How to Persuade Candidates to Say Yes to Your Job Offers

Learn how to persuade candidates to say yes to your job offers.

All good recruiters understand the incredible importance of strong communication skills. Since you’re speaking with candidates each and every day, what you say (and how you say it) really matters. In order to be an effective communicator, you have to learn the art of persuasion. Whether you realize it or not, persuasion can play a pivotal role in whether or not a candidate will accept your offer!

Are you curious yet? Then keep on reading to learn how to persuade candidates to say “yes” to your job offers.

Technique #1: Reciprocity

Dr. Robert Cialdini, a social psychologist, provided ground-breaking research in his book Influence: The Psychology of Persuasion. Though his book was published in 1984, it’s still valuable and applicable today.

In his book, Dr. Cialdini discusses six principles of persuasion. One of them is reciprocity. He explains this principle is based on the idea that people are more likely to do things for you after you’ve offered them something valuable first. The offering could be a gift, an invitation to an event or advice.

As a recruiter, it’s easy to practice reciprocity. Offer useful insight to candidates without them having to ask for it first. You can share advice on how they can improve their resume or interview skills. You can also invite them to an event or conference that you think they’d be interested in. The more you give, the more likely a candidate will feel like they should return the favor.

Technique #2: Scarcity

If you tend to shop online, then you’ve probably seen this technique in action before:

“Buy it now. There’s only one left in stock!”

Does that look familiar to you? That’s an example of how to use scarcity to persuade someone to take action. It’s highly effective when done correctly.

Want to know how to persuade candidates with this principle? It’s pretty simple. As you describe the role to candidates, emphasize that your client is looking for one person (the right person), and hundreds of people have already applied in just a few days! You’re showing that plenty of people are interested in the same role the candidate’s vying for as well. Candidates who are serious about the position are more likely to take this as a signal to try to outshine the rest of pack. They may also feel more inclined to accept an offer quicker if it’s on the table.

Two women having a conversation

Technique #3: Authority

The authority principle is based on the idea that people tend to comply with authoritative figures. People believe that those in positions of authority have a great amount of expertise and knowledge in their respective fields. Think about it—there’s a reason why doctors and lawyers hang their diplomas and credentials in their offices. It demonstrates their authority and expertise.

There are several ways to demonstrate your recruiting expertise. You can display rewards and certifications you’ve received, media appearances and mentions in articles. Spotlight all of this on your website and/or social media profiles, such as LinkedIn. Don’t have these accolades yet? You can write and share content online to show your in-depth knowledge of the industry.

You can also apply these ideas when describing your client to candidates. Talk about the different awards they’ve earned or any positive initiatives the company has been recognized for. These details all serve as proof that your client is an established authority figure in their industry.

Technique #4: Social Proof

It’s easy to say that a company is great, but it’s much more persuasive to show it through third-party online reviews. Social proof works because people want to know what others say or think about something before they make a decision. With today’s hyper-connected world, companies need to pay attention to their online reviews that they receive. Before they even apply to jobs, 50% of U.S. job seekers read Glassdoor reviews about companies to understand the work environment and conditions.

Another area that candidates gravitate to is a staffing agency’s career page. If it’s been well-written and designed, a careers page can serve as a major source of social proof. This is where candidates can understand what your company stands for—and is a great avenue for you to market your client’s job orders. Using a flexible API to build a unique and branded career page can make all the difference!

Young woman on the phone at a cafe.

Technique #5: Get candidates to sell themselves

You could try to persuade candidates all you want and go on about how great a role is—but if they aren’t interested in the opportunity, then nothing’s going to happen. Instead, ask them why they believe they’re the best fit for the role. What do they bring to the table that others can’t? Why are they the perfect person for the position?

If the candidate truly believes they’re the right fit for the role, then you’re that much closer to getting them to accept an offer.

Ready to try these techniques for yourself?

These techniques are just some of the many ways you can persuade candidates to consider your jobs and ultimately say yes to your offers. Let us know which ones work the best for you!

 

 

1 reply
  1. George
    George says:

    At the end of the day, people trust and buy from people and brands they like. And while it’s difficult to put a metric to likability, in most cases, you still need to […] And while it’s difficult to put a metric to likability, in most cases, you still need to […]

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