Employers: When Making A Job Offer, Make It Personal

September 27, 2018 Amanda Krebs

making a job offer

Once you’ve found the right candidate for a role, it’s easy to simply go through the motions of making a job offer without considering whether the candidate will accept. However, at this stage in the hiring process, keep in mind that it’s not a done deal yet. In today’s market, job seekers are in-demand, and they often have several options to choose from.

According to The Execu|Search Group’s 2019 Hiring Outlook, 55% of professionals were interviewing for two or more other roles while they were interviewing for their current position. As a result, if there is a misstep in making a job offer, it may dissuade a candidate from accepting.  Because candidates know they have other options, it is critical that you make your job offer feel personal and unique to the candidate. Here’s how:

Make a phone call

While it is of course customary to both call and email your candidate with an offer, it is imperative that you don’t skip straight to the email. Phone calls are more personal by nature, and it will immediately make the candidate feel as though they are valued by their future employer. Additionally, you’ll find that you can make a more convincing case for the candidate to accept your offer over the phone rather than in writing.

Emphasize why they are the right person for the role

At this point, you’ve probably looked at dozens of resumes and interviewed several people. Before you extend the job offer, think about why you’ve chosen this candidate. When you can cite specific details about the candidate and why they are a good fit, they are more likely to feel as though this is a workplace where they are heard and valued.  This is not only an important step for getting a candidate to accept your job offer, but it also establishes a foundation of trust for your working relationship. This can set you up to develop more loyalty throughout their tenure.

Promote your workplace

Hopefully throughout the interview process, you’ve learned more about what your candidate is looking for in their next role. And because you now understand what they want out of their next job, you can use this final opportunity to tell them why your company and this role matches their goals. Whether they mentioned wanting to build a certain skillset, seek a healthier work-life balance, or work their way toward a promotion, you can use this conversation to remind them how they can achieve their goals with you. By speaking to your company culture and professional development initiatives, you can sell the employment experience at your organization.

Make a great offer up front

A common hiring mistake made by employers is drawing out the negotiation process. The most talented candidates in the job market will have other options, and they will choose an organization where they feel valued. When there is limited time to secure a deal, not making your best offer first is only likely to frustrate your candidate and draw them toward other opportunities. Not only can negotiations take weeks before coming to an agreement, but making a lower offer to save money can be a turn off to the candidate. When you start your working relationship off by showing your candidate that saving money is more important than their valuable skills, they are not likely to trust that you’ll be an advocate for them down the road.

Is your organization unknowingly making critical errors in the hiring process? Check out our eBook: Hiring Mistakes You Can’t Afford To Ignore

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