Communicating an offer​

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Communicating the offer

When offering a job position there are a few things to consider that will make the offer more appealing. It is important that you follow the correct procedure to increase the chances of the chosen candidate accepting your offer.

It is recommended that the initial offer is done verbally rather than in writing. This will allow you to discuss the terms of employment and establish whether the offer is acceptable on a surface level.

Take into consideration that the candidate may well have been offered other jobs. At this stage of the process you should be as enthusiastic about the candidate joining your organisation as possible.

The candidate needs to feel that your organisation has listened to them throughout the recruitment process and made an offer that is well suited to their values and situation. To do this, refer back to answers they have given, questions they have asked and the reasons why you would be excited for them to join your organisation.

job, interview, hiring

Four reasons to making an offer verbally

  1. You need to make sure that the candidate is still interested in working for your organisation. By sending a written offer letter and contract you would be wasting time that could otherwise be invested in offering another candidate.
  2. The added delay of sending an offer may mean that your second choice candidate finds another job in the meantime. This puts you at risk of not filling your job vacancy at all.
  3. You can answer any questions the candidate may have, quickly and promptly.
  4. When you do send the written documents the candidate will be looking out for them so they will not get missed.

Negotiating salary and benefits

You will usually have a salary range to work to, but this is not always available to a candidate prior to the offer stage. Even when a candidate is aware of a salary range there will still be times when they negotiate hard to move their offer above the highest point.

If possible, any negotiations regarding salary or terms of employment should take place verbally and be followed up in writing. 

Negotiating a salary can be a difficult and fragile process. It is really important to make sure you know exactly what salary you can and can't agree to before you commence your negotiations. Where the salary on offer is inflexible it is a good idea to make candidates aware of this fact as early as possible in the process.

Often negotiations don’t end up in an increase in salary or benefits. It is quite common for a candidate to feel that salary negotiation is a necessary step in the process. For this reason, it is recommended that you explain in detail why you have reached a decision to offer a particular salary, leaving little room for misunderstanding.

Many candidates will be undertaking more interviews and may have different job offers. Therefore, the offer your organisation makes needs to be appealing even if the salary is less than the other offers.​ The best way to do this is to highlight the total package they will receive, from salary through to pension and the work environment.

When discussing the package being offered, tailor it to that particular individual. For example, if a candidate is very family focused, working from home one day a week may mean more to them than a higher salary.

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