Making an Offer They Can’t Refuse
May 03rd, 2011
It’s not enough to find the right candidate; you must be able to land them. If you consider all of the costs involved in recruitment – not just in physically replacing an individual (out of pocket costs) but also those of lost productivity – it makes sense that once you find someone, you will want to up your odds of being able to make them part of your organization.
In a skill shortage market, your target hire may be considering multiple offers, each with its own appeal, and may also be subject to a counter offer from his/her existing employer.
It’s not just a matter of bigger paycheques, although money still counts. To craft a ‘compelling offer’ you need to understand what aspects of an employment relationship are most highly valued by employees – what will motivate them to accept an offer – what do they really care about.
At a recent BCHRMA Round Table which I chaired in Surrey, we discussed using the concept of the ‘trial offer’; a way to seek out earlier on in the interview process, any concerns or misgivings the candidate may have, or any points you may have to address in preparation for making an offer. Asking questions such as, “If at the end of this process we decided to make you an offer and you turned us down, why would you do that?” or “Tell me honestly – what are the risks you perceive if you were to accept this position?”. Whether the candidate is worrying about the state of your industry, the future of your company or the potential length of his/her commute, you should know it sooner rather than later.
It’s no longer true that people ‘feel lucky to have a job’ and you probably never considered that you’d have to be ‘selling’ yourselves and your company in order to get someone to work for you. Ultimately, the company that can articulate its purpose, values and operating style, that understands and promotes this as a ‘brand’, that knows how to outline the opportunities to be found within their organization and their vision for the future – not just the work itself or the money attached to it – will have a greater probability of landing the candidate that they’ve found.
If you have any tips or experiences you’d like to share we’d be happy to hear from you.
Author: Dawn Longshaw, Managing Director Professional Recruitment