Hiring Managers: what does your offer tell your candidate?
Every company handles how they make their offers differently. I’ve had Sales Leaders who low-ball every offer because they manage teams of business developers and you better always counteroffer. I’ve had other clients who are focused on data points: they want to know what the market is offering, what the candidate was making, and what the candidate is targeting in order to make a move. Candidates also handle offers in contrasting ways. Similarly, I’ve had candidates who tell me that they always ask for more, others who are happy if the offer is in range or close enough. As I consistently point out: hiring is about two dynamic individuals making the decision to work together. No matter the level of AI or assessments, it ultimately comes down to people and your offer can make a big impact on the candidate’s momentum and perception of the company.
The interview process is always grueling for both the candidate and the hiring manager for many reasons. The time and effort required coupled with the significance of the decision places a tremendous amount of pressure on making sure the offer is accepted and both parties move forward. However, this can be done in different ways and can profoundly impact a candidate as they step into a new role. As pointed out in the above paragraph, both the candidate and the hiring manager play a significant role and can have their own opinions as to how this should unfold. A great Recruiter is going to help mitigate this risk by discussing compensation early and often. I’ve written about how Recruiters should gather information from the market to share with the hiring manager and to set expectations. The Recruiter should also explore comp and benefits in great detail with the candidate so they have a firm grasp and feel confident. However, it can all be for nothing if the offer is handled poorly, and this is often overlooked. Delaying an offer or delaying a response sends a clear message that this just isn’t a priority for either side. Coming in with a low offer when expectations have been clearly laid out can obviously bring the process to a screeching halt. These are common issues, but what’s interesting is that they are only deemed an issue if the candidate refuses the offer. As long as they come onboard, we’re all set, right?
Candidates may accept an offer out of excitement. In fact, many Recruiters try to rush candidates through the process so that they are still in a sort of honeymoon phase and their enthusiasm causes them to accept anything put on paper. As the Hiring Manager you have control over how long that enthusiasm is maintained. If you think you’re saving a few bucks a year by getting a candidate to sign for less than what they were targeting, you’re wrong. Every job is work and it’s always a four-letter word. Even the happiest employees have components to their job that are a grind, that they’d get away from if they could, and when you take all that momentum gained through the interview process and throw it out the window, you’re turning those parts of the job into a focus. If compensation has been thoroughly explored from the start, both sides agree to move forward, and the offer is exactly what the candidate was looking for, you are now bringing a warrior in to your team who is willing to fight for you and your company. They are more likely to buy in, commit for the long-term because they feel a sense of pride working for a company that appreciates them.
