During the interview process, job-seekers typically bear the burden of communication. However, when it comes time to make an offer, it is important to know that employers share responsibility for communicating effectively with their candidates.
As an employer, the job offer provides a vital opportunity for you to woo your top choice applicants and sell your company as a great place to work.
Here are some ways to relay the open position with clarity, enthusiasm, and professionalism so you can bring your favourite candidate aboard and start the employer-employee relationship off right.
Make the Offer
Simple, excitable communication is paramount. You should always call to make the job offer – this medium will allow you to quickly field the candidate’s questions and to convey your enthusiasm about his or her candidacy.
Now is the time to make the perfect candidate feel really special. Be honest about how his or her credentials impress you and your team, and how much you want the individual to accept the position.
After you’ve called, follow up with an offer email or letter as soon as possible. This should take place within three days at most. In the message, recap what you discussed on the phone: job salary, perks, vacation days, benefits, and other important information.
Negotiate Salary
Be certain that this person is the one you want on your staff before going into detail about salary and benefits. Once you’re ready to make an offer, communicate the salary and benefit package clearly, explaining everything as thoroughly as possible via the phone or in person. Then, follow up in writing as mentioned above.
Before drawing up the offer details, you will want to learn more about the salary and benefits your candidate received at his or her most recent job. As a rule, most candidates will expect a pay increase of at least 10 percent when they change jobs; you should rarely offer them less than their current salary.
If either side feels the need to settle during salary negotiations, both sides lose. If your candidate feels resentment every pay period, this is bad for the individual and your organization. At the same time, you must know what your company can afford and stay within that range.
Prepare for the Response
Be prepared for any type of response. The candidate you think is perfect for your opening may have secured a better offer with another firm, and may unexpectedly turn you down. Some candidates will mask their enthusiasm and play it cool, calmly listening to the offer details and asking for a few days to mull it over. If your candidate seems hesitant, don’t be afraid to give her a timeline in which to respond.
As an employer, your perfect candidate is closer than you think. After reviewing applications and going through the interview process, utilizing timely communication is necessary if you want to seal the deal. Make a good, clear offer to the right person and you’ll secure a vibrant employee who contributes to the life of your company for years to come.
What do you do when you make a job offer?
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