.
7. Regardless of how smoothly things are going, make sure to be consistent in referring to aspects of your company culture and the position itself that match with what the candidate has told you aligns with the vision they hold for their next career move.
8. If a potential relocation is in discussion, be generous and allow your candidate and their spouse ample time to consider the family implications. Set them up with a relocation specialist or real estate agent on a tour of the area including schools, etc.
Be creative if budget is an issue.
With these tips your chances of the candidate signing your offer are extremely high. However, sometimes even the best preparation is not enough to guarantee that outcome. Several situations could potentially arise that send your best-laid plans into a ditch.
The following are the two most common things that could go wrong and tips on what you can do to save the day, that is, assuming you really want this person to join your company:
1. The candidate has received an offer from another company and it is paying a larger base salary OR the candidate has received a counter-offer from their current employer and they are now questioning leaving.
Your next action:
Take off your would-be employer hat and put on your “I have your best interest at heart” hat on. This requires you to honestly care about the candidate and what is in their best interest. Help them to look at all the different aspects of both positions and to see which one truly fits the vision they painted for you early on. This kind of conversation is best had over a meal. A little “wining and dining” can go a long way in building trust. If the candidate still decides to go the other way, in the long run it is the best thing for both of you.
2. The candidate has done some research and they have discovered they were being underpaid and feel they should be paid more than what they originally told you they thought was fair.
Your next action:
Be sympathetic and compassionate.
Agree with them that they are worth that much more (unless you have evidence that proves otherwise). Remind them of your limitations and of everything the position has to offer including how the company vision aligns with theirs.
Ask them for a suggestion on how you can make up the difference since you are not able to give them the number they want. Partner with them on creating something you both can live with.
Tie it to performance!
It’s important that you listen to your intuition. Know when it’s time to cut bait and move on to another candidate that is more appropriately aligned with your goals and budget.
Don’t allow yourself to become emotionally attached to any particular candidate or outcome. Be professional at all times and follow the guidance that holds your company’s best interest in mind, not yours individually.
Related articles:
Hiring Top Talent- Negotiation Skills for Small Business Owners
Hiring Better Fitting Employees