This is the part of the process that often is considered the easy part, yet it does require the same attention to detail as the other components of the process.
In fact – we would go so far as to say that there is an ‘art’ in making an offer. There is nothing more demoralising than getting to the final stages with a candidate, making an offer, only to have that offer turned down. Then – you are back to square one again.
The following TIPS are designed to increase your success rate at the offer stage:
1. Don’t Delay
On the one hand when going through a recruitment process you should avoid rushing because this is when mistakes can be made…however ‘snooze, you lose’ can occur if you take an unnecessarily long period of time deliberating over the recruitment-to-offer stage.
Chances are, the person you are keen hire could well be looking at other opportunities so to increase your ability to secure the person you want, it is important to act quickly.
2. Be Prepared
It is important that you make the offer to a prospective employee as soon as possible. In order to be prepared you need to have a draft employment contract ready to use to formalise the offer, as well as the salary component, benefits and any incentive or bonus schemes well mapped out.
If an incentive scheme is involved, is attached to Key performance Indicators (KPI’s) or budget targets are involved, these too need to be ready, or as close to ready as possible, to discuss. The big question that candidates will ask you is: How realistic are these targets?”
3. Make it attractive
If there is a negative reaction to the offer you make, then chances are the offer will be turned down. The salary and benefit package on offer needs to be competitive to the market and to what is on offer for a similar role with other organisations. The candidate audience we are working with these days is a sophisticated, savvy, technologically oriented group of people who general y have a very good feel about their worth in the market.
4. One time shot
It’s important to note that you may only get one chance to make an offer to a candidate.
When making the offer itself, it needs to be made in a friendly, upbeat type of manner and indicate to the candidate that you and your team will do everything possible to make sure that they are successful on the job.
5. Negotiation
It may well be that once the candidate has had a chance to think about your offer, they will come back with questions. This is good, as it’s important to get all the details sorted out up front and openly. And it shows that the prospective employee is engaged in the process.
Typically a process may go as follows:
- Make the offer verbally. Gauge the response. Establish a possible start date
- If you have not completed all the checks, make the offer ‘subject to these being completed’
The candidate would then:
- Accept the verbal offer ‘subject to seeing the Employment Contract’.
OR - Want to negotiate the package until an agreement is reached by both parties.
- Draft an Employment Contract, email to candidate asap so they are able to review using ‘fair and reasonable’ time and seek advice.
- Discuss any questions or queries.
- Prepare a final copy with all changes noted and the agreed start date for the candidate – mail/courier/invite the candidate into sign.
Click here for information on how to tell someone they didn’t get the job.
Author: Jane Kennelly
