The Offer Stage

Module 9: The Offer Stage

This module covers the offer. Once you have arrived at this point, you should know very well what your candidate is expecting to receive in terms of an offer from your client. You should be confident in their desire to accept the offer when it's received.

Negotiating the Offer

When negotiating the offer in these final stages, you need to work within both parties� range of acceptability.

You should be well prepared by this time and aware of everything your candidate is receiving in compensation and other benefits from their current employer. They will be comparing any offer from your client with what they are receiving from their current employer. If the compensation and or benefits are inferior, or if they are offered less vacation time, you will need to be prepared to deal with it. Make sure you know all the details. Does your candidate have any scheduled vacation time, large bonuses, scheduled review, severance package, promotions, or anything which could pose a problem in the closing process.

Offer Checklist

This section focuses on the procedures to follow regarding a client�s offer to your candidate. When you use these procedures and the checklist it will provide you with the answer's to questions your candidate may have before accepting your client�s offers.

When possible, personally present the offer to your candidate. Quite often your client or a Human Resources representative will want to extend the offer, but it is in your best interest to be in control at this point. You want to make absolutely sure it's done correctly.

Offer Checklist (Abbreviated Version)

Below is a checklist of common points you should cover when confirming an offer

  • Again, confirm the Title of the position being offered.
  • Confirm the compensation being offered? In what increments will it be paid?
  • Confirm any bonus plan if included; usually a percentage of annual salary, based on company and individual performance.
  • Stock options, if the company is publicly traded. How many shares, and what are the option terms?
  • Sign-on Bonus, if offered.
  • Relocation; what is the client's policy in regards to helping the candidate relocate?
  • Benefits offered: Medical, Dental, Vision, Life, 401K, Disability, Education, etc... Is there a probation period?
  • What are the Clients' policies on Vacations, Holidays, Sick and or Leave days? Is there a probation period?
  • What is the offer contingent upon? (i.e., background check, drug test, psychological examinations, physical examinations, credit checks, etc.)
  • When does the client expect the candidate to start?

You should confirm a Start Date which your candidate and the client are comfortable with! You should attempt to arrange a start date ASAP. Two weeks is the standard.

Presenting the Offer to the Candidate

This section will teach you how to present your clients' offer to your candidate. It is extremely important to understand every detail of the offer being presented. You should know before you get the offer from the client, exactly what the candidate is expecting to receive, and what they're willing to accept.

�         If you have not already done so, give the candidate the "Counteroffer Presentation." Refer to Fundamental 4, Step #5.

�         Make the offer consistent with the Offer Checklist above.

�         Get an acceptance and secure a start date.

�         Confirm all details with both parties.

�         Have the candidate call the client to provide their personal acceptance. Coordinate with the Hiring Manager on all the details regarding expected start date.

Candidate Will Think About It and Let You Know

If you get to this stage and the candidate is not committed, you need to find out what the candidate�s concerns are and start to deal with whatever is going to hold up their decision. They may just need to discuss it with their spouse, but if there is a bigger problem looming, you will have to solve it before the deal can be completed.

�         If they have concerns, find out what they are. Find out how and if you can fix them.

�         Get their commitment. If you are able to resolve their concerns, are they ready to accept the position?

�         Confirm a start date they will be comfortable with.

Other Offer-Ending Scenarios

There are many things that can happen at the offer stage that affect your ability as a recruiter to place a qualified candidate.

The Client Makes an Offer to Another Candidate (Not Represented By You)

Even though your candidate may not always be the one your client hires, you want them to know how much you appreciated the opportunity they gave you to present your best. If you are sincerely interested in helping all parties involved, you will be happy they were able to identify the individual who best fit their needs. It's very important you realize, that each time a job is filled, a new open position may become available. These could open new opportunities for other candidates who are searching for new positions. Find out everything you can about the new person, who they are, where they came from, who they reported to, and follow up accordingly.

�         Get the start date of the new candidate from the Client who hired them.

�         Find out what company the new candidate was recently working for.

�         Make a marketing presentation to the person in their former company who their former position reported to.

�         Speak with their pervious manager and secure their vacated job.

�         Fill the job with one of your other interested candidates.

�         This method may require that you to speak with the new candidate after they have started in their new position in order to secure all the information you would need to pursue.

The Candidate Accepts a Position Through Another Source

You want to build on the relationship you have with the candidate and continue to keep the lines of communication open. Once a candidate is in your system, the goal is to serve them for the rest of their career as both a candidate and a potential client.

This section will provide you with the best methods of moving into this next stage of your relationship with a candidate once they have accepted a position with an unrelated client

�         Congratulate them on their success in securing the new position.

�         Stress your desire to serve their career and staffing needs on a permanent basis. If taking a management role, opportunity could exist for you to continue a new type of business relationship.

�         Can they recommend any colleagues who would fit other positions you�re working on?

In general

�         Keep them as a potential candidate and potential client.

�         Gain their trust and future business.

Success Questions

Success questions are a great way to add further information to your contact database for that candidate. Below are some samples topics to cover

�         Find out what new company they will be working for and where their office will be located. Get their new contact information.

�         What is the title of their new position?

�         What is the name of their new Manager?

�         What will their new salary be?

�         Will they have any staffing needs in the near future?

�         Do they need any counseling regarding career transition?

�         Do they know others who may be interested in learning more about any of your other client's opportunities (candidate/customer referral network)?