Extending job or employment offers may be one of the toughest sales situations you encounter as a manager.
The outcome of the offer, like a good sale, greatly depends on your effectiveness before this point. Accepted job offers for the right people begin with attracting candidates, having a good selection process which includes research (by you or HR), includes effective behavioral interviewing, and continues with background and reference checks that confirm your decision.
Now it’s time to close the deal.
- Act quickly after you’ve completed background and reference checks and made the decision. Use the information learned in your effective interviews about their desired compensation, benefits, the perks they currently have and want, and what is most important to them, to determine the specifics of your offer. If you can’t compete with the “big guys” for compensation, identify the other benefits of working for you and your company such as profit sharing, bonuses, training opportunities, flexibility, and location.
- Make the call. Personally extend a verbal offer to make a direct connection with the candidate. During this call:
- Explain why yours is the right opportunity for them; be specific with the What’s in it for Them for this job opportunity (growth, new markets).
- Detail the compensation: salary with benefits and perks.
- Share the start date.
- Explain why you selected them; be specific.
- Outline the objectives or short-term goals.
- Make time for questions.
- Close by asking for a commitment: “With your verbal acceptance, we’ll get the formal offer letter to you.” Give a specific date to sign and return.
- Follow-up with a written offer. If you are fortunate to have an HR department, they may prepare the written offer for you. If not, include:
- Full job title.
- Start date.
- Reporting relationship. Who their direct manager is.
- Starting salary with bonuses, commissions, draws, etc. outlined.
- Benefits and perks with the date they begin.
- Conditions of any probationary period.
- Employment legalities: employment-at-will, 1099 contractor, etc.
- The relevant documentation required on their first date of work (driver’s license, Social Security card, insurance information, etc.)
- Signature section signed by you or the company rep and a signature line for the candidate.
- Date to return the signed offer.
- Caution: do not make promises, statements that can be read as promises, or unintentional employment contracts. Avoid words like job security, lack of layoffs, stable work, etc. in writing.
Sounds easy, doesn’t it? It can be…except there is the unpredictable candidate on the other side of these actions. They may throw some curve balls your way.
The most common we run across:
- A request for more money or benefits.
- Candidates who want to “think about it,” which is often a sign they may be waiting for another offer.
If a counter offer comes in, stay cool and apply the Stop, Drop, and Roll approach to working through objections! Uncover their deal breakers and keep an open mind. An extra 5% compensation now or agreement to additional paid time off, or another perk may save the deal. If you can’t adjust your offer, let them know your hard line and restate all the other benefits of the position. This is more compelling if you’ve learned about their motivations and goals in the interview.
For candidates who are stalling for time, ask “What prevents you from committing within 48 hours?” Dig out the real reason so you can work through it.
With all the hard work it took to get to this point in hiring, make the time to prepare and sell your offer. The employment offer acceptance will be a win for you and them.
4 Success Drivers You Need to Know...and Grow
How do you strengthen this "Will" among your sales associates? How does the lack of drive impact your daily life? I discussed this and so much more on a recent virtual training event you can access below. It's valuable information for any business leader who needs to maximize performance of their people to grow their company.
Click here to access the replay.