Receiving an Accepted Offer: Soft Closes for Solid Outcomes 

Pursuing the Yes  

Getting to a yes isn’t always a linear journey, even if all the pieces are in place. Even the greatest deals can fall apart at the last minute, including the hiring process. Putting the right people in the right seat is hard. You can take a candidate through the rounds of interviews, mountains of conversations, and more back-and-forth interactions than a tennis match, and that’s for the candidates who apply directly!  

About 78% of job seekers said they’d ghosted a prospective employer, according to a December report from the job site Indeed, based on a poll conducted in spring 2023. That’s up from the prior year when 68% said they’d gone AWOL during the hiring process sometime during their career. 

Each stage of the conversation with a candidate is a journey in the pursuit of yes; yes, you’re the candidate for us, and then yes, we’re the company for you! 

Once you’ve got to the offer stage and it all looks to be moving forward, this is the time when you need to be most on your guard. There are many reasons for this, including the fact that you might not be the only one making an offer, counteroffers from their current company, the compensation looks good, but the benefits don’t, or something arises out of the blue to derail the process. Whatever the story, what once looked like a foregone conclusion is now off the table.  

What if there was a way to make an offer without making an offer and getting to that yes, all while refining the candidate experience (and still being authentic)? There is, and it’s called the soft close. It’s a dance that takes great skill and a high level of curiosity.  

By the end of this blog, you’ll know what questions to ask, how to effectively engage a soft close, and get to yes. 

Enhancing the Candidate Experience: The Power of Soft-Closing Before Making an Offer 

Let us take you on a journey; a journey into the heart of what makes a business thrive: its people. You see, in the war for talent, there’s a nuanced dance we must master. It’s a dance that, if performed with finesse, can be the difference between landing that game-changing hire or watching them slip through our fingers. This dance is called “The Soft Close”. It’s kind of like the Moonwalk (in so much as it can look like you’re going backward when you’re moving forward). 

Understanding Soft-Closing 

Soft closing is a pivotal yet understated art in the recruitment process. It’s that moment of honesty, the candid conversation that sets the stage for what’s to come. Before the final offer is extended, this step is where we probe, understand, and align with our candidates on a deeper level. It’s about ensuring that when we make that offer, it’s not just accepted, but embraced with enthusiasm.  

Uncovering the Hidden Factors 

When you engage in soft closing, you’re not just checking off a procedural step. You’re delving into the psyche of your candidate, uncovering any potential counteroffers lurking in the background, any competing offers that might sway their decision, and any roadblocks that could derail the process. It’s about understanding their motivations, their hesitations, and their expectations. 

Imagine you’re on the brink of extending an offer to your dream candidate. But without soft closing, you’re flying blind. You might not know that they have another offer on the table that’s equally enticing or that their current employer is ready to counter with a raise and a promotion. By soft closing, you bring these elements into the light, allowing you to navigate them with strategic precision. 

Controlling the Controllable 

In business, and life control is a luxury. But when it comes to hiring, we can control more than we think—if we’re proactive. Soft closing is about taking charge of the controllable aspects of the recruitment process. It’s about ensuring you’re not blindsided by unforeseen variables. 

By engaging in these crucial conversations early, you can address any concerns or reservations your candidate might have. You can adjust your offer to make it more competitive, align with their career aspirations, and even pre-emptively counter any counteroffers. It’s about creating a scenario where both parties are fully aligned, and any surprises are minimized. 

Building Trust and Transparency 

The candidate’s experience is everything. It’s not just about what you offer but how you make them feel throughout the process. Soft closing fosters an environment of trust and transparency. It shows your candidates that you value them, that you’re invested in understanding their needs and aspirations, and that you’re committed to a mutually beneficial relationship. 

This approach transforms the hiring process from a transactional interaction into a meaningful dialogue. It positions your organization as one that values open communication and genuine connection, which can be a decisive factor for candidates weighing their options. 

9 Questions to Ask for an Effective Soft Close 

1. What’s new since the last time we talked?​ 
2. Did you learn anything new about the position that you didn’t know before the interview?​ 
3. On a scale of 1-10, how interested are you in this opportunity? What would it take to get you to a 10?​ 
4. Money aside, how does this opportunity compare to the other positions you are currently interviewing for? Ask this question even if they told you yesterday, they aren’t interviewing with any other companies. Ask them to rank each of the opportunities. ​ 
5. Can you see yourself working for this manager? ​ 
6. What are the top three things that get you most excited about this opportunity? What else? ​ 
7. Are there any red flags or concerns about the position, company, or hiring manager? ​ 
8. Is there anything personally or professionally that would prohibit you from taking the job if it were offered to you?​ 
9. Money – Refresh my memory; where does the compensation need to be for you to accept this position? Is that total compensation or just the base? Write this number down every time you ask for it, on every call. If the number goes up, without specific reasons, their interest level goes down. If the number goes down, their interest level goes up.  

The Competitive Edge 

In conclusion, soft closing is not just a tactical move; it’s a strategic imperative. It’s about enhancing the candidate experience, mitigating risks, and positioning your organization as the employer of choice. In the ever-evolving dance of talent acquisition, mastering the art of soft-closing can be your secret weapon. 

So, as you navigate your next hiring journey, remember the power of the soft close. Embrace those candid conversations, uncover the hidden factors, and control the controllable. In doing so, you’ll not only secure top talent but also build a reputation as an employer who understands and values their people. 

The Wrap Up

At Titus Talent Strategies, we understand the power of human connection. We believe that building genuine relationships is paramount in the talent acquisition process. Our commitment to being relentlessly relational goes beyond transactions; it is about fostering trust and understanding with both candidates and clients. If you’re not working with a firm that soft closes their candidates, then maybe it’s time for a conversation (with us). 

We invest time in getting to know your unique needs and the qualities that make a candidate a perfect fit for your company culture. This focus on people ensures we deliver high-caliber talent who will make a lasting impact on your organization. Connect with us today to learn more. 

This blog was co-written by Matthew Gainsford, Tiffany Grosskreutz, and John Melendrez.