So you’re ready to make an offer. You’ve gone through the selection and interview stages. Reference checks are done. However, there are multiple factors that go into making a successful offer that your preferred candidate will accept. Making an offer is a tool you want to use correctly. Here are some insights to help get it right.
Timing is key
If you want to secure your preferred candidate, take action and make an offer. Too often I see hesitation or delay cause employers to miss out on their preferred candidate. Don’t forget that candidates may well be looking elsewhere. If they are, the candidates you like best are probably also the candidates other employers like best. Don’t be fooled into thinking there’s no competition.
If you want the best chance of getting the candidate you want, taking steps to speed up the timing of your offer is a good idea. For example, have any paperwork ready to go before you’ve even decided on the preferred candidate. Do you have multiple people involved in candidate selection or signing off on an offer? Prioritise those actions. Perhaps consider making a conditional offer if time is pressing or you know the candidate has other offers. Timing is key, so make sure you’re ready to act when you need to.
Be prepared to negotiate
There’s more to securing your preferred candidate that just making an offer. Sometimes you also need to be prepared to negotiate. Negotiating is another important tool in your recruitment toolkit. Despite discussions during interviews, it is not uncommon for candidates to raise requests at the offer stage. It might be asking prospective employers to match existing arrangements provided by their current employer. Or perhaps you might need to negotiate flexible working arrangements or travel expectations.
What you can negotiate on will, of course, depend on the role and the organisation. However, the important thing for employers to remember is that candidates don’t always accept your first offer. How you handle any negotiation is crucial in the candidate’s experience. It can even determine whether they accept or reject the opportunity. This is where partnering with a recruiter can help. We can guide you through the offer and negotiation stage with insights from our broad experience and knowledge of the current job market.
See it from the candidate’s perspective
Candidates today are often looking for more than just a figure. Your organisation and culture, as well as any benefits, rewards or incentives can all influence a candidate’s response to your offer. Likewise, their own goals and motivations are also important. What do you know about your preferred candidate? Could that knowledge help you make an offer they are more likely to accept? Perhaps flexible working hours are important to them. Maybe they like rewards, a day off on their birthday or a clear long term career path. Thinking about your offer from the candidate’s perspective might help you to see what matters to them. Then you can offer something that will really grab their attention. Especially for talent in demand, getting your offer right can make all the difference.
Offers and negotiation are tools you need to be using well to be effective. Just because you have chosen a candidate doesn’t mean that they have chosen you. Employers need to be ready to make a timely and attractive offer to secure their preferred candidate. I hope these insights are useful for you in doing just that.
At SULLIVAN Consulting, we are specialists in providing Strategic Human Resources, Recruitment Services, Advertised Recruitment and Executive Search, with expertise extending to Performance Reviews and Salary Benchmarking. Contact the SULLIVAN Consulting team on 0407 610 989 or email@example.com to discuss your recruiting and staffing needs.