Closing the Interview Process with Success - How to Secure Your Preferred Candidate
Hasan Gulfaraz

Are you recruiting for an open vacancy within your company? If so, here are some highly effective tips to maximize your chances of snagging your preferred candidate. Don’t risk the chance of them getting snapped up elsewhere!

Validation of Information

Validating information provided by your preferred candidate is without a doubt, an essential part of any recruitment process. Imagine if this person lied about a particular qualification or piece or work experience. The truth could be uncovered any time in the future to the detriment of your hiring reputation. Worse, the person could prove a dangerous liability in the role for which they’ve been hired.

Verifying information a candidate has provided can make the difference between a rock solid new recruit and one who has distorted the truth of their skills or qualifications. It’s also important to obtain the perspective of others who have worked with this person. Reference checking should be thorough and previous reporting managers and/or clients should be asked to provide insight into the candidate’s work ethic and character.

It’s advisable to see the original or a certified copy of listed academic qualifications, including a university transcript where applicable. Depending on the nature of the role and your company policy, you might also wish to obtain a formal background check, including a criminal history check.

Extending the Offer

There are plenty of things to take into consideration when it comes to extending a formal offer of employment. The following are the most critical:

1. Swift action

Extending an offer of employment to a candidate is exciting, especially if you’ve interviewed a variety of people and finally found your perfect ‘one’. There are a handful of key rules to follow when making an offer and it’s also important to act swiftly. Once you’ve finalized your interview process and run suitable reference and background checks on your preferred candidate, now is not the time to let them slip away!

2. Call the candidate

Use the telephone to extend the offer and follow up using email. Engaging in verbal conversation is the most efficient method and is also the best way to build personal rapport. You’ll also be in a better position to gauge their level of interest and ideally gain acceptance of the position on the spot.

3. Demonstrate enthusiasm

When extending the offer, it’s important to demonstrate enthusiasm. If you’re not excited, why would the candidate be? Explain how you’ve finished the recruitment process and have identified them as your preferred candidate. Mention how impressed you are with their prior work experience and how excited you are about the skill-set they’ll bring to your company.

4. Apply the 15% salary rule

Ideally you have already discussed salary expectations with the candidate in previous interviews. If not, you may find yourself in murky water. It’s likely the role was advertised at a particular salary level, but it’s always important to verify that this meets each candidate’s expectations.

When extending a formal offer, you’ll want to at least match the previous salary of the candidate or preferably beat it by at least 15%. It’s important the candidate feels they are making the right move and a salary increase is a great incentive and a step in the right direction for them.

5. Clearly explain salary and benefits

Carefully explain every aspect of the offer in detail. Explain the base salary component as well as additional incentives such as accrued days off or the inclusion of commission or performance bonus. Don’t imply any perks or benefits that may be included if they haven’t been formally agreed by management already.

6. Seek commitment

The candidate may ask for additional time to consider the offer and that’s okay. In the interim, ask questions such as “What do you think of this offer?” or “Is this offer in line with your expectations?” or “How does this compare with other offers you have at this point?”. If the candidate hesitates, continue asking questions attempting to overcome objections and provide additional information that will encourage acceptance.

7. Follow up in writing

Follow your verbal conversation with a formal letter of offer in writing. Email a softcopy to the candidate for consideration and include a timeframe for return of the employment contract. Only upon receiving a signed copy of the returned employment contract can the recruitment process be considered final.

Provide Support During the Resignation Process

It’s not uncommon for resigning staff to be anxious about conducting the actual resignation itself, regardless of seniority. In fact, this stage can be one of very high risk and all the work and effort put in so far can be in vain if the candidate does not resign with 100% commitment. As their next employer, or ideally utilizing a specialist recruitment agent, it’s beneficial to support your new hire through this process. Be available to clarify details of their employment agreement, negotiate a completion date with the existing employer or to discuss any components of a counteroffer, should they receive one.

It can also prove constructive to provide counsel ahead of time with the candidate. Ask questions such as “How do you think it will feel to resign after being employed for XYZ years in your current job?” Encourage the candidate to discuss the feelings and emotions associated with their impending resignation. This can help clarify their thoughts before the actual resignation and have them better prepared to answer questions from the existing employer. Once again, an experienced recruiter should be well-versed in handling these delicate conversations with candidates.

Smooth Onboarding

Maximizing productivity of the new hire as early in the piece as possible is important to ensuring they feel welcome and secure in their decision. On their first day, nothing screams welcome more than being greeted by an office space or computer that is already setup. Many companies waste valuable time fluffing around in the first week getting technology set up, when this should all be finalized before the new employee commences.

Appointing a mentor and conducting a formal welcome process is helpful in ensuring cultural integration into the community of your workplace. Ideally your company has a formal on boarding process in place and the new recruit can participate in this process, regardless of their seniority. Getting the new recruit started on “real” work is important in creating an environment where they feel useful and constructive. With these tips in mind, your new hire will soon be on their way to success in your workplace!


Hasan Gulfaraz is an Associate Director at Datasearch Consulting, a leading executive recruitment firm specialising in the Financial Technology & Data sectors.

You can download their FREE comprehensive guide on “The Complete Guide to Hiring Fintech & Data Talent - 5 Proven Steps to Secure the Best Candidates Possible” here. Alternatively you can view the Datasearch Consulting website or contact them directly on for a more detailed discussion.