Blog & Industry Feed
You are ready to make an offer to a candidate---now what?
You posted the ad, reviewed resumes, conducted interviews, and checked references. Now, you are ready to offer your candidate the job. Your first thought is to call the candidate and make the offer. But you need to stop, organize the offer, and anticipate your response to any questions or complications.
The applicant will have questions, and you need to know the answers (e.g., How much will I be paid? When do I begin earning vacation time? What about medical insurance? Will I receive a relocation allowance?). Even if you covered the questions during the interviews, make sure you tell the applicant the following:
- Compensation (including any variable compensation)
- Job title
- Proposed start date
- Job duties
- Benefits (cost, start dates, etc.)
- Reporting relationships
In addition, be ready to address any particular concerns the applicant may have raised during the interview (e.g. flex-time schedules, opportunities for pay increases, relocation assistance).
Do not assume your first offer will be accepted, so set aside enough time to discuss the job with the applicant and answer any questions. Consider making the job offer on a Friday so the applicant has the weekend to talk to friends and family without the distraction of his or her current job. In some cases, you may want to make an appointment with the applicant to discuss the offer in person.
It helps both the applicant and your organization put the offer in writing. A written offer gives the applicant something to review and to compare to any other offers he or she may receive. A well-written job offer should include any legal documents that will be required, At-will employment statement (if applicable), a statement that the written offer is complete; no other promises have been made to applicant and finally, any contingencies to the offer (e.g., a non-compete or a pre-employment drug test)
Your company’s benefit package is established by contract between your company and the benefit provider. You probably do not have much control or flexibility on benefit eligibility issues. If a question related to benefits is important, tell the applicant you need to check before you can agree; do not make exceptions to benefits unless you know you can deliver.
In closing, know what information you need to convey and how you want to convey it. Have answers to questions the applicant might ask, and know your limits on negotiating changes to the original offer!