Offer Declined: How to stand out from competition when extending a job offer
With the amount of time and resources that go into recruiting, having an offer turned down is a disappointing scenario and can hurt business operations by continuing to have the seat open too long. Employers need to make sure that they stand out and are desirable. Take a look at these six tips to help ensure that every offer gets that signature.
1. Be excited.
We have long heard the phrase that “misery loves company;” however, did you know that so does happiness? When you are able to show your potential new hire that you are genuinely happy about offering them a role on your team, they will be happy as well. There is something special about genuinely being excited about the new adventure that everyone will be embarking on.
2. Appeal to the motives.
Understanding a candidate’s motive should be established from that first screen. Consider asking “what are you looking for most in your next company and opportunity?” Write that down and reference it back when presenting the offer.
3. Make it personable.
When interviewing someone, it is important to get to know things about them that go beyond the resume and cover letter. Take note of common areas of interest or personality traits that stand out and while presenting your offer, reference back to their “go-getter” mentality or the fact that they are a fellow Philadelphia Eagles fan. Personalization shows that you are excited about the person you are bringing and not just the resume.
4. Make it realistic.
When writing up your offer, at all costs, try not to undercut the candidate when it comes to employment expectations such as salary, remote vs hybrid, PTO policy, etc. Your candidate stated up front what they were looking to make and if you come in under minimum asking, you risk putting a bad taste in their mouth. Additionally, streamline the process as much as possible. Candidates will decline offers if they are made to jump through too many hoops. Rather than 6 interviews all in-person, consider pairing it down to three with one being in-person.
5. Bring in upper management.
It is almost guaranteed that at one point of the interview process, the hiring manager’s boss or a member of upper management was brought in to chat with your candidate. If this is the case, a personalized note from leadership is eough to evoke the warm and fuzzies. Even just a quick: “I heard we extended you an offer. I just wanted to send you over a note to welcome you to the team and let you know how excited we are to have you,” is enough to show any potential hire that all levels of the organization are invested in the people that they are bringing on to the team.
6. Take off the pressure.
Accepting a new job and disrupting the status quo can be a tough scenario for anyone, even if deep down it is what is wanted. It has been long said that time is money and time loses all deals; however, when you are presenting an offer, do not put on added pressure by asking for an immediate acceptance. Allow your hire the opportunity to process the offer and determine if this is the best for their life without pressuring them to accept right away. 48 hours or the weekend is a more than reasonable ask, because change is scary.
At the end of the day, hiring a new team member is a very personal experience for everyone involved. Great PTO plans, company perks, and competitive salary are all AMAZING; however, the best way to make your offer stand out against the competition is to show you are invested in the person and by humanizing the process.
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