent recruiter will take this motivation to talk about compensation and how the company’s wage increases work and tailor their approach to this individual candidate accordingly. Doing this will ultimately enable your candidates to more fully commit.
Step 3: Making the decision to commit
Now it’s time to make an offer to the candidate. You want to reconfirm the motivators to show that you and your company fully understand the candidate. This will give a sense of great culture fit and make them more comfortable to drop everything and start a new career.
It’s best to stay away from a bland job offer that just goes over the monetary benefits. Not everyone is only motivated by financial gains. You want to reassure the candidate that you understand their particular situation and that your company aligns with their needs
Of course, the compensation needs to be reasonable and align with their budget needs. You also need to consider the emotional hurdle most people need to get over when going into a new career. Being the savvy HR professional you are, you need to go back to the psychological drivers you learned about this candidate from the start of the interview and unearthed during the whole process.
In practise, let’s say the candidate mentioned wanting to start a family within a few years and was drawn to your company’s paternity package. This package should be brought to their attention within the job offer. This will highlight the benefits that will be a motivator to their individual needs. Ultimately making them feel secure and having a great work life balance.
Follow these 3 key points and you will be sure to not only hire, but also retain the best qualified candidates for your company!