9 Stats You Must Keep Top of Mind When Closing Candidates

May 27, 2015

As any recruiter knows, it takes a lot of effort to get a great prospect interested in a position. From there, it takes some luck to ensure they are going to fit into your organization.

So when you finally find that great person, and they are a great fit, there’s nothing more deflating than not being able to close them.

But, how to you avoid that? What are the key steps to ensuring candidates consistently accept your offer?

Well, to find out, we surveyed 20,000 talent professionals and found nine critical steps. Here’s a hint – the interview really, really matters.

1. The interview is a make-or-break experience for the candidate

Not surprising – this is a candidate’s only glimpse into how your company operates. Make it count.

interview-make-or-break

2. The interview with the hiring manager is key

Tell your hiring managers that if they want to get the best candidates, they should care about having a great interview experience.

53% of candidates said the interview with the hiring manager 

had the biggest impact on their interview experience

3. Prospects want hiring managers to explain how the business works

And that means they should talk to them about the nuts-and-bolts about the business, including how the role helps the company move forward.

49% of candidates want their business questions

answered in the interview.

4. An interview with the CEO always helps

People like to feel special, so for smaller companies, a meeting with a CEO goes a long way. For larger companies, perhaps a department head will do. But the higher the title, the better.

46% of candidates want to hear from

the organization’s leaders during their interview

5. Even though the interview with the CEO won't make or break the experience

Entice your senior leaders into meeting with candidates by telling them they don’t have to spend a long time with them, just that their presence alone makes a difference.

 17% of candidates said the interview with the company’s leadership 

determined their interview experience

6. After the interview, communication is key

Unsurprisingly, candidates want to hear from a company after they interview.

talent-wants-feedback

7. Particularly by phone (if it's good news)

The majority of candidates would like a phone call when you're giving them good news. On the other hand, most prefer to hear bad news in a email.

candidates-want-to-hear-by-phone

8. When its time to close a candidate, compensation is king

Compensation continues to be the biggest factor in a person accepting an offer. That said, a job that offers room for advancement – without making them work all the time - matters as well.

So be sure to communicate that during the interview.

top-factors-for-considering-job

9. Once you give the offer, it helps if the hiring manager follows up with a phone call

Again, people want to feel special. Tell your hiring managers that a phone call from them to a candidate after they receive an offer from your company exponentially increases the likelihood they’ll accept the offer.

hiring-manager-follow-up

Two patterns

Really, when you look at what these statistics, two messages jump put: candidates want to be flattered and the most important relationship to them is their one with the hiring manager.

As a recruiter, the former is entirely in your control. You can flatter a candidate by keeping them updated throughout the process, setting up an interview with a company leader for them and ensuring they know what their role means to the company.

The latter – the candidate’s relationship with the hiring manager – is partly out of your control, but you can take steps to make it better. Advise your hiring managers about how much the interview matters. Give them information about the candidate so their conversation is as personalized as possible.

All of that can go a long way to consistently closing the best people and ultimately winning the war for talent.

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