Here are just a few things I think you could do to improve your offer acceptance rate:
1. Ensure you have a structured qualification process in place: Don’t waste time on candidates that are’nt a strong fit for your role. This can include their technical competence, salary expectations, location/ working style, career aspirations, personal circumstances. Qualify out as soon as possible.
2. Sell the opportunity to the candidate: Make sure you have a clear candidate value proposition – why should the join you over everyone else and what makes your opportunity unique?
3. Always be closing: Make sure your recruiter checks in with the candidate after every interview, to guage their interests and to see if there are any potential roadblocks or further information they would like to make an informed decision.
4. Move faster to beat the competition: The best and most in-demmend talent is always in multiple interviews processes and short on time so make sure your recruitment process is designed and condensed for a strong candidate experience. One great way to do this is to limit it to 2 stages– one initial screening call on zoom followed by a formal interview where they meet all of the relevant stakeholders.
5. Put a deadline on your offer: Often candidates will be waiting to have multiple offers on the table before making a decision. By implementing a deadline you can often outcompete slower competitors. One week is usually reasonable.
We are seeing a shift from digital to physical when it comes to career opportunities.
What are your thoughts on AI screening tools used to filter through resumes?
Often times, they are being misused and you could be missing out on top talent.
