Closing is a very important part of sales, including closing top candidates during the recruiting process. Operating in a tight job market has made it more important than ever for…
Closing is a very important part of sales, including closing top candidates during the recruiting process. Operating in a tight job market has made it more important than ever for sales companies to refine their recruiting process.
Engaging top sales talent has never been more challenging and competitive. Because of this, you are more likely to interview candidates who have multiple offers on the table. Closing a candidate with multiple offers changes your approach to recruiting. You need to be on your game, agile and have the ability to make important decisions quickly.
Just as if you are trying to close a big sales deal, your ability to sell a top candidate on your organization is one of the most important factors that can help you get the candidate over other organizations.
In this blog, Toronto sales recruiters outline some of the best practices for how to close a top sales candidate when they have multiple offers:
Never make assumptions about what a candidate wants. It can be easy to assume what is important to a candidate. It can also be easy to overlook the importance of listening to candidates as you try to sell them on your company.
Make it a point to ask your candidates about what is really important to them. You may be surprised by the responses you receive. Some may be money-focused, while others may want more autonomy, growth opportunities, or professional development. Others are more interested in a greater work-life balance and flexibility. Ask them to create a list and rank the things that are most important to them. When you know this information, you can make an offer of employment that addresses their must-haves, giving you a better chance to close the candidate.
The longer it takes you to hire, the more likely you will lose the candidate to a competitor. If you drag your feet, you can kill your chances of snapping up a top candidate. Work on reducing the length of your hiring cycle. Schedule job interviews right after you receive applications, ask for important information from the candidates upfront, and try to make an educated and informed decision as quickly as possible. The quicker you can move a candidate through the hiring process, the more likely you’ll be able to hire them.
It’s all hands on deck when it comes to recruiting the best of the best sales talent. One effective way to show a candidate how important they are is to book them a meeting with your company CEO or sales director. If your leadership team is willing to take the time, it’s a sign to the candidate your organization cares. Ensure the person who meets with the candidates is briefed on the situation and get them to give the candidate the nudge they need to agree to work for your company.
There is no room for lowball offers. If you don’t offer a competitive compensation package to candidates, you will fail to attract top candidates. This is particularly the case when multiple offers are made. A lowball offer can be viewed as insulting and you’ll be out of the running. Remember that your offer is about more than just an annual salary. Consider benefits, perks, commission rates, vacation time, and other things that would entice a candidate to work for your company.
Money talks. It’s common for competing sales organizations to make similar compensation offers. One way to sweeten the deal is to offer a signing bonus. It’s a one-time expense that could put you over the top. Everyone could use a little extra cash. It’s a nice surprise that can sway the candidate to work for you.
Your willingness to offer a cash incentive to sign with the company shows that you value the candidate and respect their professional experience. For the right candidate, a signing bonus can be a very worthwhile expense that could pay off significantly in the long term.
One way to show a candidate how much you want them is to roll out the red carpet for them. Take them out to lunch, give them a tour of the office and show them what it will be like to work for your company. Walk them around and introduce them to the key people they would be working with. Show them what your company is all about.
Multiple offers are tough to compete against, especially if you don’t know what the other offers are. This is why it’s important to always have a Plan B. Know what you are going to do just in case the candidate chooses to work for another organization. Have other candidates lined up and be ready to call them in for an interview right away. Never put all your effort into one candidate without an alternative plan.
Get more insightful sales recruiting advice from our expert Toronto sales recruiters. Check out these recent blogs with tips about how to find top candidates, improve your recruiting efforts and more:
SalesForce Search is a sales recruiting company which specializes in the recruitment and placement of sales professionals. We recruit salespeople in every sector of the economy including, software, manufacturing, financial services and medical devices. Find the right salesperson for your organization, start your search here.
Claire has 4+ years of experience in sales and recruitment. As a Director of Client Services, her main objective is to connect great people to great companies by building strong relationships with both top clients and candidates in the sales industry. She specializes in sales roles of all seniority levels for both enterprise and start-up clients North American wide. When Claire isn't networking with top talent, she enjoys being outdoors, traveling and spending time with friends & family.