Competition for top talent is fierce. Similar to how sales people work hard to understand their customers’ wants, you need to make an effort to really understand what your candidates are looking for. Once you’ve figured this out, you’ll know how to frame the opportunity in a way that brings them value. The more value you can bring, the more likely they will say yes to an offer.
But understanding how you can offer a candidate value is just the first piece of the equation. The second is your ability to communicate this information effectively. The latter is absolutely essential if you want to pique the candidate’s interest and get them excited about saying yes to your role.
So, when your candidate asks, ‘why you,” what will you say?
Company Culture and What Makes Your Business Unique
Candidates are trying to figure out how they’ll fit in the company culture and whether their values align with the company’s vision for the future. Start by telling them why the role is so important to the company. How and where will they be able to make an impact, and how will they help move the company forward?
Talk to your candidates about the problem your business is solving. Maybe you’re solving a problem that no one else is. Maybe the problem isn’t unique, but the way you’re solving it is. Tell them, and be excited about it. Candidates will be excited too when you share something about the business that you’re clearly passionate about.
You can also tell candidates why your current employees love working for the company. Ask some of your existing employees about why they love your company’s culture, and be prepared to share these stories with your candidates. Sharing stories is the best way to help your candidates learn about your company’s culture.
Opportunities for Growth, Development, and Advancement in the Organization
Candidates view opportunities for growth and development as a signal of job stability and security. Figure out what your candidate is looking for in a new position and how they view your opportunity within the context of their career. Are they looking for exposure to different business functions or are they looking to further refine their existing skills? Then, tell them how your company offers opportunities that link back to their specific goals and needs in ways that are important to them.
Developing leadership skills and moving up the corporate ladder are also common desires among candidates who are searching for new opportunities. How do employees typically advance within your company? Are these processes structured or unstructured? Do you offer formal mentorship programs or training and upskilling opportunities? Make the first move and share this with your candidates before they even have the opportunity to ask. Show them how your company is prepared to invest in their career.
Total Compensation, Flexibility, and Work-life Balance
Compensation and benefits are among the top reasons employees accept job offers. So be proactive here, and be sure to communicate this to your candidates. The earlier the better. This seems obvious, but not uncommon for candidates to move through an entire interview process without receiving any salary information. Start strong by having salary discussions up front, and make sure you know ahead of time what is and isn’t negotiable.
In addition to salary, be prepared to brag about how great the benefits and perks are. Are there opportunities for remote or hybrid work? Are work hours flexible? What does your company offer for vacation? It’s helpful here to understand what your candidate is looking for in terms of work-life balance. So ask them what they’re looking for, and tell them how your company will meet their needs and support them.
Top candidates have options, and whether your top candidate accepts your offer will largely depend on how well you sell them on your role. If you’re not engaging, they’ll probably go elsewhere. Review their information, personalize the process, and frame the opportunity as something that’s a great fit. The better you sell it, the better you’ll be at securing top talent.
Get better at closing top candidates
Framing your job opportunity to meet candidates wants and needs is essential to pique a candidate’s interest and get them excited about saying yes to your role. Use Hireguide to create custom value propositions for your candidates and easily reference them in real-time during your live interviews. Check out our custom insights tool to ensure candidates are perceiving you as warm and competent when you deliver your value props, increasing your chances a candidate will say yes to your role.