How to ensure your offer of employment​ is accepted

Lots of effort goes into attracting top candidates to apply for open positions. Paid media, referral incentivization, personal outreach and more. Many hiring managers even go beyond their internal capabilities and seek out partners to fill competitive, niche roles. However, once you've landed interviews with those candidates, turning them into hires should not be an afterthought.

If you want to ensure your offer of employment​ is accepted more often, there are several steps you can take. We will tell you what they are.
 

Step 1: Provide a strong initial offer

If your job description included a salary range or it was discussed during the interview, at least meet the minimum the candidate is expecting. A lower rate in an offer letter will leave a candidate feeling disrespected and give the impression that you are either trying to pull one over on them or just plain cheap.

If, for some reason, your offer is lower than a candidate might expect, for example, on the low end of a stated range, be prepared to explain why explicitly. This will make candidates feel respected and informed and will likely reduce back-and-forth negotiations.
 

Step 2: Make the offer easy to digest

Candidates may be considering multiple offers. The best way to win them over is to send a clear offer of employment letter with supporting materials.

This means providing as many details as possible including¹:

• Title
• Salary and any other opportunities for compensation
• Start date
• Any contingencies
• At-will statement
• Job description
• Manager/supervisor information
• Working location/method (in-person, remote or hybrid)/hours
• Benefits information
• Expiration date, if applicable

If you provide them with these things, your candidate will be able to fully consider your offer and will have fewer questions.
 

Step 3: Give candidates time to consider your offer

It's your choice if you want to set a deadline for offer acceptance. If you go this route, spell out said deadline so there's no confusion. You can also plan to simply give them the time they need.

Both approaches could mean that the person could still choose another employer. But, if they do choose you, they will have a favorable impression of your company, be a more informed candidate, and likely be a better fit.
 

Step 4: Avoid the use of force

Don't push your candidates with tactics like ultimatums.² This strategy, or lack thereof, will make you look bad and may jeopardize an acceptance. No one wants to work for a bully.
 

Step 5: Be open, available and prepared

Candidates will inevitably have questions. Check your email or phone regularly and be ready to answer them promptly.

By the way, if there are common objections to your job offers, you should be ready with genuine reasons that a candidate should accept. This proactivity will save you time and the candidate frustration.
 

Step 6: Counter succinctly

If a candidate comes to you with concerns that could change your offer, clear them all up and return to them with fully revised materials rather than a piecemeal trail of emails and calls.

A trail of chaotic communications is an awful experience. Don't let your message get buried. Disorganization can be a turnoff.
 

Step 7: Show candidates their future

A job is just one step in a person's career. If you haven't already done so, be ready to:

• Tell candidates where this job could take them.
• Explain the skills they will gain from it.
• Outline why this role could matter to their development.
• Be prepared to talk about how you will support them in their progression. A defined future with your company could help you be the frontrunner against a competitor.

Earning more yeses to employment offers means being respectful, transparent and kind to candidates. We're sure you have that well in hand, but if you'd like an extra hand anyway, Beacon Hill is here to assist!

Sources and inspiration

1. Job Offer Letter (With 6 Templates)
2. 15 Rules for Negotiating a Job Offer
    

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