Not every entrepreneur possesses innate recruiting skills, yet hiring the right individuals is paramount for business success. However, pinpointing exceptional candidates is merely the initial step. Once identified, you must effectively navigate the process of bringing them onboard.
Having attracted stellar applicants and selected a potential standout for your team, you’re now in the position to extend a job offer. This pivotal moment demands careful execution—here are nine tips for presenting a job offer to your preferred candidate:
Conduct the Meeting In Person
Just as you wouldn’t solely rely on an email to pitch a crucial proposal to a potential client, avoid delivering a job offer solely through written communication.
Arrange an in-person meeting or, if not feasible, ensure a thorough discussion over the phone. Personal interaction allows you to guide them through the offer and address any inquiries directly.
Act Promptly
Time is of the essence. Once you’ve identified the ideal candidate, present your offer within 48 hours. Delays increase the risk of competing offers from other companies and diminish the likelihood of securing the candidate. Anticipate necessary approvals in advance to expedite the process.
Deliver the Offer Yourself
While delegating the task to HR or an external partner may seem convenient, the direct manager holds greater sway in securing a verbal acceptance. Presenting the offer personally not only fosters trust and rapport but also enables immediate clarification of any concerns. In sales roles, the sales manager is best positioned to address commission-related inquiries.
Infuse Enthusiasm
Express genuine excitement during the offer presentation. Emphasize the transformative nature of the opportunity, conveying that joining your company is a significant and thrilling decision for the candidate—and for you as well.
Look Beyond Current Compensation
Avoid framing the offer solely based on the candidate’s current salary. Recognize that they’ve already contemplated leaving their current role and focus instead on market demand for their skills. While a salary increase of 10–15% is often persuasive, consider other market factors and incentives.
Paint a Broader Picture
Beyond financial aspects, provide a holistic view of the opportunity. Discuss the company’s objectives, organizational culture, leadership, unique perks, and support for both short-term and long-term success.
Prepare for Counter-Offers
Acknowledge the likelihood of counter-offers from the candidate’s current employer. Empathize with their emotional attachment to their current role and colleagues, emphasizing the broader value proposition your company offers beyond monetary incentives.
Maintain Communication
Stay engaged with the candidate even after the offer is accepted to prevent distractions or competing offers from derailing the agreement.
Set a Deadline
Establish a reasonable deadline for acceptance, typically within two to five days. Avoid extending the deadline repeatedly—once expired, move forward, recognizing that prolonged indecision may indicate waning interest.