Here’s how to make an offer candidates can’t refuse
There seems to be a perception that usually it is the recruiter or the company who rejects candidates, and applicants would ALWAYS accept offers.
But this study by Glassdoor Research shows a different picture. The findings state that 1 in every 6 job offers are rejected by candidates; a surprising, steady and alarming rise in the trend since 2015.
The reasons are many apart from increasing competition, like unimpressive compensation packages, rigid company policies, short joining window and vice versa for resignation, etc.
Getting the right person on board for the job can be like mining everywhere but finding gold in the unlikeliest spot. But getting the wrong person for the job can become a dragging liability.
So how can you, as a recruiter make an offer that the “perfect” candidate for you cannot say no to? Here’s how…
Act fast, don’t make them wait
Any candidate applying for a position in your company is not pining all his/her hopes on you. They are always actively looking for similar and better opportunities in the job market, which matches their skill set and fulfils their asks.
If your candidate ticks all or most boxes from your list of requirements for the future employee, then do not wait for more than 24 hours to make your offer. Because candidates will not wait forever for your call or mail. They’ll definitely go for the one who valued their time and approached them first.
Reiterate why he/she is the chosen one
It goes without saying that you have picked your ideal candidate solely on the basis of his/her skill sets and talent, and that you might have mentioned it in the conversation during the interview too.
But while making the official offer to the candidate, reiterate the points discussed in the interview, mention and highlight the reasons which made you pick them from all the people who were vying for the position.
This way, you are showing the candidate about your seriousness behind the offer and that you respect their skills and talent.
Do not miss out on the details
While many may believe that a compensation which doesn’t match the candidate’s expectations could be the major reason behind their rejection of the offer, there could be many small, hidden triggers in the offer letter which may have changed the candidate’s mind.
Hence it is necessary that you as a recruiter/employer must mention everything that the candidate, who is going to be your future employee, must know. The offer letter must include the following points without fail:
- Job Title along with a short description about it.
- The mutually agreed-upon joining date.
- The work hours.
- The probation period.
- Compensation details with complete breakdown, including the bonuses, commissions and deductions.
- Legal Requirements
- All Non-Monetary Benefits
- Time window to respond
This way, when the candidate joins you as an employee, he comes complete confidence in you as his/her employer, and with a fresh energy and excitement of starting new and moving towards growth.
It also gives you room to figure out and find solutions to conflicts on any of the points mentioned in the offer.
Make it Competitive
When a candidate applies to work with you, he/she is convinced that your company is offering a better pay and benefits compared to their current workplace. So the ball is in your court, to ensure that the offer you make seals the deal and doesn’t let the candidate down.
And the best way to do it is my giving a complete breakdown of the money he/she will get as a salary, what are the additional benefits he/she will get apart from the government mandated ones which literally everyone offers. And sum it up by pointing out how your offer stands out from the standard offers other companies might give him.
Offer Flexibility
Many industries and their employment policies are notorious for the extremely short window they give prospective candidates to join the new company, and the laboriously long notice period for them to resign and leave the position.
And this is that one thing after compensation which could trigger a candidate to decline your offer. When you are in the final stages of the recruitment, make sure both you and the candidate are clear about their joining date and the notice period he/she must provide if there arises a situation for them to leave.
In fact, there’s no harm in waiting for the right candidate, since he/she would only go on to become an asset. And ideally, you must let go of people who are determined to leave the organization, if their absence would not cause any challenges during the period of hiring afresh.
And candidates prefer working with companies who understand and respect them as humans and not merely as resources. And offering them flexibility makes it stronger.