Finding the best candidate for a role is tough. Depending on how urgent a position should be filled, you may have to rush to get it filled-and when people hurry, they make mistakes. Here’s how you can keep your cards close to your chest at the interview table.
Before Making the Offer
After a candidate is chosen, many HR professionals feel that their job is done. However, making the proper offer to the chosen candidate can be just as important as the interview process. If an offer is not made or handled correctly, you could lose the candidate. Or, if the candidate does take the job, he or she may start off on poor footing with your company.
One strategy in effective pre employment offer management is to ask questions about salary during the interview process before an offer is even made. Once an offer is on the table, power shifts to the candidate. By asking salary questions up front, you can avoid any potential issues later on.
Inquiring about salary expectations can help to qualify candidates. For example, if a candidate asks for 20% more than the budgeted amount for the job, then this discussion can be had before an offer is made and potentially save time by disqualifying this candidate.
To avoid losing your top choice candidate in today’s tight labor market, make a salary offer as soon after the decision is made as possible. You likely already have a general idea of what you’re willing to pay someone for the position based on their resume and interviewing skills. Consider the candidate’s knowledge, skills, abilities, and other characteristics that may change the amount you had originally budgeted. When making an offer, be sure to consider all aspects of the hire’s ability in order to determine an appropriate salary range:
Additionally, research unemployment rates both nationally and regionally as this can help inform your decision. If you cannot pay more money, think about offering other benefits such as a signing bonus or a flexible work schedule.
Negotiating with a Candidate
If you want to be a successful negotiator, follow the tips below:
Sending the Employment Agreement
Outline the details of the employment agreement in a follow-up email or formal letter once the offer has been accepted by the candidate. Remember to include:
After you have negotiated your pay and benefits package and sent the offer letter (or e-mail), you should follow up in writing to reconfirm the details of your acceptance, including your start date. It is not unusual for people in higher-level positions to need a month or even two to transition from their old jobs. During this period, make sure to stay in touch with your new employer and complete any necessary new hire paperwork.
Final Thoughts
In order to be a successful negotiator, it is important to know what you are willing to negotiate on and what terms are set in stone. You should also be aware of the market value for the position you are hiring for, as well as unemployment rates both nationally and regionally. If you cannot afford to pay the candidate their desired salary, consider offering other benefits instead. Finally, always follow up with an employment agreement detailing the offer once it has been accepted by the candidate.