Just like in sales, closing is part science and part art. The science is your conversion rates, iterating on your process, all the way down to your close rate. The art is personalizing how you close each candidate.

There are a lot of things candidates have in common when picking a job, but then there are many things that are highly personal. The art is understanding when to apply general best practices vs. when to tailor to each candidate.

This section will cover high-level best practices, a framework for how candidates make decisions, and specific tactics / best practices for how to close at every step of the recruiting funnel.

High-level best practices

Understanding motivations

Every candidate has different motivations. Understanding their psychology is key to knowing how to best position your opportunity. There are a couple of frameworks out there, ranging from theoretical to practical (e.g. Maslow’s Hierarchy of Needs, McClelland’s Needs Theory, 5F’s from Who).

I like the 5 F’s (Fit, Family, Freedom, Fortune, Fun), because it’s practical:

Most candidates will consider at least these 5 categories and sometimes more. The art and personalization is in figuring out how the stack ranking works.