Over the past three weeks I have been in the position of offering four executive roles on behalf of clients. Two of these where very different experiences and has led me to reflect on the processes. Both candidates were in similar situations in terms of their level of interest in the roles. It is very clear to me that some companies do not have a strong handle on the process from offering stage.
Being a recruitment partner to clients, part of my job at pre and post offering stage is to act as a Cupid type figure, marrying up realistic expectations, gaining a true understanding of the levels of interest, obtaining information on other pending interviews and concerns either party has.
However, there are elements to the offer stage process that are largely out of my control, even if I can influence the process to some degree.
Using to the recent processes as examples, here are my observations of the good and bad experiences:
- Upon being verbally offered the role the candidate who accepted received paper work electronically the next day. The candidate who rejected the offer waited a week
- Post final interview both candidates had explained to them how bonus and LTIP's worked. The accepted candidate received a very clear overview on this, with the client following up by outlining both as part of the offer letter. Appreciating these are none contractual, the client clearly outlined past performance against targets, together with realistic earnings. The rejected candidate received confused, vague information on the schemes, with little outlined explanation as to how they work as part of the paperwork received
- The accepted candidate received quick, clear response from me on queries, as the client made themselves available when required and empathised with the importance of dealing with his queries. The rejected candidate almost felt apologetic to be disturbing the clients time when asking essential questions. I often had to chase for response
Please do not fall into the trap of thinking that the pandemic has resulting in a market awash with grade A candidates. We're very busy currently; it is clear that many companies are looking for strong leaders to propel their strategies, and strong employees are well looked after and respected. When offering a position candidates need to feel wanted. Information provided needs to be consistent and readily available.
Your offer letters should include information like job title, compensation, benefits and expected start date. The start date depends on the candidate’s availability, but you could agree upon all other factors beforehand. This way you will be able to send the offer as quickly as possible to losing candidates to another opportunity.