Posted by Jonathan Kidder on March 28, 2023

The ABCs of recruiting stands for “Always Be Closing.” This principle emphasizes the importance of being proactive, persistent, and focused on securing the best candidates for open positions in an organization.

Bringing someone through the recruiting process only for them to decline the final offer can be highly detrimental to an organization. It leads to wasted time, effort, and resources spent on identifying, engaging, and evaluating the candidate. Furthermore, it can delay the hiring process, leaving the position vacant for longer, which can negatively impact productivity and disrupt team dynamics. Additionally, a declined offer may cause the organization to lose out on other potential candidates who were overlooked or who accepted other offers during the time-consuming process. Lastly, repeated instances of unsuccessful recruiting efforts may damage the organization’s employer brand, potentially making it more challenging to attract top talent in the future.

The “Always Be Closing” mindset is important for several reasons:

Competitive advantage: In today’s highly competitive job market, recruiters must be proactive in engaging and securing top talent. By always keeping an eye on closing the deal, recruiters can act swiftly and effectively to secure high-quality candidates before competitors do.

Enhanced employer brand: By consistently closing job offers with great candidates, an organization can build a strong reputation as an employer of choice. This, in turn, can attract even more top talent in the future.

Reduced time-to-hire: By focusing on closing job offers quickly and efficiently, recruiters can reduce the overall time it takes to fill open positions. This helps organizations minimize the costs associated with vacancies and improve overall productivity.

Increased retention: By securing the right candidates for each position, organizations are more likely to see higher levels of employee satisfaction, engagement, and retention. This contributes to a more stable and productive workforce.

Improved recruitment process: Adopting an “Always Be Closing” mindset encourages recruiters to constantly refine and improve their processes, ensuring they are using the most effective strategies and tactics to secure the best talent for their organization.

In summary, the ABCs of recruiting, “Always Be Closing,” is important because it drives recruiters to be proactive, efficient, and effective in securing top talent for their organizations, which can result in numerous long-term benefits.

How to ask a candidate about their compensation requirements?

When asking a candidate about their compensation requirements, it’s important to approach the conversation professionally, respectfully, and tactfully. Here are some tips on how to ask a candidate about their compensation requirements:

Choose the right timing: Typically, you should discuss compensation during the initial screening or early stages of the interview process. This helps ensure that both parties have a mutual understanding of expectations and prevents any potential misunderstandings later on.

Be transparent: Start by providing a brief overview of the compensation range or structure for the position. This helps set the context and gives the candidate a reference point for their expectations. Research your States salary laws before this part.

Ask open-ended questions: Frame your question in an open-ended manner that encourages the candidate to share their thoughts. For example, you could say, “Based on your experience and qualifications, what is your desired compensation range?” or “What are your expectations regarding salary and other benefits for this position?”

Be respectful and understanding: Recognize that discussing compensation can be a sensitive topic for some candidates. Approach the conversation with empathy and respect, and make it clear that you’re seeking to understand their expectations in order to find a mutually beneficial agreement.

Encourage flexibility: If you sense that the candidate’s expectations may be slightly outside the range your organization can offer, encourage them to consider the entire compensation package, including benefits, growth opportunities, and other non-monetary factors.

Reassure confidentiality: Make sure to reassure the candidate that any information they share regarding their compensation requirements will be treated with confidentiality and only used for the purpose of evaluating the potential job offer.

In what stages of the process should you discuss compensation?

Compensation discussions are a crucial part of the recruitment process, and it’s important to approach them strategically. Generally, there are two main stages during which compensation should be discussed:

Initial screening or early stages: During the initial screening process, the recruiter should briefly discuss the candidate’s compensation expectations to determine if they align with the organization’s budget for the position. This step ensures that both parties are on the same page and prevents potential misunderstandings or disappointments later in the process. If the candidate’s expectations significantly deviate from the budget, it’s better to identify this early on to avoid wasting time and resources on both sides. If the candidate is inclined after the phone screen interview and is set up for a final round – this is another great time to follow up on your compensation questions.

Offer stage or final discussions: Once the candidate has successfully passed through the interview process and the organization is ready to extend a job offer, a more detailed discussion about compensation should take place. This conversation should cover not only base salary but also any bonuses, benefits, stock options, and other forms of compensation the organization might offer. It’s essential to provide a clear and comprehensive picture of the total compensation package, as well as addressing any concerns or questions the candidate may have.

While it’s possible that compensation may come up in conversations during other stages of the recruitment process, these two stages are the most appropriate times for in-depth discussions. By addressing compensation early on and again at the offer stage, recruiters can ensure a smoother process and increase the likelihood of the candidate accepting the final offer.

How to preclose a candidate before the offer stages

Preclosing a candidate before the offer stage involves gauging their interest and commitment to the opportunity, setting the stage for a positive outcome when the actual offer is extended. Here are some tips to effectively preclose a candidate:

Build rapport: Establish a strong relationship with the candidate throughout the interview process. Maintain open communication and make them feel valued and respected.

Sell the opportunity: Highlight the benefits of working with your organization, including career growth, company culture, and the potential impact of their role. Share success stories of other employees and emphasize how their skills and experience align with the company’s vision and goals.

Sell the benefits: Selling benefits to a candidate is essential because it helps attract and retain top talent by showcasing the advantages of working with your organization. By highlighting benefits such as work-life balance, professional development opportunities, and a positive company culture, you demonstrate the value your organization places on employee well-being and growth. This not only appeals to candidates who are looking for more than just a paycheck but also helps differentiate your company from competitors in the job market.

Address concerns: Identify and address any concerns or objections the candidate may have regarding the role, company, or compensation. Listen carefully, respond empathetically, and provide necessary information to alleviate their concerns.

