By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
Sometimes a delayed start date is just what the doctor ordered for your hiring situation. The candidate likes the opportunity but, for some reason, can’t make a move for another sixty days or so. You want the candidate, and the delay isn’t a problem. How do you do it right?
The first thing you must do is take control. Don’t leave the ball in the candidate’s court to move the process forward. Tell your candidate that you can manage a delayed start date and that you want to “start the process of putting an offer on the table that will include a workable start date.” Listen for the candidate’s agreement that he wants to take this step.
Begin with a focus on a start date. Be flexible and reasonable but insist on a specific date. Negotiate compensation. The fact that you have a start date means little until you have dealt with pay. Still, it anchors the discussion to your desired endpoint of hiring this person.
Give serious consideration to a sign-on bonus payable immediately, with a claw-back provision if the candidate fails to start.
Listen for hesitation at each step along the path. Does your candidate hem and haw simply about the idea of your putting an offer on the table? If so, maybe the story you’re hearing from the candidate isn’t the real story.
On the other hand, if you walk through the process and your candidate signs the offer letter, you can be more confident in your hire.