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Making a Job Offer They Can't Refuse

Jul 01 , 2015

The road to "you're hired" can be a bumpy one for both hiring manager and candidate.

The factor that makes IT recruitment somewhat difficult is that there are still many job openings in the field and not as many quality candidates as there might be in some other fields. Here are some tricks for getting your preferred IT candidate to accept your job offer.

Make the Phone Call

When you've decided on the candidate you want to hire, it's time to make your move. Don't wait: hesitation may be perceived as lack of interest, which may lead your candidate to accept another offer.

Calling and making your offer verbally is far superior to email or a letter because it is faster and more personal. You want to get off on the right foot with your new IT hire, and using your best communication skills is a good way to start.

Improve Salary and Benefits

Generally speaking, candidates are less likely to accept less salary than they had in their last position, so make sure to offer an increase. Occasionally, offering better benefits and slightly lesser salary can be successful, if the benefits are desirable enough, but in the IT field, it's best to offer as much as you can if you really want a "yes" to your offer.

If you cannot offer an increase in compensation, your only hope is to offer a strong alternative reason for accepting the offer, such as flexible work hours, more paid vacation time, or a chance to work on innovative programs that other businesses aren't offering.

Be Specific in Your Offer

One reason for hesitation may be that the candidate isn't sure what exactly is being offered. Be sure to explain clearly the job title, specific IT responsibilities, salary, and benefits being offered, as well as any other conditions of employment. Be sure to ask if the candidate has any questions at this point so that you can clear up any confusing right away.

This looks like the beginning of a great partnership.

Getting a Commitment

Candidates may want to think about your offer before giving an answer, which is certainly reasonable. However, if you can get any kind of commitment or feedback right away, it may be to your advantage. Asking what they think of your offer may get them to voice any hesitation or objections so that you can respond to their concerns and set their minds at ease as they consider the offer.

Following up in writing via email or letter will also keep the offer in the forefront so that a decision can be made according to the deadline you set, typically three days or so. If the decision-making process seems to be dragging on, Inc. magazine suggests asking the following "killer" question: "I interviewed two other good candidates for this job. May I tell them the job has been filled?"

Most people will be open about their decision at this point, knowing that other candidates are available either way. They won't want your business to move on to someone else in frustration if they intend to accept the offer, and they won't want to stand in someone else's way if they don't intend to take the job.

Contact GDH Consulting for help in recruiting IT personnel and finding great candidates for your open IT positions.