Tips for dealing offers with candidates
Making requests, suggestions, and agreements (Deal offers) with candidates is considered the last important step in the recruitment process of any company or business. Because it not only affects the interests of the candidate during the working time but also related to the quality of the company’s personnel. As an employer, if you are an HR or business looking to prepare well for a deal offer, please read through the notes in the article below.
Deal offer is understood as the process of negotiating salary issues, benefits, promotion opportunities, and the ability to work remotely… officially between candidates and employers through an interview. The ultimate goal of this process is to come to a successful cooperation agreement, both sides achieve certain benefits. Accordingly, the candidate will be satisfied with the desires worthy of his capacity and job position and you – the employer, the business will be willing to meet the candidate’s aspirations.
So how to make the deal offer go smoothly? Before learning the secrets to successful deal offers with candidates, learn about the reasons that candidates refuse requests and agreements from businesses. Some common reasons can come from:
– Candidate has a better offer
– Salary offer is not good enough for them to choose
– The position offered is not really up to the candidate’s expectations
– The offer information is not clear, there is not enough information for the candidate to accept the offer
– Haven’t seen a clear opportunity for growth when receiving an offer
– After the interview, the candidate is still wondering about the environment, culture, leader’s point of view, and the nature of the job…
– Objective factors: far away from home, difficult working time to meet long term…
It can be seen that most of the reasons why candidates refuse an offer do not come from personal circumstances or job requirements, but from a failure in the process of transmitting and receiving information between the employer and the applicant. employee: salary information is not satisfactory; position information, job opportunities are not clear; Information about the working environment is not specific… Therefore, to become a successful employer in negotiating with candidates, some notes need to be considered as follows:
Table Of Contents
- 1 Summary of interview information before the interview
- 2 Clearly define what the candidate “haves” and “wants”
- 3 Clarify the candidate’s position, duties, and job opportunities
- 4 Directly in the offer exchange
- 5 Be prepared to listen and understand
- 6 Always act as a recruitment consultant
- 7 Build a good relationship with the candidate after the interview
Summary of interview information before the interview
Interview information is information that evaluates the candidate’s ability, experience, strengths, and limitations. This information will be helpful for reviewing and assessing working capacity, attitude, and skill in handling situations… as well as the degree of suitability with job requirements of candidates, to make the most appropriate hiring decision.
Compilation of interview information before the interview will help you find out why the manager (or leader) makes recommendations on the basic salary for the candidate, as well as help you have a basis to set out the recommendations. The question is related to the opportunity that the candidate has when accepting this offer. In case you find that the salary offered by the manager (or leader) is lower than the market or much lower than the candidate’s capacity and expectations, then you can advise the manager (or leader) ) to offer 2 salary levels: the appropriate salary and the highest salary that can be offered, to proactively propose to the candidate.
Clearly define what the candidate “haves” and “wants”
Everyone has their own strengths and weaknesses. Therefore, you need to find out the existing strengths and weaknesses of each candidate. Hint: ask what jobs the candidate doesn’t like to do because we rarely do well in the things we don’t like, and ask the candidate’s biggest job goal, because for each type of goal, people will have different working motivations. From here, the limitations and strengths of the candidate will gradually be revealed.
During the interview process, listen carefully to what the candidate “wants”, such as salary requirements, benefits, promotion opportunities, the ability to work remotely, etc. Identifying the “gap” between what a candidate “has” and what he or she “desires” will help you make reasonable and compelling proposals to recruit candidates for your business or organization.
Clarify the candidate’s position, duties, and job opportunities
You need to understand the position, responsibilities, and job opportunities that the candidate will take on, to be able to propose a salary, as well as meet the appropriate needs of the job for the candidate. Many candidates want to be offered according to their ability, but ignore the fact that the company’s compensation is also calculated according to the amount of work that the candidate undertakes, and other opportunities – which are difficult to convert into money. received by the candidate for the position. Therefore, as a recruiter, you need to exchange and share information, knowledge, and experience… related to the respective position, so that the candidate understands the tasks that need to be performed. , as well as the job opportunities that they could get.
Directly in the offer exchange
There are 3 things that need to be said directly that will clearly show the speaker’s sincerity as well as clearly feel the opponent’s reaction: apologies, thanks, and congratulations. The deal offer has the same meaning. There are many ways to deal with offers, but instead of texting or emailing, you should call or contact the candidate directly to clearly express your “recruitment” intention and feel the reaction of the application members before the respective proposals.
Be prepared to listen and understand
After sharing the offer information, you must always be ready to listen to the candidate’s feedback to capture their psychology and aspirations. In case the candidate accepts the offer, you need to compose the summary information to send to the candidate to confirm via the previous means of exchange. Then, send the official offer via email. In case the candidate needs time to think, please discuss and share so that the candidate can open up, find out the cause of the problem and advise the candidate for more information for further consideration. At the same time, you can also get information back and deal more with your manager (or leader). In case the candidate’s request is reasonable, it is possible to renegotiate and recruit the candidate to the company.
Always act as a recruitment consultant
Through the process of exchanging and sharing with candidates, you must show the role of a recruitment consultant: not manipulative, not condescending. Acting as a recruitment consultant to be able to fully listen to information from managers (or leaders) and candidates, find out common views between them and candidates, then advise both sides to be able to come to cooperation.
Performing well the role of a recruitment consultant is to show candidates that they are being enthusiastically supported for their interests, providing them with objective information of a middleman, understanding. understand the candidate and at the same time understand the job. Only in this way can we gradually remove all questions from candidates.
Build a good relationship with the candidate after the interview
Research in May 2019 by human resources company Robert Half showed that 28% of job seekers said they had never come to work despite accepting offers from companies. And according to results from Randstad US’s April 2019 Research, this is also frustrating for companies: 66% of managers say a lot of candidates accept their job offer, but then “disappear” just before the onboarding day (first working day) begins.
Creating a good relationship with the candidate after the deal is to ensure that the candidate is comfortable and satisfied when accepting the offer, and to keep the mood for the day on board. Regularly share and take care of candidates with stories inside and outside of work. In the context of social networks developing like today, you can connect and interact with candidates using social media channels such as Facebook, Instagram… You must always give candidates confidence that they feel free to share any problems that arise while waiting for the date of receiving the job.
In today’s competitive labor market, finding quality candidates who meet the company’s wishes is already a difficult problem. The successful deal offer with candidates has also consumed a lot of time and money for businesses. Knowing the notes when dealing with candidates will help the recruitment process to be most effective, both helping you to be more confident, and clearer about the recruitment process and helping you improve the quality input of human resources for your company.
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