In today's candidate-driven market, how and when you make an offer of employment is key. The right offer can convince a candidate who was previously on the fence about joining your organization, while the wrong offer can turn them off and make them view your company in a negative light.
First of all, according to Stacy Pursell, founder and CEO of The Vet Recruiter, you never want to make a "hope and pray" offer to a candidate. This is an offer that you simply have to "hope and pray" that the candidate accepts, because you know that some aspect of it is lacking. If the candidate realizes you're lowballing them on salary or other benefits, they might walk before you even have a chance to make a more suitable offer.
So how can you go about making the right offer, to the right person, at the right time? First of all, it's important to streamline your hiring process as much as possible so that your foot-dragging doesn't make it seem like you aren't interested in a particular candidate. Making an offer just a day or two after an interview is a great way to show your commitment to a certain candidate. This will keep the candidate from going with a similar but more promptly made offer.
Secondly, don't disregard important characteristics like cultural fit. If you make an offer to a candidate who doesn't feel they would be a good fit with your other employees, it's less likely to be accepted — and why would you want someone who doesn't feel comfortable with your company leading it anyway?
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
