Making a Job Offer
By From the career experts at Robert Half
Salary negotiation is a critical step in the hiring process,
largely because candidates with the most in-demand skills are
likely to be already evaluating other employment opportunities.
Following are some suggestions to help ensure your offer is as
attractive as possible.
Act quickly. After you've selected a prospective
hire, make an offer as soon as possible. If you
delay, you may find your top candidate has already accepted
a position with a competitor.
Carefully consider your employment offer.
Before entering into negotiations with a candidate, have a
strong understanding of compensation trends in the
field. The offer should be commiserate with the
candidate's level of expertise and in line with the
industry and your firm. The Salary Guide from
Robert Half International is a good resource for
compensation data on positions ranging from financial
planner to forensic accountant to internal auditor.
Businesses that can't provide high starting salaries should
consider offering other incentives -- such as stock
options, profit sharing arrangements or additional vacation
Clarify the details. It's best to offer the
position to your candidate of choice over the phone.
Waiting to meet with him or her in person could cause an
unnecessary delay, during which time the individual may
accept a position with another firm. Follow up the
phone call with a formal letter that specifically outlines
the person's title, pay and other aspects of the offer,
including benefits. Also let the individual know if
there are any contingencies associated with the offer, such
as the completion of a successful background check.
Provide encouragement. When presenting the
offer, be sure to highlight the many reasons someone would
want to work for your company. Discuss staff
recognition programs, bonuses, advancement possibilities
and unique aspects of the corporate culture. Elements
such as these, especially work/life balance initiatives,
are particularly important to employees today.
Know when to end negotiations. When faced with
a candidate who's reluctant to accept an offer, try to
uncover the source of the hesitation. Consider,
though, the potential impact of any changes required to
address his or her concerns. For example, providing a
salary that exceeds someone's potential contributions can
ultimately affect your firm's overall compensation
scale. Likewise, persuading an applicant with serious
reservations about the job to join the firm can backfire if
that individual has second thoughts after starting with
Maintain communication. It's important to stay
in touch with the candidate after an offer is
accepted. Make occasional phone calls to the new
employee to answer any questions he or she might have about
the company or position. Also consider sending a
packet with literature about the organization so he or she
can start with the firm on the right foot.
Founded in 1948, Robert Half Finance & Accounting, a division of Robert Half International Inc., the world's largest specialized financial recruiting service and a leading authority on workplace and management trends. The company has more than 350 offices throughout North America, Europe, and the Asia-Pacific region. Learn more at www.roberthalf.com.
Copyright 2008 Robert Half International. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
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