You're facing a candidate with multiple job offers. How do you navigate this competitive hiring landscape?

Understand Priorities: Have an open conversation to identify what matters most to the candidate (e.g., salary, culture, growth). Highlight Unique Selling Points: Emphasize the company's exceptional growth opportunities, values, and benefits. Transparency in Offer: Clearly present salary, benefits, and perks, highlighting non-monetary aspects if necessary to build trust. Build Relationships: Engage personally and professionally, connect candidates with future colleagues, and set up additional meetings. Address Counteroffers: Discuss any counteroffers and emphasize the long-term benefits and growth opportunities your company offers. Follow-Up: Proactively follow up to address questions and show commitment to the recruitment process.

Lo indispensable para poder una opción competitiva es tener una buena conexión y comunicación con el candidato de modo que conozcamos sus inquietudes y necesidades.

Start by emphasizing your company's unique strengths, values, and culture during the interview process to differentiate yourself from other employers. Clearly communicate the opportunities for growth, development, and benefits that your company offers. Move efficiently through the hiring process to demonstrate your commitment and interest in the candidate. Be prepared to negotiate salary and benefits competitively while highlighting any unique perks or opportunities your company provides. Lastly, maintain open communication with the candidate to address any concerns or questions promptly, showing genuine interest and flexibility to accommodate their preferences if possible.

Flexible leave policies Allow employees more flexibility with their time off, including reasons for taking time off. Flexible scheduling Offer a hybrid schedule where employees work in the office some days and from home others. Open workplace culture Establish open communication with remote and part-time employees. Train managers Managers need different training to oversee remote employees and those with alternative schedules. Ask employees for feedback Employees may have ideas for how flexibility could work without affecting performance. Trial run Start with a pilot program for a small group of employees before launching a full program

La flexibilidad y llevar a cabo diferentes consideraciones. En ocasiones es complicado debido a las políticas propias de la empresa, sin embargo, s importante poder negociar incluso con el hombro.

La cultura organizacional es distinta entre empresas. Por este motivo, es indispensable hacer hincapié en los valores de la empresa que puedan coincidir con lo del candidato.

Provide for a positive workplace environment. Create an engaged, enthusiastic, and motivated workforce. Attract high-value employees. Reduce turnover.

En muchas ocasiones, los horarios o procesos dependen de distintas personas, es por ello, que es indispensable coordinarlos de manera eficiente.

Debemos no solamente ofrecer un salario y prestaciones, sino también un plan de carrera que pueda resultar atractivo a largo plazo.

Es importante mantener un compromiso con el candidato. Esto genera la confianza entre él y de cierta forma la empresa. Siendo reclutadores y el primer contacto que tiene un candidato con la compañía

El reclutador siempre será la cara de la empresa en primera instancia, por lo que es fundamental crear una buena conexión con el candidato. Poder conocerlo, sus prioridades, y de este modo, no solo será más sencillo poder negociar un ganar/ganar, sino también, sino que el candidato se sienta cómodo y respaldado por la empresa, a quienes reclutadores, representamos.