For any business that wants to grow this year, an effective recruitment process is everything.
Many HR teams think that finding talented finance candidates with the right skills for their organisation and conducting interviews are the more important parts of the recruitment process.
Yet in truth, the time after the interview and before their first day is just as critical, and failing to be an excellent employer during this time can get the working relationship off to a rocky start.
You want your candidate to feel welcomed and confident after accepting your offer, not confused or neglected. And you can do this by handling the offer and acceptance stage like an expert.
In this guide, we look at how to conduct a successful offer and acceptance stage in your recruitment process, starting with the timing of your offer.
The Timing of Your Offer
Research shows that 1 in 10 job offers are rejected, and this is usually down to the timing of the offer.
The shorter your recruitment period, the more successful you will be. But on average, in the UK, the recruitment process takes 27.5 days.
Are you aware of how long recruitment takes in your business? Make sure that you are conducting your recruitment process promptly – this means making a plan and sticking to it.
Start with the date the new candidate needs to be in their role and work backwards. Set dates and makes sure that everyone who needs to be free for the recruitment process can attend. Rescheduling interviews is not a good look for any organisation.
Without rushing, aim to complete every stage of the recruitment process as soon as you can; for the candidates who are applying this can be a disruptive time and the sooner they are informed, the better.
Don’t leave it days before responding to emails from candidates, and always inform them during the interview the date you will be deciding by.
Making the ‘Right’ Offer
Recruitment is very much a two-way street. As much as the candidate is looking for a great new career opportunity, the importance of making the ‘right’ hire for the employer is just as important.
What kind of perks are you offering with your job offer? Flexible working, free parking, gym memberships and discounts – in the world of recruitment now simply making a competitive salary offer is not enough.
Make your first offer over the phone, when they agree, then send an email to get the candidate to confirm they are accepting. Do this as soon as you can as not only does it cement the offer, but it will also make the candidate feel valued.
At this stage, request your references (if applicable); waiting a few days to request references can delay the process.
Online Contract Signing
Thanks to digital technology, contracts can now be sent and signed via email; using an online contract signing tool can speed the process up significantly.
Once a candidate accepts an offer and then left waiting for days for it becoming ‘official’ it can lead to them having doubts or questioning if they have made the right choice.
There are plenty of online contract signing tools to choose from, such as HelloSign, DocuSign and Signable.
Being timely with each stage ensures candidates feel reassured and confident they are coming to work for a great employer – the best way to start any contract of employment.
Counter-Offers
It is not uncommon for your candidate to be given a counter-offer by their current employer to stay, so this is something to be prepared for.
Negotiating salary and benefits is not something that employers enjoy, but if you have found the right candidate who is a fit for your organisation, entering into a negotiation is sometimes the only way to secure them.
Remember that jobs are usually about more than just the money – if your candidate has been looking for a new role, there will likely be more than their current salary that they are dissatisfied with.
However, don’t feel pressured into offering over what you think is reasonable for the role in question. If your candidate keeps pushing for more, maybe they aren’t the right candidate after all.
Between Offer Acceptance and Start Date
There will always be a period between the candidate’s offer of acceptance and their start date, although this will vary depending on the individual.
For some roles, it can be several weeks or even months between a candidate saying ‘yes’ and starting their new position. During this time, you must keep in contact with them regularly – this is the start of their place within your organisation, and they should feel accepted and welcomed.
Keep in touch via email and phone, too. During this time, you should aim to get all documents your HR department needs for them to be seamlessly placed on the payroll and onto your work systems. You can also let them know what to expect during the onboarding process and what has been happening in the business recently – keeping them informed will help them feel like part of the team before they even officially start.
Finally
Negotiating the offer and acceptance stage of the recruitment process can be the part which takes the longest. It is also the most critical time in keeping your new employee engaged and confirming with them that they have made the right decision to work for an excellent employer.
Rebus Recruitment can manage your entire recruitment process, including the offer and acceptance stage – get in touch with us today to find out more.
Call on 01282 930930 or contact us here.
Thanks,
Rachel
About Rebus Financial Recruitment
Rebus Financial Recruitment provides a specialist and focused recruitment service to its customers, which historically range from a wide variety of organisations including SME’s to large PLCs.
We strive to offer both the client and candidate a seamless recruitment experience. Using our expertise, we get to the heart of employer and employee needs; and, in doing so, we match the two perfectly. To find out more, get in contact with one of our team today, or you can call us on 01282 930930.
