- How to Attract Graduates
- How to Hire Graduates
- Tutoring Candidates
- Software Development Candidates
- Sales Candidates
- Research & Analytics Candidates
- PR Candidates
- Operations Candidates
- Marketing Candidates
- Legal Candidates
- Design Candidates
- Customer Service Candidates
- Content & Social Media Candidates
- Business Development Candidates
- Banking & Finance Candidates
- Admin & HR Candidates
- Account Management Candidates
- The Selection Process
- How to Retain Graduates
How to Make A Job Offer
How to make a job offer
So you and your team have agreed on the candidate you’d like to offer your role to – hooray! But, not so fast – it isn’t finalised yet. You need to make sure you act quickly here and seal the deal before your perfect candidate accepts an offer from elsewhere.
- Ring the successful candidate to offer them the job.
- Provide a detailed breakdown of the salary, benefits and perks.
- Follow up with a written offer and a deadline.
- Include any surprises in the offer.
- Rush a candidate into making a decision there and then.
- Assume a candidate will definitely accept the offer.
It is normal for candidates to be interviewing at multiple companies at the same time – if you’re hiring top talent then it’s not unlikely that they’ll be sitting on a couple of offers and mid-way through several other applications. Don’t let your ideal candidate slip away because you haven’t made your decision and contacted them fast enough!
Give them a call
Give them a ring informing them that they are the selected candidate. In this phone conversation, also be sure to:
- Convey your enthusiasm – tell them why they were your first choice and congratulate them for it.
- Talk through the role and its responsibilities once again to make absolutely sure that everything is understood and that there are no surprises.
- Confirm the salary and explain any benefits or other perks.
- Clarify the start date once again.
- Allow them some time to think through the offer and come back to you with any questions or concerns.
You don’t want to pressurise your candidate into giving an instant answer, but try and get a feel at this stage as to which side they’re leaning towards.
Follow up in writing
Once you’ve spoken with the candidate to inform them of the offer, follow up with all the information in an email in which you should include:
- Their official job title.
- The base salary for the role – for information on what to offer candidates for particular roles have a look at our graduate salary guide.
- Any benefits or bonuses on top of their base salary.
- Holiday allowance – 25 days is standard.
- Any perks such as gym membership or health insurance.
- Start date.
- Details of their probation period – 3 months is standard.
It’s also a good idea to include a deadline here – we suggest 2-3 days – by which you expect to receive a definite answer. If they are going to reject your offer – you need to know as soon as possible in order for you to either contact another candidate who you would like to offer the position to or to re-start your recruitment efforts.