Landing That “Yes”: What Top Candidates Want
After months of searching, you’ve finally found the perfect candidate. You extend an offer, and then… you wait. Sometimes for days. In today’s competitive job market, securing a “yes” can feel like winning the lottery.
People are complex, and you’re left wondering: did you do enough?
The good news is, you’re not alone in this struggle. Gallup has surveyed thousands of employees, providing valuable insight into what truly matters to job seekers.
What Candidates Really Want, According to Gallup
59% prioritize work-life balance and personal wellbeing.
53% seek significant increases in pay and benefits.
54% desire greater stability and job security.
48% value a job that utilizes their strengths.
Essentially, if you haven’t clearly communicated how your offer addresses at least two of these key areas, you’re likely to face rejection.
Turn “Maybe” Into “Yes”: A Strategy Session
Instead of crossing your fingers, take a proactive approach. Schedule a strategy session with your leadership team and work through four sets of questions.
Work-life balance. How are we addressing work-life balance? What measures have we taken to prevent overwork and stress? Do we encourage — or enforce — PTO usage? Do we regularly check in on employee workloads?
Compensation and benefits. Is our salary offer above market average? Are our benefits more generous than competitors’? If you’re not sure, research and find out.
Job security and stability. Have we highlighted our company’s stability? If you have a history of no layoffs — say, 15 years — share it. If your voluntary attrition rate is low, like 2%, emphasize it. People want to feel secure in their job decision.
Fulfillment and growth. Do we regularly assess whether employees are working in their sweet spot? Do we use annual reviews or 1:1s for these conversations? Do we offer leadership training or personality assessments? If so, let the candidate know. They want to see that you care about their career growth.
Communicate Your Value Proposition
Once you have the answers, develop a clear and concise message to share with candidates during the offer process. This can be included in the offer letter or discussed during a phone call. The worst thing you can do is leave these crucial needs unaddressed.
Key Takeaways
You don’t have to excel in every area, but you must address the key concerns. If you’re lacking in all of them, prioritize improvements before recruiting. Top talent won’t accept offers from companies that don’t meet their needs.
This process is what we call a recruitment marketing exercise. We help companies identify and articulate their unique value proposition — asking the right questions so you share the right facts and get those coveted “yes” responses. Grab a free 30-minute session with one of our HR experts, and let’s build yours.