Hiring: Closing The Deal


Published on

Ready to make a job offer to your top candidate? Consider closing the deal quickly and making a fair offer: or else you risk losing the best prospects.

Published in: Business, Technology
1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Hiring: Closing The Deal

  1. 1. Employer & Recruiter Tip <br />CLOSING THE <br />DEAL <br />WHEN HIRING<br />Monster.ca<br /> Coach<br />
  2. 2. .<br />1<br />ACT QUICKLY <br />AND MAKE A<br />COMPETITIVE OFFER<br />
  3. 3. 1. ACT QUICKLY AND MAKE A <br />COMPETITIVE OFFER<br />Simply offering someone a job doesn’t guarantee the person will take it. This phase of the recruiting process can be complex<br />Act Quickly<br />Any delay in making an offer can cause you to lose the best applicant. A speedy offer demonstrates your desire to have this person join your company. It shows you think quickly and respect the candidate’s time. <br />Make A Competitive Offer<br />Before entering negotiations, get the lowdown on ongoing salary trends. Any offer you make should be fair to the candidate and in line with the standards of your industry and your company. Review recent postings on Monster.com to get a handle on what similar companies are offering in terms of salary and benefits. <br />
  4. 4. .<br />2<br />BE CREATIVE WITH<br />COMPENSATION, AND<br />PUT IT IN WRITING<br />
  5. 5. 2. BE CREATIVE WITH COMPENSATION, AND<br /> PUT IT IN WRITING<br />Be Creative With Compensation<br />Many small employers find it difficult to compete on salary alone. When you can’t offer a high starting salary, consider other financial incentives, such as stock options, profit sharing and signing bonuses. Candidates who want to work for smaller companies, can be enticed with “lifestyle” benefits that help them balance work and life, such as flex-time and teleworkopportunities<br />Say It And Write It<br />It’s generally best to make an offer in person; you can explain all aspects of your salary and benefits package, while the candidate can ask any questions. Avoid misunderstandings by formalizing your job offer in writing. Along with starting salary, include details such as job title, responsibilities, location, etc. Be careful not to imply more than you are sure you can deliver<br />
  6. 6. .<br />3<br />TALK UP YOUR BUSINESS<br />AND<br />KNOW WHEN TO STOP<br />
  7. 7. 3. TALK UP YOUR BUSINESS AND<br /> KNOW WHEN TO STOP<br />Talk Up Your Business<br />Presenting an offer is the time to promote the benefits of working for your company. It could be anything, like cutting-edge opportunities, new chances for advancement, staff recognition and bonus programs, or your unique corporate culture<br />Know When To Stop<br />Not every candidate is going to jump at your offer. Some candidates may hesitate as a negotiating ploy, thinking you’ll make a stronger offer. Others may be unsure that the job is a good match. Try to discover the source of the indecision. If a candidate is looking for a greater salary, determine if it aligns with the person’s potential contribution. But pleading your case to a candidate with serious reservations could backfire if the person has second thoughts and jumps ship after only a few months<br />
  8. 8. more on this topic:<br />Closing the Deal: Make an Offer They Can’t Refuse<br />more Employer/Recruiter/HR advice:<br />http://hiring.monster.ca/hr/hr-best-practices.aspx<br />join us on:<br />