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Managing the offer process – Part 2: Offer Negotiations

The way you manage the offer process will make or break a candidate’s decision to join your company.

Managing the offer process comes in two main parts, setting up your offer process and dealing with offer negotiations.

So, where to start?

Build good rapport with your candidates

The first and most vital step of managing offer negotiations is by building rapport with your candidates.

Having regular communication at each stage helps you build a better rapport with your candidates.

The more effort you put in, the more likely they are to be transparent with you, allowing you to take on a more consulting role than being seen as just another recruiter.

Taking the time to understand your candidate’s, motivations, personality, and skill set will allow you to truly access whether your position would be the right move for them

Make sure what you’re offering is competitive

Make sure what you’re offering for your position is competitive or comparable to the current market.

If what you are offering as a company isn’t competitive or appealing, then candidates are more likely to stay put or choose another role elsewhere.

Consider running some market and competitor analysis to see where you benchmark and what you can do to become competitive – Think about raising your base salary, adding additional benefits, or introducing new initiatives that would be appealing to potential candidates.

Address the counter-offer question head-on

Rather than being stopped in your tracks by the dreaded counter-offer, discuss this with your candidate throughout the process.

Take the time to listen to their reasons for leaving their current employer and find out what motivates them and what they are looking for long-term in their career.

Having these discussions early on allows you to get ahead of any uncomfortable discussions and gives you the opportunity to ask questions on counter offers or offers elsewhere to gauge where the candidate’s interests lie.

Sell your strengths

Once you’ve taken the time to listen to your candidates and have gained a better understanding of them as a person, you’ll be able to see where a role with your company could benefit them the most.

Play to your strengths, now is your time to sell the role and your company.

For example, the solution to a bad work-life balance could be your company’s flexible working scheme and additional initiatives that promote a healthy work-life balance.

Another example could be no career progression or acknowledgement of their work, you could speak about your company’s learning and development programmes as well as the company initiatives that are given to reward good work, people stay where they feel valued and challenged.

Throughout any discussions, continue to reassure them of why they are looking for a change and how your company would benefit their future.

How to give the offer

Remember, you and your hiring team represent the company you work for, so opt for a more personal approach and phone your candidate to give them the good news (as opposed to sending a message or email).

In part 1 of Managing the offer process, we set up a basic offer information crib sheet to get you started.

During the call with your candidate, you’ll want to run through the relevant points on the offer crib sheet, such as:

  • Job title for the contract:
  • Start date (based on the candidate’s notice period):
  • Working hours and days per week (and a note around flexible working):
  • Department:
  • Line Manager:
  • Holidays:
  • Notice period:
  • Probation period:
  • Right to work status (flag any VISAs that will need to be looked into):
  • Is this candidate a referral? (If yes, list their details)

This is the time to sell the role, your company, the benefits, and opportunities this role will give them.

Once you have given the offer, it’s good to sense check how the candidate feels about the offer, what are their thoughts and ask if they need any further information to help them make a decision.

Also ask if this stage the candidate would be happy to accept the offer at this stage, or follow up the call with an offer email and offer letter along with any supporting documentation to help them make an informed decision.

Once you have given the offer, ask the candidate what their thoughts are on the offer and if they need any further information to help them make a decision.

See Part 1 for how to layout an offer letter or offer email.

The right reasons

Whilst you’re searching for the best candidate for the job, make sure your potential new employee is just as enthusiastic.

Make your first offer the best one.

Let it be the opportunity, benefits, incentives and company that attract the right talent and not someone who is only motivated by money, as someone only motivated by money is very likely to be tempted by higher offers elsewhere.

Where we come in

The team at Identify Solutions are specialists at managing all aspects of the recruitment process; why not get in touch today to see how we could help you optimise your recruitment processes.

Identify Solutions
📧 info@identifysolutions.co.uk
📞 +44 (0) 2920 021050 – Cardiff
📞 +44 (0) 2080 514777 – London

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