In a highly competitive eCommerce driven industry offering your most suitable candidate a role will not guarantee their acceptance. This phase of the recruiting process can often be the most difficult in terms of negotiation.
Ultimately you’re pitching what the benefits of the role are for the candidate. This includes managing salary and benefit negotiations and promoting career development opportunities your company provides, in addition to really selling the organisation as an ideal next step for the candidate. In short, once you’ve chosen the best you need to ensure they want to choose you too.
Here are a few guidelines to consider before making an offer:-
1) Be quick
Any delay in making an offer may result in the loss of the best applicant. Act quickly – a speedy job offer demonstrates your desire to have this person join your company and that it was an easy decision for you to make.
2) Offer a competitive package
To avoid entering salary negotiations be fair to the candidate and make an offer in line with the standards of your industry, your company and their experience. If the candidate feels that they’re being taken advantage of they will be reluctant to accept your offer.
3) Highlight your company’s features and benefits
This is your opportunity to demonstrate how your business is a match to the candidate’s personality and lifestyle and how good the candidate will feel working for you. Include cutting-edge opportunities, innovations and product development, team recognition, reward schemes and your organisation’s great culture.
4) Offer additional perks and benefits
Consider including additional incentives such as shares, bonuses, commission and lifestyle enhancing benefits to help optimise work / life balance. This could also include flexible hours or remote working options.
5) Follow up in writing ASAP
Once you’ve verbally made an offer and gained the candidates acceptance formalise your offer in writing ASAP. Your contract should include the starting salary, job title, job responsibilities, location, and company working guidelines.
6) Know when to back away
Be aware that not every candidate is going to accept your offer. Some may appear reluctant as a negotiating ploy, thinking their hesitation will encourage you to make a stronger offer. Others could genuinely be unsure that the job is a good match.
Investigate the source of their indecision and manage their expectations if you feel their uncertainty is genuine. But negotiating and convincing a candidate with serious reservations will backfire if the person has serious reservations. It really is best to back away if you sense they are not fully committed and excited about your offer.