How do you handle candidate objections and negotiate offers effectively?

I like to spend a good amount of time in the initial phone conversation with a candidate about their motivators, why they are leaving their current role, what they want in the next role and what their benefits and compensation needs are. If you do a good job gathering this information up front, you can anticipate any objections that will come along later in the process. I also like to send them the benefits package early on in the conversation.

Begin with curiosity and the awareness that the decision is a mutual one. Seek to understand the needs that are fueling the candidate's decision to make a change and the criteria they have established for making the decision. Invite them to share their vision of themselves as part of your company and in the role they are interviewing for. Hiring is really a conversation to build a relationship and reach a mutually well-informed result.

Understand candidate objective to express interest for our role during the interview process time. Motivate based on the same. Communicate effectively.

I will generally present as much information at the beginning as possible. Over time, you learn what candidates are looking for, and you can proactively address those before they are even given a chance to ask. By providing as much information as possible early in the conversation, you can ensure that you are moving forward with the right candidates for your role and for the organization.

Handling objections and negotiating offers effectively involves active listening, understanding concerns, and finding mutually beneficial solutions. Address objections with empathy, provide relevant information, and highlight the value of the offer. Negotiate by exploring flexible options, emphasizing long-term benefits, and maintaining a positive tone to foster collaboration. It's about creating a win-win situation where both parties feel satisfied. The chances of joining becomes very high.

One of the first questions I ask in my interview is what the best way for us is to keep in touch. I do this so that when I communicate updates with them, I am confident I am doing so in a format that has the best chance of being seen by them. I also make a commitment to my candidates that I will maintain communication with them throughout the process and that I am available to answer any questions. I make a point of answering their questions within 1 business day.

I am a big believer in being transparent with candidates in the initial call together. I try to give a real look at what a day in the life is like in the role and what it is like to work for the company along with what the compensation will likely look like. If I am transparent up front, there are no surprises for candidates along the way and certainly no surprises by the time we get to offer stage. Saves me time, saves candidates time if it is not a fit from the start.

Job changes are life changing decisions for people. Take every question seriously and answer as genuinely and truthfully as you can. Being clear at the onset of a discussion should take away most of the basic questions ideally however at the final offer stage expect some difficult/doubt creating issues to come up. Act as a benefactor and not as a recruiter at that stage.

I believe in being myself with the candidates. I want to get past the candidates "interview self" to their real self, because that is who is going to end up working at my company. The best way to do that is to be my real-self and create a casual conversational environment, not an interrogation. By being genuine, I hope that the candidates can feel that I am not only looking out for my employer, but for them as well. I continue the relationship building but doing what I say, including updating them on the process, even if the update is to let them know I am still waiting. I don't want anyone thinking that I have forgotten them.

As a recruiter, I believe that building trust and rapport with candidates is one of the most critical aspects of my job. By taking the time to get to know each candidate as an individual, I can better understand their unique needs, goals, and motivations which allows me to provide a more personalized recruitment experience that meets their specific needs. Furthermore, when candidates have a positive experience during the recruitment process, they are more likely to recommend the company to others and view it in a positive light. Overall, building trust and rapport with candidates is not only beneficial for the recruitment process but is also essential in building a positive employer brand!

Effective offer negotiations begin with openness. In my experience with startups, where processes are still evolving and salaries might not match larger companies, I always prioritize understanding the candidate's motivation. I connect it with our company's mission and values, and I'm upfront about any immediate limitations. Then, I share our growth strategies, making the path to success tangible. It's all about building a mutual understanding and a shared vision for a successful partnership.