The Art of Conversation: Selling the Opportunity
In our last post, The Art of Conversation: Engaging Your Candidate, we explored the importance of personalized interactions during the hiring process and discussed how the art of conversation is still crucial even in today’s digital world. Not only do offline discussions allow you to better gauge the candidate and his/her motivations, but it’s also a chance for you, as part of the hiring team, to sell the opportunity to the candidate. When it comes to locking in A-level talent, you’re not just interviewing them - they’re interviewing you too.
Below, we’ve identified 3 best practices to sell the opportunity through your offline conversations with prospective candidates.
This one is huge. Personal interactions beyond email and other digital platforms allow you to better showcase your company’s vision and the opportunity being presented. Showing vs. telling means going beyond the job description and requirements listed online. Only a personal conversation gives you the ability to make the role come alive, to “show” the candidate what to expect. Share how the position itself is unique and adds value to the team. Talk about what this role means to you, too. No matter how many exclamation points you use online, nothing compares to the sound of excitement in someone’s voice.
Culture, Culture, Culture!
There’s no other way to say it - culture is the backbone of your organization. It’s what makes your business unique, and is the very essence of your company’s values, traditions, attitudes, and beliefs. A positive workplace culture not only drives engagement, but it significantly affects employee performance and satisfaction. Flaunting your company’s culture should be a guaranteed selling point in your conversations with prospective candidates, even before the formal interview process.
Be prepared to talk about what culture looks like in your organization. If your workplace is “laid-back” what does that mean? Does that mean jeans and T-shirts or does it mean a flexible schedule that can vary week to week? Put some thought into how you’ll share the characteristics that make your company unique.
Part of selling the opportunity also requires sharing your company’s potential for achieving growth. Top-performing candidates are just that: top-performing. They want to be a part of a company that aims high and excels in the marketplace. Share concrete examples that support your company’s past successes and current vision. Paint a picture for the candidate of what he/she could achieve if chosen to join the team.
Ultimately, it’s important to take full advantage of every conversation you have with prospective candidates before, during, and after the formal interview. Although digital platforms are convenient, consider taking the time to initiate offline conversations with prospective candidates as often as possible in order to really showcase what the position and your company are all about!