After an involved search and interview process, you found the perfect match for your open position. You must now close the deal by communicating an attractive and competitive offer to your candidate. It may seem like an easy task, but we’ve seen many employers lose out on candidates by not making a great impression at the offer stage.

Use the below job offer playbook to ensure you give your company the best chance of landing your all-star candidate.

Communicating the Offer

  • Be decisive: If possible, you should extend an offer within 2-4 days after the final interview. Delay beyond this period can raise doubts and concerns for the candidate.
  • Make it personal: First communicate the offer verbally as a final pitch and to address any obvious sticking points in the offer.
  • Follow up with a written offer: After speaking with the candidate, send a written offer via email with a compelling final message and instructions on how to respond.
  • Be open to discussion: It’s normal for candidates to have questions about the offer. It’s also normal for candidates to make counteroffers.

Components of a Winning Offer

  • Introduction: Compelling statement as to why the candidate should join your team.
  • Job title: Sounds simple, but job titles are important to career-oriented candidates. Consider the most flattering title appropriate for the position.
  • Job responsibilities and expectations: Include the most critical responsibilities, expectations, and goals for the position.
  • Pay and frequency
    • Do not lowball great candidates. Instead, offer them more than their desired salary/hourly rate, which goes a long way psychologically when they are faced with competing offers or are reluctant to leave a stable job.
    • Identify the frequency at which the candidate will be paid, including any commissions and bonuses.
    • Identify review periods at which time raises and promotions are considered. Be sure to follow through with this commitment as candidates often cite the lack of reviews as the reason for looking for a new position.
  • Work schedule and location: Identify expected working days and hours, OT expectations, on-call schedule, and location of work (territory, on-site/field, remote, etc.).
  • Position hierarchy: Identify the manager for the position as well as any management responsibilities for the candidate.
  • Start date: Identify a preferred start date, but offer accommodations for a different date if needed.
  • Benefits: Summarize your most critical benefits, including health, dental, and life network and premiums, 401k employer contributions, and PTO (taking into account the candidate’s current PTO), as well as any waiting/probationary period that may delay the onset of the benefits.
  • Conditions & On-Boarding: Identify any conditions to the offer, including background checks, drug screens, and physicals, as well as any restrictive covenants such as non-compete agreements. Identify next steps upon signing and returning the offer.
  • Conclusion: Express enthusiasm for the candidate joining your team and offer your contact information for any questions or follow-up discussions.
  • Enclose pertinent documents: Attach handbook, detailed benefits package, employee agreements, and any other important documents.

Making a winning offer is no simple task, especially in a tight labor market. Follow this job offer playbook and give yourself the best chance of signing your next great hire. For more information on our services or to request a free audit of your form offer letter, contact us here.