4 Tips before Making an Offer to Top Candidates 

November 26, 202011:46 am717 views

Deciding which qualified candidates to choose for a very important job position is never an easy task. Since recruiting is all about finding the best talent that can make a great contribution to a company, it’ll be a costly mistake when the position is given to the wrong one. The actual talent that is meant to belong to your company would be walking out the door and into your competitor’s. The final selection process is critical indeed. 

Making an offer to the wrong talent can be avoided if only hiring managers consider some critical factors. Hiring managers should also understand that hiring is not about who’s popular to them; they should keep in mind a lot of important things and none of those include who “fits like a glove” to them on a personal level.

If you’re in the position of making this choice, here are some of the factors you need to consider:

Go deeper in each feedback of your interview team: 

It’s possible that during the initial feedback review, attention wasn’t given because there are other things in your mind. Yet, when you’ve come to a point of critical selection such as receiving feedback from other members of the hiring team, you should give your full attention to them. You’ll be surprised at how some feedback can be a deal breaker to that candidate you are actually considering.

See also: How to Use Social Media as Part of Recruitment Strategy

Contact the former manager: 

Unless your candidate and his former supervisor or manager ended up on a good note then you might expect a not-so good feedback. Make sure you keep an open mind in simply verifying your candidate’s abilities and skills required for your current job offer and not on anything personal. It would be best to ask the former supervisor set of close ended questions to avoid stirring away from the answers you’d like to hear.

Consider cultural fit: 

This question can be very much answered by recalling how your candidate did during the interview. Did the candidate have an attitude that indicates they prefer to fly solo, while in your organisation teamwork spells the difference in corporate success? A person that has an 8-hour work day mindset might not prefer to go the extra mile when a project calls for it.

Talents work best in an environment that complements their personality. It’s impossible to always have the kind of projects that don’t require teamwork to deliver excellent results. Feeling out-of-place will somehow take its toll to the solo achievers.

There is no one-size-fits-all: 

No matter how relevant a candidate’s experience in the previous job can be used in the current job position being offered, adjustments still have to be made. For instance, they might be a good traditional marketing manager and has indeed helped their previous company in building revenue, the same can’t be said to be true if the current marketing work requires digital marketing, an area that might not be the candidate’s core competency. However, given the principles of this skills that is marketing, just a few training and mentoring might make the candidate’s skills more adaptable in your company. You need to assess if the training will be worthwhile than the resources you can save from just hiring someone with matching skills.

All in all, don’t just say “you are hired” to candidates before you dig further information. Background check can tell a lot, but it is also culture fit and personality traits that make a top hire loyal. 

Read also: Talent Management and Recruitment is Vital to Company Development