4 Ways To Ensure Candidates Accept Your Offers

Emily Kocoloski   August 02, 2017  


After weeks of sourcing, screening and interviewing you’ve finally found the perfect new hire – now all you have left to do is extend the formal offer. As talent industry pros we have seen countless new employees accept job offers over the course of our careers, but what about the talent that got away?

The process can’t always be perfect – in the real world, our candidates face all kinds of obstacles and pressures when it comes to making changes in their career paths. It’s our job to figure out how to combat the personal doubts that often accompany this transition, and get our candidates excited about the new opportunity that lies ahead.

Don’t let your best candidates slip away – instead follow these 4 strategies to ensure your job offer is accepted:

1. Don’t Make Them Wait: Start their professional relationship with you and your company off on the right foot by being respectful of their time.

That’s right – we are talking about creating a positive candidate experience by doing something as simple as following up and keeping your talent informed. This doesn’t mean that you have to offer them the job as they walk out your door, but don’t let too much time pass before you make your final hiring decision, and extend an unofficial offer.

Great talent doesn’t go unrecognized or wait around, so you don’t want to lose your all-star recruit by delaying an offer.

2.     Communicate Clearly With Your Candidate: Staying in touch with your candidate is crucial throughout the hiring process. This leaves the line open for them to ask questions and for you to remedy their concerns. By creating this communication tether, you are ensuring that when the offer rolls around they feel confident in you and your company.

Always give them a call or meet up in person to extend an informal offer and discuss important details. The official offer letter should not be the first time they hear about title, salary, benefits, or growth opportunities.

Nothing kills candidate interest like uncertainty caused by neglect for the individual’s professional and personal needs.

3.     Don’t Rush The Start Date: It shouldn’t come as a shock that this is a big life change for your candidate and that they may need a little time to make the necessary arrangements.

Give them a reasonable amount time to transition from their current position to the shiny new career path you have helped pave for them. This is the beginning of a new professional chapter for the individual, so keep that candidate’s experience positive and exciting even after the informal offer has been presented.

Pro Tip: Help them ease into the onboarding process by getting essential hiring documents to the candidate before their start date.

4.     Take Their Interests Into Account: Throughout the hiring process, you should have established a clear and open channel of communication with your talent. This means that they should know what the position entails and where it fits into the company’s success plan – and you should have an idea of what motivates them.

Including the details regarding start date, salary and benefits, is essential – but also ensure that the letter contains the employee’s deeper purpose and how the individual will contribute to the company’s vision and overall goals.

By illustrating that you understand their motivations and passions you are giving the candidate a sense of security and confidence during a period of change.

Don’t let poor offer practices scare away your talent. Follow these strategies and help your recruit take this transitional step into their professional future.