Hello everyone, and welcome to this podcast episode! I'm Robin Choy, CEO of HireSweet (a Recruiting CRM that helps Talent Acquisition automate their outreach and nurture past candidates). Each week, I address various recruiting issues, such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, or hiring manager!
How to reach a 92% closing rate (V2), Jose Guardado.
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Hi everyone, Robin Choy here, and welcome to this new podcast episode!
I already recorded an episode with Jose Guardado over a year and a half ago about how to close candidates. I liked the episode so much (and so did you - it's still one of the most listened and shared episode to that day), that I invited to Jose for an update!
Here are 3 of the main takeaways of this new episode with Jose (listen to the full episode to discover more):
1/ The 1-10 scale question.
This is a really powerful question to help you close a candidate: "On a scale of 1 to 10, 1 being not ready at all, and 10 being ready today. If the comp is right, if the offer is right, how ready are you to accept this offer?". If candidates come back with anything other than nine or ten, you have the opportunity to address those gaps. If a candidate gives a 5, ask him/her what's needed to get him/her at 6, and slowly work your way up the ladder.
2/ Keep control of the momentum.
The goal is to create momentum to make the candidate become more and more excited about the job opportunity. A typical example would be: you take them to dinner on Monday. You present the verbal offer on Monday night. On Tuesday, you're checking in to have a conversation. On Wednesday morning, you're connecting them with your advisors, your investors, et cetera. On Thursday afternoon, you're sending them a care package with flowers and swag to their house. You’ve built to gain as much emotional buy-in from the candidate as possible.
The opposite example is you take them out to dinner on a Monday, and then you follow up with them on a Friday and then follow up with them next Friday to introduce the investor. You've lost all your momentum.
3/ The “No update” update and keep a close contact
Stay close to the candidate during the closing phase, especially when the candidate is talking with other companies.
Text the candidate regularly so you know if the candidate landed a new process and if their current company makes them a counteroffer. For executive searches, it could mean inviting them for dinner or meeting in person.
Listen to the episode to find out more!
Have a nice week, and see you soon,
CEO of HireSweet
PS: If you enjoy the episodes, don’t hesitate to leave the podcast a five-star review in your favorite app of choice. It helps me a lot!
Did you enjoy the episode? Feel free to check out the 3 most downloaded episodes:
37. Build a thriving & strategic sourcing team, with Garrett Lewis, tech sourcing lead at Grammarly.
If you find this podcast helpful, you'll be interested in what we do at HireSweet.
👉 HireSweet CRM helps Talent Acquisition teams get more efficient at sourcing candidates. Automate your sourcing tasks and search for former candidates to contact again directly in your ATS.
Try it for free here!
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