In today's competitive job market, it's hard to simply offer someone a job to guarantee that this person will take the job on your offer. This stage of the recruitment process is considered the most complex.
Employers must control salary and benefits negotiations, show professionalism, and flatter the opportunities your company offers. In addition, it is not only the business choosing the best people, but also making sure that the good people also want to choose the business.
Quick action
Any delay in making an offer can cause a business to lose the desired candidate. Quickly close deals with candidates. An early offer demonstrates the company's desire to have you on its team. It also proves that the employer can make quick decisions and respect the candidate's time. Conversely, extending the hiring period can give the candidate the impression that you can't make up your mind. It's not the kind of business that candidates want to do.
Make a competitive offer
Before entering the negotiation round, carefully examine the current salary trends in the market. Any offer an employer makes should be fair to the candidate and align with the standards of your industry and business.
Get creative with salary and benefits packages
Many companies find it difficult to offer salary and benefits packages to employees. When you can't give employees the high starting salary you want, consider other financial incentives like stock options, profit sharing, and bonuses. More and more candidates, especially those who want to work for small companies, are enjoying the benefits that have real life value that help them balance work and life such as flexible time, activities and the opportunity to work remotely.
Documenting salary and welfare policy
In general, the best way is for the employer to make the job offer in person. So you can explain all matters related to salary and benefits package and candidates can ask any questions. Avoid misunderstandings due to the way it is expressed in writing.
Along with the starting salary, include additional details such as job title, responsibilities, location, etc. Be careful not to imply what you can offer, for example, implied statements. The idea of job security can be interpreted as a promise, making it difficult for others to understand.
Praise the business
Making an offer is a time to promote the benefits of working at your company. Emphasize why the candidate should work at your company. It can be anything, like a chance to work for a pioneering business, a chance to take a new step, employee recognition and rewards programs or a distinct corporate culture.
Know when to stop
Not all applicants agree to the job offer. Some candidates appear hesitant as a negotiating ploy, their hesitation may cause you to make a better offer. Others may not be sure that the job is right for them. Try to find out why they don't agree. If the candidate is expecting a better salary, think about whether it aligns with the candidate's potential contributions.
Similarly, your emergency defense can backfire when the candidate rethinks and quits within a few months.
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