The Better Way to Make a Job Offer

After going through the sometimes grueling process of candidate interviewing and selection, it can seem like the worst is over once you have decided which candidate you want to move forward with.  After all, the candidate was interested in your position and company.  Surely the candidate will accept your job offer!

No matter what position you are hiring for, it is important to look at your job offer process and ensure that you are making the best offer that will work out for your company and the candidate.

Making a job offer the candidate will accept

Just because a candidate has expressed interest in your company and position doesn’t mean that the candidate will automatically accept any job offer made.

In the initial interview phase, you likely had conversations with the candidate discussing salary, benefits, and other general expectations or needs.  Perhaps the candidate disclosed to you his salary with a current employer.  Obviously, if whatever was discussed between you and the candidate was too far outside of the range of pay or benefits that you are able to provide, you would not have wasted any further time.

When the time comes to make an offer to the candidate, take a look at your notes from those conversations about expectations and needs.

If the candidate provided you with a current salary figure, please do not make an offer at that exact figure.  I have seen this happen time and time again and trust me, it reflects poorly on you and your company’s desire to hire the candidate.

Take time to think about the candidate’s experience and the pay range you need to stay within.  Do you feel that the candidate’s experience falls at the bottom end, top end, somewhere in between, or above your pay range?

Your first offer to a candidate should be a good, solid offer

Do not waste time low-balling the candidate and trying to save a few bucks.  Going this route will only insult the candidate and make it much more likely that he will decline your offer, regardless of any counter made.

Other things to consider are situations where the candidate is receiving fully paid insurance, more paid vacation, or other incentives from their current employer.  Take these things into consideration when making your offer.  If your benefits are not as good as the candidate’s current benefits, consider making a higher offer, letting the candidate know that you are doing this to offset the cost difference.

Chances of candidate acceptance are much higher when you make a fair and competitive offer to a candidate.

Method of job offer delivery

Delivering an offer to your top choice candidate is no small task.  You want to prove to the candidate that you are serious and professional.

NEVER make an offer only through email, with no phone conversation.

I recommend that prior to sending a written offer, that you call the candidate to discuss your excitement in making them an offer.  Verbally explain to the candidate the offer you will be sending to them and verbally ask if there is any reason that the candidate feels he will not be able to accept the offer.

It’s best to let the candidate express any initial concerns before a written letter is sent.  This way, you are allowing the opportunity for you and the candidate to both discuss the offer and negotiate terms that will be acceptable to both you and the candidate.

Once you and the candidate have discussed the terms, follow up your conversation with a written offer and next steps.

The key to making a job offer that is likely to be accepted is good communication between you and the candidate.

What are some other tips you would add, in order to make a job offer that will likely work out for you and the candidate?  Please share your tips in the comments below.

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