How to Make a Job Offer That Beats the Competition

In our last blog, we looked at the skill shortage in construction. With so many jobs available and so few quality candidates to choose from, companies can expect stiff competition when it comes to hiring top talent. This article shows you how to make a job offer that a candidate can’t say no to.  

Be verbal

Once you’ve interviewed and chosen your favourite candidate, it’s time to make an offer. Move fast, as your candidate is applying for other jobs and won’t wait. At this stage, it’s important to call the candidate and speak to them. You should convey your enthusiasm towards having them on board, and gauge their reaction to your offer offer. Be sure to touch on the career goals and long-term plans they mentioned at the interview. Tie these in to your present offer.

Be specific

Although the verbal offer is slightly less formal than the written offer to come, it pays to be specific. Take this opportunity to state the start date, compensation, pay schedule and benefits. These factors could be the difference between the candidate choosing your company over another.

Get an answer

Your phone call is also your opportunity to get an acceptance or a polite decline. Without the candidate’s decision, you won’t be able to finalise their offer and you could hold up the process of filling that role.

Write it up

After the candidate’s acceptance, it’s now time to prepare a formal offer of employment. You should send this in a package along with their contract and payment forms. Send it via email or in the post, and follow up with a phone call to make sure they received it. Let them know when to return the paperwork.

Don’t assume

Although your candidate has said yes to your offer, or even signed their contract, don’t assume that you have them in the bag. Coming up to, and shortly after, their start date, they’ll most likely be waiting on other offers. This is why onboarding is so important. With good onboarding, you can minimise stress for your new hire and trump competitors’ offers. By onboarding correctly, your new hire will feel like one of the family, and they won’t be one of the 30% who leave new in their first 90 days.

Be polite

Be prepared to call the candidates you interviewed and notify them that they weren’t successful. Your courtesy will be appreciated and contribute to better perceptions of your company’s brand. It also pays to notify all those who applied for the job that they’re no longer being considered. Simply sending out a generic email will be greatly appreciated by applicants and build a great image for your brand.

Find your perfect candidate. Contact Quadrant Exec.