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3 Tips For Closing Candidates (That Work)

Posted by Admin on May, 24, 2022

1. Support your candidates with transparency
There are no tricks or shortcuts to getting candidates to accept your offer — not when they’re investing in themselves and your organization. 

The only way over the obstacles is by going through the course.

However, you can seal the deal by advocating for your candidates. Applying honesty, transparency and care has been proven to work time and again. 

By supporting your candidates and offering them the truth about the role, organization, compensation and benefits, you’re showing them the path forward. 

You should also ask them point-blank about what they need from you and how you can help them come to a decision. This demonstrates your commitment to them. 

If they’ve run the gauntlet and made it to the end, the least you can do is help them scale the last hurdle.

2. Be more interested in the candidate than in yourself
Recruiting and hiring asks us to put candidates on display, pointing out their shortcomings as we identify their strengths, weaknesses and “fit” for a role. 

It’s not an easy process, and candidates tell us again and again how difficult they find it. 

Closing should therefore become the recruiter’s moment of vulnerability. It’s your chance to show candidates the cards you’re holding; allow them to tell you what they’re looking for and whether you meet their criteria for employment. 

This is when you let your guard down and fully embrace whatever they tell you. Otherwise, you risk the candidate’s moving on to an employer who more closely matches their needs. 

Be more interested in the candidate than in yourself. If they’re asking for more than you’re ready to offer, talk to your organization about what’s possible as far as compensation and benefits. 

If it’s totally off-base, give the candidate that insight; it might not be the job for them. 

3. Remember your responsibility to build an inclusive organization
Part of closing involves discussing the numbers. 

Far too often, recruiters go low instead of high when it comes to salary. Whether you realize it or not, that’s a significant factor in issues of pay inequity that exist today. 

Give candidates an equal chance of finishing the race, regardless of their different characteristics. Equity and inclusion rely heavily on hiring practices, and closing is where recruiters contribute directly to the diversity of the organization. 

Listen to the candidates; look to your hiring manager and organization; and figure out a number that suits both sides, without putting your candidates at a disadvantage compared to their coworkers. 

To close successfully, offer your candidates the leg up that everyone is looking for in their career. 
Help them clear that last obstacle by showing that you care not only about the organization but also about the potential employee. 

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Our Hiring Platform helps quality candidates skip straight to the interview – saving time and creating a more transparent hiring process for everyone. With our Virtual Hiring Tour, we helped many employers hire people. Fortune has recognized this work, naming AASH a 2021 Change the World Award winner— an honor given to companies tackling unmet needs in society. We were also named one of Fast Company’s 2021 Brands That Matter which recognizes innovations that are making a difference.

AASH has found a way to automate the hiring process that increases candidate quality. This technology helps automate one of the most labor intensive parts of recruiting allowing recruiters to focus on what they do best.”

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AASH Technologies

This entry was posted on May, 24, 2022 at 12 : 05 pm and is filed under Blogs for AASH Technologies Consulting. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response from your own site.

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