Is that your final Offer?

One of the most critical points during the Interview Process is the Offer Phase.

In Today's Buyer's Market, Clients can afford to be choosy but even top Companies must be on their best behavior during the Interview Process in order to land targeted Talent.

Remember the same Market has Candidates terrified, often paralyzed to make a move, wondering if the Company pursuing them will put them first on the chopping block if things go South. Uprooting families, logistics of duel-income couples, and pulling settled kids out of school are weighty issues to confront.

Think of the Interview Process as Courting the New-Hire-to-be. [They will most likely share their experiences with colleagues and then 'word on the street' is set in motion. Don't underestimate the power of your Company's reputation to attract top talent.]

Here's what matters to prospective Candidates during the Interview Process:

* Professionalism.
* Well-run; well-organized: Efficient and effective; a sign of things to come when employed.
* Smart/savvy: Knowlege of their business, where they are currently (best to be blunt up-front so they know what they're getting into and feel like they have a choice); and where they are headed; a Company with a great Vision can be an exciting opportunity for a Candidate wanting to make an impact.
* Value their employees: Reflected in the handling of the In-Person Interview including scheduling, travel logistics (direct flights, hotel, etc.)

But the Single Most important move you will make during the Interview Process is the Final Offer.

Of course it's not just about the money; benefits, bonus, commission, and stock options matter too but the Base Salary is what the Candidate will consider The Offer and will be the impetus for their decision to accept or decline.

The Offer (base salary) is not only a reflection of the Candidate's self-worth, but it is also a direct reflection of what they are worth to you. It's what says, "We Want You! We are excited about you and want you to represent our Company."

A good recruiter will set Salary expectations up-front and throughout the process with both Candidate and Client in an effort to increase the odds of a win-win outcome. This builds trust between the Candidate and the Client. When the Client comes through with the Offer that was discussed, in fact now expected, the Candidate will feel Confident accepting that Offer. It is what we agreed-to the entire time. No surprises.

Some Companies expecting Salary Negotiation Open with a Lower Than Expected Offer in an effort to get to their "Sweet Spot". Please don't!!! This could be the kiss of death for the Company at this late stage of the game. It may feel like betrayal to the Candidate who at this point in the process has gone through telephone and in-person interviews, taken psychological tests, filled out extensive Employment Applications, risked a current job by taking time off to interview, prepared for the interview, and may have bought new clothes for the interview. They feel like they've held up their end of the bargain, now it's the Company's turn to come through. They may be thinking, "How can I face my colleagues, my spouse, my kids and say, well, it's a lateral move but I just can't wait to get started." It may even turn into a matter of Pride where a Candidate feels like they must decline a weak Offer in order to save face.

My recommendation to Companies is to extend their Very Best Offer as their First and Final Offer. This again, seals trust with the Candidate who interprets this as, "they are not playing games with me and I will return the favor." On my end, I will let Candidates know, "If they put their very best foot forward, I want to assure them that you will not entertain a counter offer (or with all things remaining equal you're a Yes at $X Salary). Most Candidates are relieved, excited, and now are free to discuss the Offer and logistics with their loved ones, most often resulting in a win-win situation for all involved.

I realize this is easier said than done (believe me!) and if you have specific questions, please contact me @ 513.651.3111. I'm happy to help.
Yours in Creative Recruitment,
Heather Neesham