Below are some tips that Dover has compiled on how to approach the offer process!
📚Preparation Tips
Be Transparent: The relationship between you and the candidate needs to be built on trust from the first interview to their start date. You can be transparent about your compensation package during the interview process without providing exact figures. You want to be proactive and understand what the candidate is looking for with their desired range.
💡 Pro Tip: The low number of that range is most likely their current salary or just above.
Sell The Opportunity: Recruiting is a two-way street! Yes, the candidate needs to impress you during the interview process, but they are also interviewing you to see if it is a mutual fit. If you are excited about a potential candidate, demonstrate the benefits of them joining the team. You can persuade a candidate, but should never push them into a decision.
Gauge Interest: Here are some questions you can ask at the end of the interview:
What excites you about this opportunity?
Are you expecting other offers?
Now that we’ve discussed this position in-depth, would you re-apply?
If you were to receive an offer from us today, how willing would you be to accept it on a scale of 1 to 10?
Understand Candidate Motivations: Candidates evaluate potential opportunities based on Company fit, Job fit, and Leadership fit. Understand what motivates them and focus on it when presenting the offer!
🤝 Offer Tips
Verbal Offer: As a best practice, you should initially present a verbal offer before sending the official offer letter. The hiring manager or a member of the leadership team should set up a call to review the baseline details with the candidate. This will give you a chance to gauge their initial reaction before submitting it in writing. You should always obtain a verbal acceptance before sending the formal offer letter.
Offer Letter: View this link here for a sample offer letter, a sample benefits page can also be added as part of an offer letter. It is important to make the candidate feel welcome! Have members of the team reach out and congratulate the candidate. The leadership team should always set up a follow-up call to review any potential questions and officially welcome the candidate to the company.
