Note - this is the sixth article in a series of 12 provided by Rikka Brandon. The eighth article will be included in the June/July 24 issue of BLD Connection Magazine. 

It’s Finally Time

You’ve done your interviews, you’ve done your due diligence, and you’re ready to extend an offer. Now all that’s left is getting to “Yes!”

Here are some things to keep in mind.

Having the Money Conversations 

Because you’ve been talking about money since the beginning of the process, you know what the candidate is expecting. You also know that you can afford it.

You did talk about money, already, right? If not, it’s time to pick up the phone.

Verbally Extend the Offer

Always extend the offer verbally first. Although doing this in person gives you the best chance to read their reactions and non-verbal cues, most verbal offers are made over the phone.

By verbally extending the offer, you give the candidate a chance to ask questions and clarify things. You will also find out if there are any major issues, which you can address before you send a formal written offer.

Be sure to keep the lines of communication open. It’s better for your candidate to ask questions than for them to assume the issue is insurmountable and decline the offer.

The Offer Letter

• A well-thought-out offer includes the following:
• A warm and engaging opener
• The title of the position
• The address where they will be working
• Compensation details
• Expected schedule/work hours
• An overview of the benefits package
• Out-of-pocket costs for benefits
• A closing with a deadline for an answer

Come Prepared

You may have to compete against multiple offers or against a counter offer from their current employer. Even after they accept your offer, remember that the deal isn’t done until they show up for work that first day.

Don’t be offended if the candidate tries to negotiate with you—this is common. Money is the most commonly negotiated item, but other elements you can use to sweeten the pot are vacation days, flexible scheduling, telecommuting, etc. Be open-minded, but make sure you don’t negotiate away everything.

If your opinion of the candidate sours during negotiations, you can always rescind your offer.

My best advice is to be straightforward. Don’t bend so far to a candidate’s wishes that you put yourself in a precarious position. You’ll resent them before they even start.

CYA

Indicate that your offer is contingent on passing requirements designed to protect yourself and your business. These steps include:

Running a Background Check: According to the Society of Human Resource Management, 37% of all applicants put some false information on their applications, and 65% of resumes are enhanced or exaggerated. Running a background check can not only ensure you’re getting a quality candidate, but can help protect you from liability if it turns out the candidate is hiding a criminal past. 

Running a Drug Screening: Pre-employment drug screening can lessen the impact of drug abuse on your business. Basic drug screens cost as little as $50 to $100.

Finalize Documentation: Make sure you’ve created documents and expectations ahead of time. These include an employee manual or handbook spelling out company policies and procedures, instituting a 90-day probationary period, and creating non-compete/confidentiality/non-solicitation agreements as well as computer and email agreements.

Be very clear about your expectations: By clearly communicating your activity expectations and the results you expect from those activities you’re setting yourself and your new hire up for success.  This way you’re both on the same page and there isn’t any confusion about what they need to do to succeed.

If They Decline

Sometimes you just can’t get to “Yes.” The important thing is to learn from the experience. Why didn’t they accept the offer? How can you improve so that it doesn’t happen again? It stinks when someone declines an offer—but it is one of the best learning experiences in the hiring process.

If They Accept

Congratulations! Your hard work paid off, and a terrific candidate is joining your team. Next is to set them up for success, which I’ll discuss in my next article.