Tag Archives: Hiring process

Making The Irrefutable Offer

4 Oct
Office Dog |Search Solution Group

Under experience, i see you are an expert fetch player? Excellent!

The most crucial part of the hiring process might seem like it’s the interviewing and the vetting, but in reality the success of a candidate placement comes down to you, the Employer. When you have a talented, successful, and vetted candidate sitting in front of you, it should make you a bit nervous not to mess this up. This candidate most likely has other options but is interested in you. Think back to your teenage years of dating when your heart had butterflies and you had nervous hand sweats, and would like, totally die if you messed anything up. This is how we want you to feel about the candidates.

Now that we have you nervous, you can calm down because we’ve got you covered.

When giving your candidate an offer, you have your budget and you have your wiggle room with offering price. But there is more to a successful job offer than just the agreement on number. Here are some ways to make your top candidate an irrefutable offer!

Don’t Drag Your Feet: A candidate this awesome doesn’t come around very often and it’s up to you to grab him before he’s gone. Besides, the interviewing process is long enough without the added delay in decision-making, right? Best policy, day of final interview with the candidate, make a decision and contact them with the offer! Not only are you easing your own and the candidate’s nervousness, it shows enthusiasm that you want them. Everyone wants to be wanted after all.

To Call or Email the Offer? Call them! Remember when we talked about enthusiasm for the candidate? Calling the candidate with the offer so you can convey your excitement for them and be able to answer any questions they might have.

If you call and there is no answer, leave a message for the candidate to call you back and send an email stating the same as your voicemail!

Explain Benefits to a T: Explain your benefits and pay as accurately as possible will help the candidate make his decision quickly and give them a sense of trust for you. This will also be beneficial to you later down the road when an employee is not expecting more out of you then what was promised.

Get A Commitment: Your candidate might want some time to think about your offer, which is OK. However, make sure that you ask if there is anything you can clear up that might be making them hesitate. You want to see what they think about the offer in order to make their acceptance more likely.

Write it out: Now that you have given a verbal offer to the candidate, write it all down in either an email or a letter and send it to the candidate. Be sure to give them a deadline to get a ‘yes’ or a ‘no’ back to you within two to three days. This will hopefully keep them from dragging out the acceptance process.

Of course your Search Solution Group recruiter will be involved in the steps of the offer process, so if you have any questions, we are here to help!

Like us on Facebook, Connect with us on LinkedIn, and Follow us on Twitter!