You’ve chosen our competitor, and now you’re disappointed. That’s the bottom line of this sign I saw earlier this week at the airport in Munich while visiting a new client in Germany from SIXT. Bashing your competitor doesn’t only look a bit desperate and ugly; in my opinion, you usually achieve the opposite effect. In this candidate-driven market, the chances while interviewing a candidate are high that they are currently also in other processes, perhaps even at your competitor.
How to deal with candidates who are also interviewing at other companies? 3 tips!
Listen & create meaning
It’s easy to assume you know what will make a candidate interested in the position and ultimately accept it, but do you actually know for sure? Find out exactly what your candidate wants and finds important. If you need some tips to negotiate about you salary check this blog post.
Outline all the essential parts of the role, including career pathways, challenges in the role, how the role can progress through the company, and any other factors which are specifically relevant to the candidate you are looking to hire.
Don’t try to lowball
Trying to undercut an employee by saving a few dollars on their salary is a sure way to let the candidate slip through your fingers. If you want a good employee, pay them what they’re worth.
Create a smooth and fast interviewing process
Although the position and company you are hiring for might be great, we still see that a bumpy process is one of the main reasons candidates drop out or choose another offer. Ensure the candidate receives feedback quickly after interviews, make the process ideally no longer than two rounds, and don’t leave more than one week between the interviews.
By the way, I love my competitors who inspire me to work harder every day and who are always there when in need of advice. Do you want to have a conversation and get some feedback? Reach out to us via firstname.lastname@example.org or by using our contact page.