Found Your Ideal Candidate? Good. Make a Good Offer.

One thing I never understand is why companies have a habit of making low-ball offers. As recruiters, we go through painstaking processes in order to source, attract, screen and move candidates through the hiring process. In many cases, a full write up is sent to hiring managers (or other KDM’s) and the vetting begins.

So why is it with so many apparent QC checks in place, that companies still tend to make offers that are clearly so far below candidate expectations? I know that the market is bad, and the sky is falling – this too shall pass – but that doesn’t mean we should not be planning for the future, with the hires we make in the present.

I said to Jessica Lee the other day, when she was pondering taking the SPHR exam, that the more bullets you have in your gun (i.e. the more training and depth you have) the longer you stay in the gunfight. Couldn’t then, the same be said for making an offer to a candidate that is compelling and fiscally savvy? If you know what the candidate makes and have spent the time making a a point to know what they want, and you know what the budget can handle, why would you then not make your most compelling offer up front, getting the candidate to accept quickly, and instilling an immediate sense of excitement that this is the right opportunity for them. You may also be DRASTICALLY reducing the rate of counteroffers as well, since if they feel wanted and satiated in their comp needs, then they may be less likely to even consider a counter offer.

Know the facts up front, hit the offer head-on, and make your organization one that is not pigeon-holed into being “one of those “low-ball” shops. Candidates will appreciate the candor, hiring managers will love knowing that you can close the deal, and they can get their 1st choice candidate.

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5 Comments on “Found Your Ideal Candidate? Good. Make a Good Offer.

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  3. I couldn’t agree more. Many companies miss the mark on the last step of the talent search process. In part due to the offer, but also they fail to “woo” the candidate. There is the money, but also the desire to be wanted. A job offer is good, but actions speak louder than written words. Companies need to ask themselves, “What are we doing to convince the candidate this is the right place for them to spread their wings and fly?”
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    • Joseph,

      While I’m not at that company anymore, (just started a new gig) I think there was some lowering of offers overall because of the economy, especially on the entry level and university recruiting side of things. I think that’s pretty par for the course, given that companies tighten up when the economy is rough. Would I say it was drastic, probably not. I also would say that top performers with a proven track record could still expect at or above market rate.


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