Scientific Hiring:  Day 8 - Bonus Lesson

Welcome to the final day of Scientific Hiring.

Ready to make your top pick an offer they can’t refuse?

Yesterday, you learned how to call references and gather insights about your top candidate.

These insights will help you accelerate your new hire's learning curve by leveraging their experience.

Did you create your reference call script?

If your top pick passed your reference check, now it’s time to make them an offer they can’t refuse.

Your offer needs to hit on all of their needs. 

If not, you might lose out on your number one pick

Quite simply, you’ve come too far in the process to make a mistake now.

At this point, you should have two to three top candidates—your first choice and one or two backups.

Minimize your risk and always have a backup candidate in case your first choice doesn’t accept your offer.

Just as you have your top pick, A-Players have theirs.

That’s why it’s essential to understand everything that’s important to them.

Your goal:  Craft an offer to meet their expectations so they accept it without hesitation or negotiation.

If you overlook crucial details, offer fewer benefits than expected, give them more or less responsibility, or try to short-change them...

...You might lose them.

High performers are not foolish—they know when they’re being undervalued.

Treat your candidate with the same professional courtesy and respect you would show your best employees or customers.

How to Make the Offer

Be prompt and enthusiastic because time is of the essence.

Any delay can lead to losing your top pick to a competitor.

Express your excitement about them joining the team and say:

“We’re thrilled about the prospect of you joining us and believe you’ll make a significant impact here.”

Personalize the offer.

Reflect on what motivates them—growth opportunities, work-life balance, etc.

Highlight these in your offer and say:

“We know [career development] is important to you, and we’re committed to provide you with continuous opportunities where you can learn and grow.”

Where [career development] is a placeholder for what’s most important to them—but you knew that.

Include all details

Clearly outline salary, benefits, growth opportunities, and expectations.

Make sure there are no surprises.

Transparency builds trust.

Follow up

Keep communication open until they’ve signed.

Answer their questions promptly by saying:

“Feel free to reach out if you have any questions or need more information.”

The dreaded objection

Objections can quickly derail your offer—whether it's due to a low salary, weak benefits, or a mismatch in job duties.

To cover all potential objections in this short series isn't possible, it's crucial to understand and address these concerns promptly.

And remember, these discussions should always happen verbally, not through email.

Once an agreement is reached, you can confidently present the final offer for the candidate to sign, knowing you’ve successfully hired your next employee using the scientific hiring method.

Congratulations on making a data-driven, strategic hire!

Back in the day

Businesses often made generic offers that didn’t resonate with candidates which led to many declined offers. 

But scientific hiring suggests you create compelling offers to align with what truly matters to your top pick.

Want my three best tips on how to handle candidate objections? 

Reply to the email that brought you here with “objections” in the subject.

Now, go out there and hire your next A-Player!

Want my help?

There's a link at the bottom of this page to book a call with me to discuss how you can implement scientific hiring at your company.

Imagine having a consistent, foolproof hiring process that runs smoothly without your constant involvement. 

With virtual training and proven, science-backed hiring principles guiding your team, you can confidently delegate hiring responsibilities, knowing your managers will consistently bring in A-Players—while you focus on other priorities.

I wish you tremendous success when it’s time to hire your next high performer.

I look forward to the day our paths cross, and until then, I wish you nothing but the best with every hire you make.

How to apply the 80/20 rule to this lesson:

The 80/20 rule suggests focusing on the key elements—like salary, benefits, and growth opportunities—that matter most to candidates. By prioritizing the top 20% of candidates with the greatest potential, you’ll secure 80% of your hiring success with minimal effort, ensuring your offers resonate with top talent.

When you're ready, there's three ways I can help you:

1. The Scientific Hiring Academy: If you find this short series on Scientific Hiring helpful but want help to quickly implement everything you've learned, then try the Academy. It's designed with the power of the Socratic Interview Method and the precision of Scientific Hiring to ensure you make informed data-driven decisions and only hire A-Players. 

The Academy doesn’t just guide you—it transforms how you and your team approach hiring, whether you’re building from scratch or refining your current practices.

2. Book a 1:1 call with me to discover how you can apply scientific hiring methods to your business.

3. If you frequently hire for the same role, ask me about customized training to ensure all your hiring managers are aligned with your hiring standards and procedures.

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