Great Candidate identification is the foundation stone to a successful hire. Unfortunately, there is a lot more to the process beyond matching a CV or LinkedIn profile to a Job Description. Cultural alignment / fit has long been accepted as not being obvious from a CV yet essential. If you’re a hiring manager or HR department it does not stop there. The hiring process itself and the candidate experience during the process are also key factors in determining success. Once you have those nailed – it’s time to make a candidate offer.
At this point, we have eliminated various stages of the recruitment process where things can go wrong, but it’s not job done yet. In Indonesia we would estimate that about 70% of processes go wrong at the candidate offer stage. In South East Asia, it’s nearer 50%. There are various reasons for this, but today I’m focusing on one of the most avoidable – deciding on the right offer from the get go.
Candidate Offer “Don’ts”
Many companies lose out on hires by viewing an offer as the starting point for a negotiation. They approach candidate offers as they do vendors and other commercial arrangements with 3rd party businesses. Unfortunately, candidates in comfortable positions don’t always see things the same way. Candidates don’t approach the offer as a business, they do so as a human mindful of their career and their view of self-worth. In this frame of mind the need to then negotiate and justify a fair salary can be off-putting.
Candidate Offer “Dos”
Companies that execute most successfully at the offer stage are bold. Firstly, they see the offer as part of the candidate experience and they’re right. Secondly, it’s a chance to capitalize on the momentum of a well-managed interview process. The offer is a statement of intent. A bold offer acknowledges the candidate is stepping into the unknown. It’s a primal message of “believe in us because we believe in you”.
We have one chance to make a good first impression at the candidate offer stage and not doing so can mean losing out on top talent. It has been a long process to get to this stage. Our advice – cut the theatre from the offer process and be bold. Don’t create obstacles by aiming low as a “1st offer” and then lose a strong candidate when a final offer was actually agreeable from the very start. It is better to enter strong and fair, say “this is what we can do, we’ve done our best”, versus aiming low, leaving the candidate demotivated and likely to walk away.