Post the COVID-19 pandemic, the job market is overheated, with companies having trouble finding talent, anywhere in the whole wide world! It’s a candidate-driven market now, where candidates have choices to select from, rather than earlier where it was employers who decided on who they wanted. So, how do you, as an employer, make it convincing enough for the talent you want to hire, to accept your offer? How will you make that difference which will tempt them to choose you, and not anyone else? By making the right offer! You may either partner with top retained executive search firms in India, one like WalkWater Talent Advisors, for the same, or use these 10 crucial tips on creating that perfect job offer that no one can reject!
1. Being honest and clear
Whatever you put up on your job offer, whether it is the salary, benefits, and other policies, make sure they’re all veritable and genuine. When you put up great things about your company on the job offer, but fail to give the employees all of that after they join, you’re only breaking your brand image. The employees won’t stay with you for longer, and will spread through word of mouth what a deceitful experience they had at your company. Other candidates, when learn about your dishonesty and false claims, won’t consider your job offer at all!
2. Giving a raised pay
Most candidates want to shift from their old job when they see a better opportunity that offers them a better pay. After all, employees are working to run their family and fulfil their responsibilities; so pay is certainly a huge driving factor. So, if you’re looking to hire a passive candidate, who is still happily working somewhere else, you can offer them a 10-15% rise from their current salary. While there could be other reasons why a candidate may be looking for a job change, a raised salary is always going to make the offer even more tempting.
3. Speak about all the money aspects of the job
Money always talks. So, make sure you’re offering the right amount, and in the right manner. There could be two ways that you may talk about the salary – one being where you straightaway clearly state the base salary plus any regular benefits; the other being where you let them know about the total compensation, whilst also mentioning the breakdown that includes the base salary, plus the commissions, and the bonus based on personal and company goals. Any pension scheme, transportation or accommodation scheme, or anything else, can also be clearly spoken of while talking about the money aspects of the job.
4. Be quick and prompt
Once you’ve shortlisted on your candidate list, you need to move fast. Real talent is very rarely available today. To grab the best candidates, you need to get in touch with them at the earliest, before they change their minds and switch to joining somewhere else. In fact, if you are sure about a candidate, call them as early as on the day of their final interview. That’s because this is a psychologically jarring phase for the employees, where they encounter feelings of insecurity, stress, hope, and enthusiasm, all at the same time. Any insecurity can turn into rejection overnight! So, don’t wait for that to happen, if you’re really sure about a candidate.
5. Make a call right away
Just like we said above, you need to be quick and prompt when you’re sure about hiring a candidate. So, it’s obvious that you don’t want to go that professional way of sending them formal emails. Rather, make a call right away to let them know that you’re interested in recruiting them, and that they could come over to meet you for a final talk ASAP. Any time wasted over email conversations is an opportunity likely to be lost.
6. Be passionate and keen
There was a time when candidates were judges on their enthusiasm and keenness to join the company. But today, candidates are instead looking for a company that’s keen on working with them. So, if you’re certain on hiring a candidate, make it sound positive, by letting them know how keen and excited you are looking forward to recruit them. There’s no harm in letting them know that you’re excited to work with them soon.
7. Acquiring a quick and certain commitment
Candidates generally don’t respond with a certain yes or no right away. But, in order to get a hint, you need to ask them. So, you could always ask, “What do you think about this offer?”. A prompt answer is the best, but any hesitation on their part means there is a high risk of rejection. This is when you need to negotiate, so that your chosen candidate can commit to you with a positive answer right away.
8. Confirming the “Yes”
So, you’ve succeeded in getting that “Yes” from them. Now, it’s time you ask that one powerful question, which will give you 99% security that the candidate will certainly accept your offer. Ask the candidate, “There are (x) number of potential candidates from the interview process. So, can I tell the others that the job is already taken?”. Most candidates will either be prompt to say a “Yes” again, while others may ask you for some time. Then, there could also be others who may say a false “Yes”. You need to be able to identify the genuine answer, and calculate the likeliness of them to accept your job offer.
9. Boosting their confidence
Some candidates may not be likely to join your company, because they may feel stressed about leaving their current job, and confronting their boss. You can make it easier for them by speaking to them about it directly. Talk to them about how they feel about giving notice. Ask them what they think about their boss’ reaction after the notice is given. Resigning can after all be a big stress. It is a very sensitive and emotional aspect of job change, so be very certain about what and how you speak. But, whatever you do, ascertain that at the end of it, your candidate is confident about leaving your current employer, and coming to you.
10. A final email
Once all is perfectly done, the last step is to put everything into an email, including all the elements of the offer, including the base salary, commissions, benefits, bonuses, vacations, job title, and any other essential extras. End the email with a “We are looking forward to work with you”, and set a deadline until when the candidate should accept the offer. With these 10 crucial tips in place, you should be likely to acquire all the candidates you’ve set your eyes on!
For more information, visit: https://www.walkwatertalent.com/
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