Simple Steps to a Winning Offer

At this stage in the process—especially at this stage—give yourself every advantage.  This is not about extending a formal offer and waiting, and waiting, and waiting. This is about being proactive to land the candidate you want. With all the time you’ve invested, why not?

Move fast once you’ve made your choice. Pick up the phone and call your candidate as soon as you can after the final interview. Announce your decision and play up the positives that led you to it.

Schedule a face-to-face meeting in the next day or two so you can deliver the offer. If your candidate is not in your city, a video connection can give you the advantage you need. Watching your candidate during the offer discussion helps you manage the process.

Point out your candidate’s decision deadline as you schedule the meeting.  This is your opportunity to ask, “Do you see any problem in making your decision by then?” Anything other than an unqualified “No” should trigger, “Tell me why you don’t think you can make the decision by then.”

The answer might be strong enough to warrant extending your deadline. If the reason is weak, invite your candidate to the offer discussion anyway. Start by reiterating the deadline and asking if the candidate still wants to discuss the offer.

Open the discussion with a recap of the positives you used in the scheduling call. Add any personal comments from others who spoke with your candidate. The employer-employee relationship doesn’t start on the first day on the job. It starts with the job offer. Mmake that moment memorable for the candidate.

Check for counter-offer potential. “We don’t make offers to candidates, so they have leverage for a better deal where they are. Is there any reason to think that would be an issue in your case?” Anything other than a clear “No” may be cause for delay.

Show the money. Describe the base salary and any bonus plans. Review the health and other benefits or put a written summary in your candidate’s hand. Talk about any other perks, especially things that didn’t get covered in prior discussions. If your candidate sits across the desk, close by handing over the full, written offer. Arrange to overnight it to your out-of-town candidate. Nothing says “We want you” like a job offer. Make your candidate feel embraced.

Talk about a start date. Make it clear you’d like to have her start yesterday but are curious about the timing she thought would work. If your firm has a new employee orientation, put that into the conversation. If the orientation affects start date, you have another excuse to bring it up.

Share your empathy. Invite your candidate to talk about giving notice: “How do you feel about giving notice after working there for X years? How will your boss react?” Be sensitive to any hesitation you hear. Even if your candidate had a big smile while you described the offer, the thought of having to resign will bring on stress and anxiety.

Reiterate the positives, shake your candidate’s hand, and send her on her way. The entire conversation really shouldn’t take more than ten to fifteen minutes.

Quality BV/LS talent is hard to find. When you do, give yourself the best possible chance of success.