So you have found the perfect candidate and can’t wait to lock them in for the role as soon as possible. When it comes to closing the deal and securing quality talent for your business, few aspects of the recruitment process are as crucial as the job offer. However, making a job offer isn’t as simple as just emailing the candidate and waiting for them to sign on the dotted line; to make an offer they can’t refuse, there are some important steps to take.
With this in mind, here are our tips for how to put together a compelling job offer that helps you secure the top people your business needs.
Identify the Candidate’s Priorities
Identifying the candidate’s priorities should be tackled as soon as possible, and a great place to start is to approach it during in the job interview. A candidate’s main concerns will vary greatly depending on whether they are employed or unemployed – they may be willing to jump on any offer that ticks their boxes, or they could be a lot more selective.
Some key priorities to look out for include:
- Title – many candidates appreciate a job title that sounds impressive or reflects their skill level.
- Compensation – they may have a certain salary figure in mind or hope for particular bonuses and perks, such as a company phone or car.
- Lifestyle – the length of their regular commute, options for flexibility and the opportunity to work from home.
- An attractive work environment – positive culture, sufficient resources, adequate recognition, training and professional development, and supportive management.
- A challenge – they may want autonomy, and opportunities to take the lead, stretch their skills and learn something new.
If you know where the candidate’s focus lies, then you will know how to make a job offer that piques their interest.
Research Market Salaries
Whilst money isn’t everything, it is certainly a major factor to consider when making a job offer, as all candidates, no matter how passionate they may be for a role, will be thinking about this at one point or another.
When considering the salary you’d like to offer, it’s important to strike the right balance; it should be high enough to be attractive to the candidate, but not so high that it stretches the budget and becomes unsustainable.
If there’s any uncertainty around the kind of salary to offer, do your research into current market rates or look at job offer examples in that field to ensure the compensation remains competitive. In addition, consider other factors that are unique to the candidate, such as qualifications and work experience, because all of this could affect the amount that goes on the table.
Finally, if the perfect candidate is currently employed elsewhere, be prepared to offer slightly more to encourage them to make a move – and don’t forget to include benefits in the discussions, as these are a key part of the total package.
In today’s competitive market, it’s essential to move fast when making a job offer. Take too long to follow up after the interview stage, and the candidate may lose interest – or worse, be snatched up by a competitor. Even a short delay could lose them, so make the offer as soon as you’ve come to a decision.
Whilst working out the finer details of the offer, keep in touch with the candidate to let them know your interest. Explain that you’re still making a decision but feel they’re a very strong candidate, so that they feel reassured and stay engaged with the role. This is also a good time to have a further discussion about pay or benefits.
If the business has a slow hiring process, look for ways to streamline, such as by utilising outsourced recruitment services. Expectations have shifted, and with some candidates receiving multiple job offers at once, it’s always ideal to stay on top of the game by seeking the help of an expert.
Set a Time frame and Follow up
Although it’s important to keep the process fast on the business’ end, don’t forget to provide the candidate a fair amount of time to consider the offer. Whilst giving them a chance to think on it, also include a set deadline so that the process does not get dragged out beyond your control. The best time frame will depend of what’s involved in the job; a few days might be sufficient for a standard role, while a senior-level job or one that involves relocation may need more time.
In addition, don’t let the follow-ups slip by; always maintain contact with a candidate during the decision-making process. Ask them if they have any questions or would like to discuss anything – this emphasises how interested you are in them and keeps the offer at the forefront of their mind.
At the end of the day, making a successful job offer that locks in top talent is all about listening to the candidate’s needs, keeping pace with the current market and having an efficient process.
For more job offer tips, outsourced recruitment and other HR services, get in touch with our friendly team. Based in the heart of Adelaide, Harrison McMillan can help you tailor your recruitment solution to ensure that you’re getting the best new talent every time.