Kincannon & Reed Shares Five Ways Not to Lose Your Best Candidate

What are the top strategies that we at Kincannon & Reed recommend to help organizations sign their top candidates for positions and get them on-board quickly, ready to make an impact? And what can you do to close the deal with the individuals you really want?

1. Move quickly with candidates who are “in play.”

Most likely, candidates have been sold on your opportunity by our firm and are taking the time to explore your organization and the position. Finalists are usually happy with their current roles, but willing to investigate something new. A few candidates may be in the midst of a career move or actively seeking a new job.

Regardless, no candidate who has invested the time to go through an interview process wants to be left hanging afterwards. They rightly expect quick feedback and a smooth offer process. Delaying can raise doubts about your organization in the minds of people you want to have a great impression of your company, regardless of the outcome of the interviews.

It is critical to move quickly to close the deal to keep interest levels high with those finalists you care most about. Client reasons for prolonging the hiring process may be perfectly valid—often internal or external corporate events or scheduling issues arise. But moving quickly to an offer that makes it easy for the candidate to say “yes” following final interviews pays off by illustrating your organization’s desire to get her or him on board and contributing as soon as possible.

2. Show some flexibility with a strong candidate who has a relocation issue.

Smart companies today are flexible about relocation, recognizing that the workforce has more commuting and travel options than ever. Some top candidates may need geographic flexibility to make a job change. Often relocation issues are short term—such as when the candidate has a child with one more year of school left and wants to commute for that year.

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