Please change attribution to: Talent Advisor, Silicon Partners It is important to understand the short term, medium term, and long term needs of the candidate, as well as the pros and cons of each of the multiple job opportunities. When you present your offer as well as the timing deadlines of each of the other offers, the goal earlier during the offer process is to be the top choice and close the candidate right away. If not, the goal is to stay in the top 2 choices, and then find the right lever to create the most difference to close the candidates - a signing bonus, more equity, speaking to a significant other or mentor of theirs, or to bring in a Board Member of a startup to help close the startup executive candidate. The goal is to have an amazing candidate experience, have a strong and fair offer, and to truly understand the needs and wishes of the candidate. Sometimes it is a decision of the heart, while other times it is a more logical decision. The Paradox of Choice by Barry Schwartz is a great book to understand someone's buy psychology, while Robert Cialdini's book, Influence: The Psychology of Persuasion, share with you different tactics to influence someone's decision.
We begin the offer negotiation process at the first conversation. This allows our clients to understand what this number will look like prior to the first interview and brings the temperature down for everyone. This also gives our candidates information that they may not have when expecting offers from other sources. Which in this case, is knowing that the compensation level discussed is on the table. As the interview process continues so does this conversation. At this point if we haven't built a rapport with our candidates, we haven't done our job. This allows us to openly discuss any other offers that are on the table and proactively address them as the interviews wind down. After our final interview we revisit this conversation and have a deeper discussion regarding benefits, paid time off and any other miscellaneous items. Being able to present this to our client makes this part of the conversation less stressful for all and allows the client and candidate focus on building a relationship rather than work through what feels like an adversarial situation.
Over my 25 years of recruiting, I have represented dozens of candidates who have been extended multiple offers simultaneously. Closing a candidate to accept an offer is the most stressful point in the recruiting process. When this situation does arise, it's vital to get as many details about the other offer(s) as possible--the company, their location, the complete compensation package (base salary, potential year-end bonus, healthcare benefits, moving allowance (if applicable), sign-on bonus, perks (computer, cellphone, travel per diem), etc. You need to know exactly what you are competing against to sway the candidate in your favor. After gathering all this information ask, "If both offers were identical, which would you take?". Then, don't talk. Regardless of their response say, "Why is that?". Again, just listen. At that point, challenge them slightly. "What would it take to change your mind?". Get their wish list in order of importance. Say, "Anything else?". Repeat until you have a complete list. Then say, "While I can't make any guarantees, but if I can get you A, B, and C, will you accept my offer?". You want to hear, "Yes". Close by stating, "I'm going to do my best. I'm good to my word. I'm glad you are, too. I'll be in touch." Then, hang up. Remember never to downplay the other company(ies) or their offer(s). When there are multiple offers to consider, the anxiety heightens...for the candidate as well as us recruiters. Stay calm. This is where great recruiters stop "selling" and start being "friends talking over lunch". Above all, don't be combative.
When candidates come to me considering multiple offers or career opportunities, I ask them to do three things: Trust Their Gut: I encourage them to take some time for themselves—go for a walk in nature, take a nice bath, meditate, or practice deep belly breathing—and really tune into what feels right down in their belly. I am a true believe that the gut will never lie. Revisit Their Priorities: I ask them to go back to what they were looking for in a new role and create what call the HELL YES/HELL NO list. I encourage them to list out what the mandatories of the role are and what gets them excited when they think about a new role - this is their HELL YES list. I, then, ask them to list out the absolute NOs in their next role - this is their HELL NO list. Once that's done, they should compare each opportunity and see which one aligns more with their HELL YES list. This exercise can also be more impactful to do with a trusted friend, family member or coach who is unbiased. Consider More Than Salary: I advise them not to automatically choose the highest-paying role. Often, there's a reason for the higher salary, and while many of those reasons can be good, it's important to consider the whole package and what will truly make them happy in the long run.
Negotiating with a candidate who has multiple job offers requires a strategic approach to craft a compelling offer that aligns with both their needs and your organization's goals. Start by researching the candidate's background, skills, and experience in their respective field, focusing on their achievements and relationships in the field. Tailor your offer to highlight opportunities that resonate with their expertise, enhancing your chances of securing their commitment.
The most effective approach to negotiating a job offer with a candidate with multiple options is to highlight the unique selling points of the job that your company is offering the candidate. Company culture is now a big thing for most candidates. Explaining your company’s culture in detail and focusing on how it aligns with the candidate’s interests and values can help you convince them to take the offer. It is also worth noting that today’s employees value career growth. If your company offers a clear path for career advancement or offers resources and support that help in professional development, mention them to the candidate to get to prefer your organization over others.
When negotiating with a candidate who has multiple offers, it’s crucial to highlight what sets your opportunity apart beyond just salary. I focus on demonstrating how our company’s values and culture align with the candidate’s personal and professional goals. For example, I share specific success stories from current team members that illustrate our supportive environment and growth opportunities. Additionally, I emphasize any unique benefits we offer, such as flexible work arrangements or career development programs. By painting a vivid picture of how they will thrive and grow with us, I make our offer not just competitive but compelling. It’s like selling a home—beyond the features, it’s about envisioning the life they’ll build in it.
Over my 20+ years of recruiting, I have had numerous candidates receive multiple offers several times. This is unquestionably one of the most difficult situations recruiters face. The first step in gaining the candidate's acceptance is to begin closing early in the process. Ask them why they're considering a change. Once you know precisely, regurgitate it and say, "If we get X, Y, and Z, are you prepared to leave your current job?". You want an emphatic reply. Throughout the entire process, ask if anything has changed since you last spoke. Don't wait to till the offer to start talking about these issues. Close continually. Close often and early. If possible, get the other offer(s) first. You need to know how yours compares to the other(s). Remember, never bad-mouth other offers (s) and/or company(ies). Of course, I want candidates to accept my client's offer, but it's vital to be impartial. There are many ways to glean this information. For example ask, "If Company A and B both extended the exact same offer, which company would you choose?". Listen closely. Don't say a word...let them answer completely. Regardless, of which one they decide, find out why. After you hear their rationale, probe a bit deeper. Say something like, "What would it take to sway you to the other? What else?. And what else?". Again, listen closely. Once you've heard their rationale, let them know while you can't make any promises, you will do whatever you can. Let them know you're good to your word and appreciate their honesty. Once you have this information, share the intel with your client. Let them know the candidate is truly excited about the opportunity but he/she also has another offer pending. Suggest brainstorming ways to make your offer more compelling. Also, it's important to note, there are times you need to be creative in structuring compensation packages. For example, there was a time when I included a horse stable in the offer. But, that's a story for another day. :) Contact me if you would like to hear the details.