Candidate Deliverability-Strategies to Secure Candidate Acceptance

Candidate Deliverability-Strategies to Secure Candidate Acceptance in a Competitive Market

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Finding the perfect candidate for your small business can sometimes feel impossible. You sift through resumes, conduct interviews, and finally land on the ideal person – only to have them walk away for a better offer, ghost you completely, or worse, accept your offer and then renege for another opportunity. In today's competitive job market, ensuring candidate "deliverability" – their commitment to your offer – is more crucial than ever.

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The good news is, it's not just about luck. By understanding candidate motivations and implementing strategic interviewing techniques, you can significantly increase your chances of landing the talent you deserve.

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A recent study by the Society for Human Resource Management (SHRM) found that 73% of job seekers are actively looking for new opportunities due to dissatisfaction with their current job. The top reasons cited include:

• Lack of career growth opportunities (42%)
• Unsatisfactory compensation and benefits (39%)
• Poor work-life balance (37%)
• Toxic workplace culture (33%)

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Why Candidates Walk Away:

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A study by the Center for American Progress found that 72% of job seekers are more likely to accept an offer if it addresses their pain points. Additionally, a study by LinkedIn revealed that 80% of candidates who receive a counteroffer are likely to consider it, highlighting the importance of making a truly compelling offer from the start.

Before we dive into securing acceptance, let's first address the reasons why candidates might leave you at the altar:

• Misalignment with pain points: If your company's opportunity doesn't address the candidate's core reasons for seeking a new role, they're unlikely to be satisfied in the long run.
• Uncompetitive offer: Salary, benefits, and overall compensation packages that fall short of expectations can easily send candidates towards greener pastures.
• Poor candidate experience: A negative interview process, unclear communication, or a lack of enthusiasm from your team can leave a bad taste in the candidate's mouth.
• Counteroffers: Incumbent employers often swoop in with eleventh-hour perks and promises to keep valuable talent from leaving.

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The Power of Discovery:

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The key to preventing these scenarios lies in deeply understanding your candidates' motivations. This is where effective interviewing comes in.

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Focus on unearthing the "pain points" that drive the candidate's job search. The Hiring Toolbox Candidate Deliverability form provides a valuable framework for this. Questions around compensation expectations, healthcare needs, and career aspirations can reveal a wealth of information about what truly matters to the candidate.

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Remember:

• Go beyond the resume: Don't just focus on skills and experience. Dig into the candidate's desires, frustrations, and long-term goals.
• Active listening is key: Pay close attention to both verbal and nonverbal cues. What lights up the candidate's eyes? What topics seem to elicit hesitation or discomfort?
• Ask open-ended questions: Encourage elaboration and storytelling. The more you understand the candidate's narrative, the better you can tailor your offer to their needs.

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Strategies for Determining Deliverability:

Once you've uncovered the candidate's pain points, use that knowledge to craft an offer that's truly irresistible. Here are some helpful strategies:

• Address the pain points directly: Highlight how your company culture, work environment, or growth opportunities directly solve the candidate's specific problems. Quantify the impact whenever possible. For instance, if the candidate is seeking better work-life balance, showcase your flexible work arrangements or generous vacation policy.
• Craft a compelling compensation package: While salary is important, don't underestimate the value of benefits and perks that align with the candidate's needs. Consider offering remote work options, student loan repayment assistance, or childcare benefits if these are relevant to your candidate.
• Move quickly and decisively: Once you've identified your top candidate, express your enthusiasm, and extend a prompt offer. In a competitive market, hesitation can be costly.
• Stay connected throughout the process: Keep the candidate informed and engaged. Address any concerns they might have and reiterate your excitement about having them on board.

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Again, the goal is to create a win-win scenario. When your offer effectively addresses the candidate's pain points and aligns with their career aspirations, they'll be more likely to choose you over any competitor – or even a counteroffer from their current employer.

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By investing in strategic interviewing and data-driven offer crafting, you can significantly increase your chances of landing the talent you deserve. So go forth, small business owners, and conquer the candidate market!