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When you’ve offered a candidate the job, but the candidate is choosing between two job offers, what can you do to convince them?
According to new global surveys – one of candidates and one of talent acquisition professionals – by Korn Ferry, offering more money isn’t the way to go.
Among the candidates polled, 44% noted the best thing a recruiter can do is discuss why the recruiter’s offer better aligns with their career aspiration, while 36% wanted help ind deciding which offer is best suited to them. Only 5% said giving them more money is the top move for causing them to accept one offer over another.
However, that only works if the candidate is pretty sure of the position in the first place.
Only half (50%) of candidates said the recruiter can convince them to take a job if they are unsure of the position. However, recruiters were much more confident, with 83% saying they can convince an uncertain candidate to take the job.
The survey also found that the top way a recruiter can gain credibility with a candidate is to be knowledgeable about the specific job, organisation, and industry. This was followed by understanding the candidate.
Perhaps the best way to understand a candidate is to keep communications open.
When asked about the top way communications break down, 53% of candidates reported this happens when a recruiter ‘ghosts’ them by not calling them back or letting them know where they stand in the hiring process.
Pip Eastman, Managing Director, Solutions APAC for Korn Ferry’s RPO and Professional Search business, said: “The best philosophy is to treat candidates like customers of the company for which they are applying. We want every part of the recruiting process to run smoothly, and a big part of that is being responsive and treating each candidate with respect.”
When asked for the top reasons as to why candidates are looking for a new job, recruiters cite a better title/more responsibility as the top reason (20%), followed by salary (19%) and they are bored/need a new challenge at 16%.
The survey also found that despite ongoing technology enhancements in the talent acquisition industry, both recruiters and candidates still value the human element and find it critical to the hiring experience.
In fact, The surveys found that 90% of candidates and 80% of recruiters say it is either very or extremely important that the candidate like the recruiter with whom they are working.
“Technology has allowed us to make tremendous strides in talent acquisition, such as the use of AI to source the best candidates for a role. However, it’s the positive interaction with a recruiter and/or hiring manager that can make or break a candidate experience,” said Eastman.