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Employers: Making a Job Offer That Gets Accepted
business woman is passing offer to manager

Has there been a time where you made a job offer and were turned down? Have you ever wondered if your offer was too high or too low? Have you had a job offer remain out there for days on end with no certainty on which direction the candidate was going to go? Of course you have. In life and business there are always surprises, and there are ways you can minimize surprises and improve the outcomes.

We hope to shed some light on the challenges described above as well as methods to help mitigate them and achieve the results you desire.

To start, we will cover what you can do to reduce or even eliminate job offers being turned down. The primary reason candidates turn down job offers is fear. Fear of the unknown company, the unknown people, culture, job, expectations. They are comfortable with what they have and fear what they don’t know. The saying, “a body at rest will remain at rest” holds true. Inertia is working against your offer being accepted.

You can overcome the fear of the unknown by:

  • Having the candidate become involved with you and your organization by introducing other concepts than a traditional interview or two. In other words, make the unfamiliar, familiar.
    • Have them visit for a half day with people they will be working with
    • Include them in a lunch or dinner with spouses or after work
    • Invite them to a company outing
    • Provide contact information for peers inside the company they can communicate with
  • Don’t contribute to the fear. Many managers feel the need to sell against the job opportunity. Don’t. The candidate you want to hire will be insightful and ask their own good questions to determine the opportunities and challenges associated with the job and company. Knowing the fear of change already exists, what benefit is there to playing it up?
  • Ask questions to identify any concerns the candidate may have and get the fears out on the table.
    • Ask them what concerns they have about the job, the company, and anything else that is of concern to them
    • Many candidates will appreciate the opportunity to discuss their concerns. This will lead to further bonding between the candidate and the company
  • Help them understand how their career goals will be satisfied within your company. This happens by first asking them about these goals and then identifying examples of where this has happened for others inside the company and how it could happen for them.
  • Include the spouse or significant other in the process wherever possible. Many times they represent 51% of the vote on accepting the offer.

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