After a long and strenuous job search, there is nothing like the excitement of finally getting that job offer. However, the reality is if you’re the company making the hire, there are ways you can take away from this excitement. This is the last thing you want to happen because a new job is supposed to be exciting for all parties involved. It’s a fresh start and an exciting opportunity for the person hired and it’s a chance for the organization to gain new ideas and a fresh perspective through their new employee. Here are three ways you can dampen this excitement if you are the hiring organization
Making the Hiring Process Unbelievably Long
Certain situations call for a long hiring process, but having one stretch too long should be avoided.While the interview portion can take awhile sometimes, the actual offer should never take too long, especially if it is your top choice. If it takes several weeks to get an offer out to your number one choice, it can send the wrong impression. No one likes the feeling of being option B. When you extend the offer quickly, maybe a day or two after the final interview, it makes the candidate feel important and the chances of them accepting increase drastically.
Offering a Sub-Par Salary
It’s important to pay candidates what they deserve to be paid. Things like their previous salary and company salary policies can get in the way of what a person actually deserves to be compensated. Take everything into consideration when offering a salary. Is this the ideal person for the job? If so don’t be afraid to bump it a bit to ensure they’ll be satisfied. A small increase will go a long way and in the long run will be nothing compared to the costs of a search for another candidate or having to deal with an employee who is under-qualified.
Having Harsh Deadlines on Responses
When you extend an offer, it’s important to realize that it’s an important life decision for the candidate. Unless you absolutely need someone to start as soon as possible, giving a three-day deadline is not reasonable. The last thing you want is for your newest employee to feel under the gun before day one even starts. Giving the person time also helps your organization. Do you want a person who rushed into it and didn’t think things over only to have them quite after two months, or do you want someone who has properly weighed the pros and cons and came to a reasonable decision to either accept or deny? Allowing ample time for this decision is beneficial for everyone involved.