Making The Job Offer

So you’ve screened and interviewed candidates, checked the references, and now you’re ready to make a job offer. What do you need to do to seal the deal and secure the candidate?

In a competitive job market, simply offering someone a job hardly guarantees that the person will take it. This phase of the recruiting process can be the most complex and is often handled poorly by most employers.

You’ve got to manage salary and benefit negotiations, demonstrate your professionalism, and promote the opportunity your company provides. In other words, it’s not just about choosing the best candidate, but making sure the best candidate wants to choose you.

Act Quickly. Don’t Delay

Any delay in making a job offer can cause you to lose the best person. Close the deal fast. A speedy job offer demonstrates your desire to have this person join your organisation. It shows you think quickly and respect the candidate’s time. Long, drawn-out recruiting, on the other hand, may give a candidate the impression that you’re unable to make up your mind. That’s not the type of organization someone wants to join.

Make a Competitive Offer

Before entering negotiations, get the lowdown on current salary trends. Any offer you make should be fair to the candidate and in line with the standards of your industry and your company. Review recent postings on the web to get a handle on what similar companies are offering in terms of salary and benefits.

Be Creative in Your Compensation

Many small employers find it difficult to compete on salary alone. When you can’t offer a high salary, consider other financial incentives, such as equity, profit sharing and sign on bonuses. More and more candidates, especially those who want to work for smaller companies, can be enticed with “lifestyle” benefits that help them balance work and life, such as flexi time and remote work opportunities.

Make The Offer in Person and Then In Writing

It’s generally best to make an offer in person; you’re able to explain all aspects of your salary and benefits package and the candidate can ask any questions they may have. Avoid misunderstandings later on by formalizing your job offer in writing as soon as possible.

Pump Up Your Business

Presenting an offer is the time to promote the benefits of working for your company. Highlight why someone should come to work for your business. It could be anything, like the opportunity to work with high profile clients or on major projects, the chance to progress internally, staff recognition and bonus programs, or your unique culture.

Demonstrate how your business is a match to the candidate’s life and lifestyle. This is your opportunity to make the candidate feel good about coming to work for you. This is essential.

Know When to Stop

Not every candidate is going to jump at your offer. Some candidates may appear reluctant as a negotiating tactic, thinking their hesitation will encourage you to make a stronger offer. Others may be unsure that the job is a good match for them. Try to discover the source of the indecision. If a candidate is looking for a greater salary, determine if it aligns with the person’s potential contribution to your business.