5 Big Mistakes You're Making With The Job Offer Process

When you make someone a job offer, they should accept it straight away, right? Wrong. Not only is it a candidate-short market, but many employers are getting turned down because they've made mistakes during the process. So, what are these errors? And how can you ensure talent takes up your offer? Read on to discover the answers.

1. Penny-pinching

If your goal is to save money, you can't expect a candidate to accept. You're hiring a high-calibre individual who knows their worth - so you need to show you understand this. We don't recommend making a low offer in an effort to control the purse strings. You'll end up deterring them and missing out on top talent. So, propose a figure that reflects the candidate's true value.

2. Lack of sell

We're sure you don't need us to tell you how much sales aptitude goes into the recruitment process. Yet, many stop this after the final interview. Maybe the candidate has learnt a lot about your company, but this isn't enough to get them to sign on the dotted line. Your offer needs to sell the benefits of the role and the business. Ideally, you should continue the sales process even after their acceptance. After all, you wouldn't want them to start the job and then leave in their first few weeks.

3. Insufficient candidate knowledge

The job offer should revolve around the candidate in question - what's more important to one individual will differ completely from another. Salary is obviously key, but providing you put forward an amount that corresponds to their worth, you might find that some will accept a lower salary if other factors are more significant to them. For example, remote or flexible working is a deal-breaker these days. You can't make any assumptions, so if you think a candidate might be your finalist, ask their criteria in priority order. If you can provide all or most of what they want, you're much more likely to get them over the finish line.

4. Taking too much time

This is a common mistake, especially post pandemic. And yet, it's actually the most important factor. In a candidate-short market, you'll soon realise that if you don't make the offer quickly enough, they'll already have accepted another one. So, make sure you're the first in line, and put yours on the table as soon as possible. Almost all of our most successful clients don't hang about when it comes to making an offer (usually it's done within 24 hours of the final interview). As a result, 90% of the time they end up securing their first choice.

5. Knowing the 'why'

Why are candidates saying 'no'? Many employers don't make the effort to find this out, but it's incredibly valuable information. If a candidate rejects your offer, it won't hurt to ask them why. This way, you can learn from it, and try to improve your process going forward. Perhaps you made one of the mistakes mentioned above, or maybe there's something else you didn't realise you were doing wrong. Whatever the feedback, be sure to act on it.

Craft the perfect job offer with Cast UK

So those are the five biggest mistakes you could be making with your job offer process. To guarantee you get it right every time, it can be valuable to have a recruitment partner like Cast UK. We'll support you with the entire hiring procedure, drawing on our extensive experience and expertise to secure the right talent in this candidate-short market. Our range of uncomplicated Solutions can meet your specific needs. To find out more, get in touch with us on 0333 121 3345 or visit this page.