Crisis? Corona? Where? The job market is overheated. Companies have trouble finding talent anywhere in the world: this is what we see in the Kennedy Executive Search network that spans 4 continents with it’s 25 offices.
Candidates have the choice. We here at Apollo in Paris hear every week “I am headhunted almost every day”.
How will you make the difference? How will you convince the talent you want to accept YOUR offer and not the one your competitor made?
First: make the right offer. If your salary, benefits, home office policy etc is not in the market, forget it. Do not believe that you as an employer have the choice. Employers are lining up.
Second, make the offer right. Make sure you don’t blow it at this critical point of time in the hiring process: one false move can result in a refusal and if you screw it up now, you have to start from zero again (or have to hire the back-up. Who will only be the back-up).
In my experience, 5-10% of job offers made are turned down (at least this is what happened to my colleagues when I was still corporate. My own ratio was always lower…).
Making it right is a very precise technique. Here are the 9 steps on how to make a job offer that will be accepted:
- Move fast: Do not waste time if you have taken your decision as time is always your enemy in recruitment. Always. Real talent is rare in any economic cycle. Try to call the candidate on the day of the last interview: this is psychologically a bumpy phase for your candidate who can encounter stress, hope, enthusiasm but also fear of rejection. If your candidate is insecure after the last interview (for whatever reason), this insecurity will turn into rejection overnight. Do NOT “let him/ her digest and if s/he is really committed, s/he will wait for us”. This is bullshit
- Call your candidate: This is not the time for emails as you may want to share your enthusiasm and take the temperature. And correct, if needed
- Be enthusiastic: I saw lousily made job offers, the candidates felt offended and turned them down… Tell your candidate that s/he came in number 1 out of all his/ her competitors and convinced everyone involved in the process. You are sure the candidate will make career in your company and you are excited to work with him/ her soon
- Apply the 10-15% rule: It is an unwritten rule that candidates expect minimum a 10-15% rise when changing job. Few candidates will change for a lower salary or the same. And if they do so, they will feel bad every time they get the pay slip and won’t stay. Whilst there may be reasons to change for the same, never go below their last base salary. A few thousands bucks make no difference for you. But they do for the candidate. We at Apollo refuse to make offers below and tell our clients and also the candidates that they must not do it
- Show the money: There are two ways to talk about the salary: 1) “We offer you 100k base plus bonus and the regular benefits” or 2) “In your first year, you will get a total compensation of 120k gross (make a looooong pause). This breaks down as follows: 100k base plus 20% bonus based on personal and company goals. In the past 3 years the full amount has been paid to people on your level, so