Think about what your candidate is looking for
Understanding what your candidate wants from the role they are applying for is a great way to be able to shape your offer into something they are likely to accept. For example, they may be looking for flexible hours, a more competitive salary offer, or other perks of the job. If you can show that you are strong in the areas they have interest in, this is a great start. Any employee benefits should be discussed here, as you never know what might appeal to your candidates the most.
Speak to your newest employees
The interview process can be stressful, and the experience a candidate has at this stage could be the deciding factor when it comes to accepting a job offer or not. For this reason, you should chat to some of your employees who have recently joined your company, and ask for their thoughts about the process. This should give you some feedback about what you could improve upon for future candidates.
Discuss the future
If a candidate is hoping to stay with you in the long term, it is important for them to understand not only what might change within their role, but also the plan for the company. You should spend some time discussing about how you feel their responsibilities could develop over time, and they can contribute with where they hope to be after a certain amount of time. If your visions align, this makes it more likely that a job will be accepted.
Talk about the culture of your workforce
Some people want to work in a role with a serious working environment, and others want to make it more fun. No matter which you are aiming for, you should let your candidates know about it – as this could make a difference with whether they feel they could be a part of your company.