Eight tips to make a great job offer | SupportBiz

Human Resources

Eight tips to make a great job offer

You have a vacancy in your organisation, and you have hunted high and low for a suitable candidate to fill it. You have conducted interviews, and have chosen someone who will be the best fit for the position. At this stage, it is crucial that you do not let the perfect candidate get away, and make them a job offer that they cannot resist.

SupportBiz lists eight tips for you to make a wonderful job offer.

  1. Be fast.

Once you have chosen the right candidate for the post, why wait to make an offer? Move fast, so that you do not lose out on good talent. Contact the selected candidate the same day of the final interview, if possible, and convey your intent to him/her. Otherwise, contact them within one or two days of the final interview, at the most.

By being fast, you will communicate to the chosen candidate how important they are to the firm, boosting their morale greatly. You will also contribute in bringing down their stress during their waiting period.

  1. Tell him/her why you are making the job offer.

It is a good practice to tell the selected candidate why you have decided to make him/her a job offer. Tell him/her the skills/attitude that you noticed and valued in them, and out of how many candidates they were chosen.

This will convey to the employee how much you value them and their skills, and go a long way towards boosting their morale. It will set the tone for a great employer-employee relationship, and tell the employee what exactly is expected of him/her on the job.

  1. Offer a salary raise.

When a candidate leaves another job to join your firm, he/she will, most probably, expect at least a 10 per cent raise over their previous salary. Very few candidates will be ready to join you at the same salary or at a negligible pay raise.

Hence, once you have selected the right candidate, do offer them at least a 10 per cent hike over their previous pay. Do not skimp too much during the salary negotiation process, and ruin your relationship with the employee.

  1. Call him/her.

Some firms communicate the job offer to the chosen candidate via e-mail or a letter. However, it is always good to avoid these means and call the candidate instead with the offer.

Calling personally will help you build a more warm and personal relationship with the candidate. It will also give you an opportunity to gauge the reaction of the candidate on being chosen for the said job.

  1. Ask clear questions.

If you are not sure whether the candidate will accept the offer or not, do not hesitate to ask them clearly about it. Tell them that you have interviewed a few other candidates too, but that they are your first choice.

More often than not, the chosen candidate will tell you their true intent regarding your job offer.

  1. Be clear about salary and other benefits.

When you make a job offer, be extremely clear about the salary and other benefits that the candidate would be receiving. Explain clearly the gross and take-home salary, other deductions from pay, leave policies and other benefits.

Ensure that there is no doubt in the candidate’s mind regarding any of these matters.

  1. Be sensitive.

Be sensitive to the feelings of the candidate while you make the job offer. Consider his/her position in his/her previous job, and the time that he/she would need to wind up his/her responsibilities.

Do not be greedy to have him/her join you immediately, and for you to take benefit of their talents.

  1. Make a written offer.

Once you have verbally communicated your intent to hire to the chosen candidate, ensure that you make them a job offer in writing as well. Ensure that the terms and conditions in the written job offer are the same as those communicated to them verbally.

Today, many firms prefer to make the written job offer through e-mail.


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