Gauge interest: Regularly check in with the candidate to assess their level of interest in the opportunity. You can ask questions like, “How do you see yourself fitting in with our team?” or “What excites you most about this role?”

Discuss compensation: As mentioned earlier, touch upon compensation expectations during the early stages of the recruitment process. This will help you understand the candidate’s requirements and determine if they align with your organization’s budget.

Test for commitment: Ask hypothetical questions that help gauge the candidate’s commitment to the role, such as, “If we were to extend an offer that meets your expectations, how likely would you be to accept it?” or “Do you have any reservations about joining our organization?”

Understand competing offers: Inquire about any other offers or opportunities the candidate is considering. This information can help you tailor your offer to be more competitive and appealing.

Set expectations: Clearly communicate the timeline for the recruitment process and when the candidate can expect a final decision. This helps manage expectations and keeps the candidate engaged.

Maintain communication: Stay in touch with the candidate between interviews and during the decision-making process. This can help reinforce their interest in the opportunity and keep your organization top of mind.

Preclosing Template:

Preclosing questions are designed to gauge a candidate’s interest, commitment, and fit for a role before extending an official job offer. Here are some preclosing questions to ask a candidate:

Based on what you know about the role and our organization, what excites you the most about this opportunity?
How do you see yourself fitting into our team and contributing to the company’s goals?
Are there any concerns or reservations you have about the position or our organization that we can address?
If we were to extend an offer that meets your expectations, how likely would you be to accept it?
What factors are most important to you when evaluating a job offer, apart from compensation?
Are there any other job offers or opportunities you are currently considering? If so, how does our opportunity compare to those?
What would be your ideal start date if you were to accept an offer from us?
Can you provide any feedback on your experience with our recruitment process so far?
Are there any additional questions you have about the role, company culture, or our organization?

Prepping a candidate about receiving a potential counter offers

Preparing a candidate for the possibility of receiving a counteroffer from their current employer is an important part of the recruitment process. It helps them make a well-informed decision and ensures that they are ready to handle such a situation. Here are some steps to prep a candidate for a potential counteroffer:

Discuss the possibility: During the interview process, bring up the topic of counteroffers and ask the candidate if they have considered the possibility of receiving one from their current employer.

Identify motivations: Encourage the candidate to reflect on their reasons for considering a new opportunity. Ask them to think about what aspects of their current role are not meeting their expectations and how the new position addresses those concerns.

Weigh the pros and cons: Help the candidate objectively evaluate the pros and cons of accepting a counteroffer from their current employer versus joining your organization. Discuss factors such as career growth, company culture, job satisfaction, and long-term goals.

Share industry insights: Inform the candidate about industry trends and statistics related to counteroffers, including the potential risks and pitfalls associated with accepting them, such as strained relationships with management or colleagues, and the possibility of being seen as a flight risk.

Encourage open communication: Let the candidate know that they can reach out to you if they receive a counteroffer, and offer to help them navigate the situation. This builds trust and rapport, ensuring that the candidate feels supported during the decision-making process.

Highlight your organization’s advantages: Reiterate the benefits and opportunities that come with joining your organization, emphasizing how these align with the candidate’s career goals and aspirations.

Prepare for negotiation: Be ready to discuss potential adjustments to your offer if the candidate receives a competitive counteroffer. However, make sure to set limits and boundaries to maintain a balance between attracting the candidate and staying within your organization’s budget and policies.

What are the core principles of offer negotiations?

Offer negotiations are an essential part of the recruitment process, aiming to reach a mutually beneficial agreement between the candidate and the organization. The core principles of offer negotiations include:

Actively listen to understand motivators
Aim for a win-win situation
Indefinitely the real issues up front
Encourage, restate, and clarify
Approach the other side with empathy
Ask open-ended questions
Know when to walk away
Don’t over communicate -pause and allow the candidate to respond back
Discuss deadlines and see if they have any other offers in hand

Tips when presenting the offer

Presenting a job offer effectively is crucial for encouraging the candidate to accept and close the deal. Here are some tips for presenting the offer to increase the likelihood of the candidate’s acceptance:

Build anticipation: Before presenting the offer, reiterate the candidate’s strong performance during the interview process and convey excitement about the prospect of them joining the team.

Personalize the offer: Tailor the offer presentation to the candidate’s priorities, emphasizing aspects of the role and company that align with their career goals, interests, and values.

Be clear and comprehensive: Clearly outline the details of the offer, including salary, benefits, bonuses, stock options, vacation time, and any other relevant components. Provide a written summary of the offer for the candidate to review.

Highlight growth opportunities: Emphasize the potential for career growth, professional development, and advancement within your organization to appeal to the candidate’s long-term aspirations.

Showcase company culture: Reinforce the positive aspects of your company culture, including work-life balance, diversity and inclusion, and employee engagement initiatives, to demonstrate the value your organization places on employee well-being.

Reiterate the role’s impact: Remind the candidate of the importance of their role and the potential impact they can have on the organization’s success, appealing to their sense of purpose and ambition.

Be prepared to address concerns: Encourage the candidate to ask questions and raise any concerns they might have about the offer. Be ready to address these concerns and provide additional information as needed.

Set a deadline: Provide a reasonable deadline for the candidate to accept or decline the offer, creating a sense of urgency and encouraging them to make a decision. Usually it’s a 48 hour expiration date clause.

Extend the offer over email with a deadline and then follow up in 1-2 days.

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Jonathan Kidder

With more than 12 years of recruitment experience, Jonathan has helped startups and small businesses find the talent they need. He runs the blog WizardSourcer, which explores the latest trends in talent sourcing, provides reviews of recruitment tools, and features interviews with prominent figures in the industry.