The candidate offer process is the culmination of all recruiting and evaluation processes and should ultimately render a new and qualified associate for the organization. Just as with all other parcels in the recruitment process, the offer requires much preparation and deliberation. Salary offering and negotiability determination must be considered as a company budgetary item and in correlation to industry salary standards. Achievement of a solid understanding of the aspects of the offer that will make it attractive to the candidate. All other ancillary items such as potential sign on bonuses should also be evaluated. The final factor will be to determine whether the proposed offer, with all negotiability, is also budget conscious.
Prior to proffering the offer, some research should be performed regarding the salary total and any negotiability opportunity. Obviously, a valid evaluation from a company budgetary means should be concluded. The research should continue to include an industry salary evaluation. Industry salary evaluation can be performed by utilizing websites such as Salary.com. Research will ensure a strong bargaining chip and upfront industry salary knowledge to intelligently discuss with the candidate. Today’s candidate is very savvy regarding salary negotiations and will come to the table with prior knowledge of industry salary standards.
The offer discussion should be scripted to include all aspects that will persuade the candidate to join the organization. The script should contain a discussion regarding benefits for the opportunity such as health benefits, dental benefits, vision benefits, 401K, pension, vacation and sick leave, personal leave, and all other benefits offered by the company. A comprehensive knowledge of benefits should be achieved prior to discussion as the candidate will likely have many questions about benefits. Benefits can also be a deal breaker if we are unable to provide the appropriate information. Any additional ancillary benefits should also be discussed such as relocation allowances and sign on bonuses. A salary proffer should then be tendered and opportunity for negotiation and counter offer may be necessary.
Once the offer script is presented to the candidate, they will likely have questions about the offer. Time should be taken to answer all candidate questions thus allaying any concerns or trepidation that may be plaguing the candidate. Once all candidate questions and concerns have been answered, a timetable should be set for the candidate to provide their answer to the offer. Most candidates will need some time to ponder the position opportunity, but at the same time the organization is on a timetable to fill the position.
An appropriately scripted and well planned offer process will ensure that we have hired a candidate that has a salary package that is within budget, easily understood by the candidate and is timely to suit the needs of the organization. We will also ensure the happiness of the new hire and thus solidify their future confidence in the organization.