When any candidate agrees to take a job, the emotional trigger is all about hope. Hope that this move will make a certain pain go away. On the company side, it is almost the same formula. Two sides both engaging in a leap of faith, which hopefully eliminates pain and produces happiness. Because of these murky waters of hope, we strongly encourage both our candidates and clients to be transparent about compensation in the interview process. As the employer, you have the control in this process. Here are some tips we have to make sure that when you do make that leap with a candidate, your offer is swiftly accepted.
1. Don’t wait to talk money until you are ready to make an offer.
Salary negotiations can be complex and take a bit of time. Candidate decisions are wrought with tugging and pulling from different directions. Aureus Group strongly advises our clients to start testing the waters on salary as soon as there is definitive interest. Ask what they think the role is worth, or what they are ideally looking for. This will help you start the approval process at the top and know if they will be in your range.
2. Provide comprehensive benefit info at least 48 hours before an offer is made.
Amazingly, I still hear from some candidates that their first look at benefits is with the offer letter. This just makes no sense at all, as the total value of benefits is so often the final part of any acceptance. We would all love to stand on the belief that it is the opportunity that every candidate should fall in love with, above all else. I totally agree with this sentiment, as that is the emotional trigger most candidates will decide on. However, we live and work in an economic climate where benefit plans can widely vary from company to company and are simply essential parts of family security.
3. Gain a verbal acceptance before you make the offer in writing.
Now it is time to have the candidate commit to a number. Tell them you are ready to offer and ask them what they will say “yes” to. If the number they give is out of range, ask them if they could possibly accept less. If they say no, it’s time to take it away and let them know it may not work out. If they easily withdraw they almost certainly were not going to accept any offer from you. If they want your job, they will engage in a negotiation with you or come down to where your best offer lies.
The bottom line here is that we simply do not advise making an offer in writing unless the candidate has given you their verbal commitment.
Now, for sure there is vast complexity in the world of offers, especially for executives, commissioned sales people, and consultants. But for common salaried offers, I feel confident that following this process will ensure that your offers always get accepted.
Nate Elgert, CPC
Nate joined Aureus Group in 2006 and has exclusively been serving Nebraska customers all across the state. In his role as Sales Manager, Nate leads an elite team of recruiters and account managers who source accounting and finance talent within all industries. This talent ranges from technical individual contributors to executive finance leadership.
Nate has earned the prestigious “President’s Club” award three times, which puts him in upper echelon status among not only his Aureus Group peers, but also in the staffing and recruitment industry. He attributes his success to a transparent style of communication and a sincere belief in pairing the best interests of his clients with that of his candidates on every occasion.
Prior to his time at Aureus Group, Nate carved out his skills in the banking, advertising, and retail industries. These growth experiences led Nate from Kansas City to Des Moines to Phoenix and then back to his original home in Nebraska. Nate holds a bachelor’s degree in communication studies from The University of Missouri at Kansas City and is a Certified Personnel Consultant (CPC) through the National Association of Personnel Services (NAPS).