You have their attention; now earn their interest
You’ve got an interesting role, a competitive salary, and a team you’re excited to introduce. The candidate likes what they’re hearing, but they’re taking their time.
They also have a good job. Their manager trusts them, they’ve built relationships, and their working week fits around the rest of their life. They’re open to a conversation, though it will take something worthwhile to turn that conversation into a move.
The Wall Street Journal recently reported that workers are changing jobs about as infrequently as they did in the years following the financial crisis, with both hiring and departures at low levels. That’s useful context for employers wondering why an appealing opportunity isn’t getting an immediate yes.
At Monday Talent, we think hiring teams should spend more time understanding what they’re asking someone to give up. It makes for a better conversation and, ultimately, a better match.
Know what you’re competing with
A good relationship with a manager has value. So does knowing your voice carries weight in a meeting, or that you can adjust your hours without a lengthy explanation. Those things take time to build, and a candidate can’t assume they’ll find them in their next role.
That’s why it helps to get beyond what someone wants to earn or which title they’re targeting. Ask what they enjoy about their current job and what they’d miss if they left. You’ll learn much more about whether your opportunity makes sense for them.
Someone who values autonomy will want to understand how decisions get made. Someone looking for more influence needs to know whether they’ll have access to leadership. These details deserve as much attention as the responsibilities in the job description.
Make the case for this particular job
In marketing, creative, and communications, plenty of roles promise ownership, impact, and the chance to build something. The more useful conversation is about what the person will actually have to work with.
If you’re hiring a creative leader to raise the standard of the work, talk about the team and budget behind that ambition. If you want a communications leader to counsel the CEO, explain how that relationship will work. If AI is changing your expectations, be open about what’s decided and where you need their expertise.
You don’t need every answer. Candidates can be excited by a business that’s still figuring things out, provided they understand what they’re joining and have confidence in the people doing the hiring.
The same goes for challenges. A candid conversation about a difficult brief gives someone a chance to consider it properly. Letting them discover the complications late in the process makes an otherwise promising move feel less certain.
Give them a process they can feel good about
The interview experience is the candidate’s first real look at how your business operates. They’ll notice whether the team agrees on the role, whether people respect their time, and whether the conversations help them understand the opportunity.
A clear process gives interest somewhere to go. Share the stages upfront, discuss compensation early, and make introductions that help the candidate assess the team. When plans change, a straightforward update goes a long way.
Someone who’s comfortable in their job can afford to be selective. We’d encourage employers to welcome that thoughtfulness and use the conversation to work out whether the move would be good for both sides.
There are people worth getting to know who won’t be scrolling job boards tonight. Reaching them starts with understanding what they already have, then showing them why your opportunity deserves a closer look.
Mouth Off With Monday is just the start of the conversation. For more insights, talent trends, and behind-the-scenes of the industries we work in, connect with us!
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FAQ’S
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For some, a familiar role offers security, flexibility, and a manager they trust. Even when they’re interested in something new, they need to feel confident that a move will be worth what they’re giving up.
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Start by understanding what they value about their current role and what they’d like next. Then get specific about how your opportunity fits, from decision-making authority and leadership access to compensation and flexibility.
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An honest picture of the role, meaningful conversations with future colleagues, and a clear interview process. Candidates should understand the expectations, resources, and challenges before they reach the offer stage.
