Winning Over the Ambivalent Candidate

Nolan Gray Corporate Recruiting, Staffing, Tips & Tricks

Recruiters who have reached the job offer stage of the talent acquisition process with an ideal candidate often need to give a little push to get to hiring. Talented people tend to have a lot of options, and may already have a position they wouldn't mind staying in. With that in mind, recruiters need to do a little something extra to get the best people on board. Here are some ideas:

Convince Them the Team is Great
When Jonathan Rosenberg was a hiring manager at Google, he took the innovative step of showing his top candidates a profile of each of their possible future team members, according to This is a rare move, but depends on the fact that many top performers cite a motivated and talented team as a good reason to take a new position. suggested allowing top talent to review a paper packet of the existing team's profiles or resumes to show it is a group of people that would be great to work with. It's best to do this on paper to avoid security issues – or other recruiters from competitors getting ahold of a digital file conveniently full of the team's qualifications and contact information.

Have Key Players Available to Talk
When a candidate is wavering about a job offer, it's sometimes appropriate to bring in the big guns. In cases like these, recruiters can ask important people at the company – like the employee's prospective boss, members of the c-suite or even the CEO – to pick up the phone and call the candidate. Nothing conveys a warm welcome and a true desire to see the candidate accept the offer like a round of phone calls from VIPs at the company who are truly excited to begin working together. This is also a time when the candidate can ask any lingering questions he or she has about the position and the company.

Review the Candidate's Expectations and Goals
Recruiters who use candidate relationship management tools as part of their recruiting software will have a trove of information at their fingertips. When a candidate seems hesitant about a job offer, it's time to review it. What did the candidate say was most attractive about the company or position? What are some of his or her professional goals? In talks following the job offer, recruiters should emphasize these aspects. This not only shows that the candidate has been heard, but also plays to what they really want in a job.

Jobscience | Creators of CRM-Based Recruiting | The Science of Recruiting