Great Candidate identification is the basic foundation of a successful Executive Search Recruitment Process…
But a lot more is needed to Actually Make a Top Quality Hire happen.
Cultural fit between a company and a candidate is critical but it is certainly not obvious from a Resume.
And without a doubt the quality of a company’s hiring process itself – and the candidate experience during the process – are hugely impactful to Overall Success.
Once you have the above nailed – it’s time to make a Candidate Offer.
At this advanced stage, we have eliminated various points in the recruitment process where things can go wrong, but it’s not “job done” yet.
In Indonesia we would estimate that about 70%
Of hiring processes go wrong at the Candidate Offer stage.
There are various reasons for failing at the Candidate Offer, but today I’m focusing on one of the most common:
When a company chooses Not to make the Right Offer from the Get Go.
Candidate Offer “Don’ts”
Many companies lose out on hires by viewing an initial 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 and reasonable salary can be off-putting.
On countless occasions we have seen a 1st offer that is…
Equal to or less than the candidates current income.
On what planet does that make sense?
If you were in the candidates position would you accept? It doesn’t exactly shout “come join us, we see you as a high-value team member”.
Candidate Offer “Do’s”
Companies that execute most successfully at the offer stage in Indonesia are Bold.
First, they see the Initial Offer as part of the overall candidate experience with their business – and they’re right.
Second, it’s a chance to capitalise on the momentum of a well-managed interview process and successfully close things down fast. They view the Initial Offer as a statement of intent.
A bold 1st Offer acknowledges that the candidate is stepping into the unknown.
It’s a primal message of “believe in us because we believe in you”.
You have one chance to make a good first impression at the Candidate Offer stage and not doing so, choosing to go low and “negotiate up”, can mean losing out on top talent.
It has been a long process to get to this final stage. Our advice – cut the theatre from the offer process and be bold.
Don’t create unnecessary 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 much better to enter strong and fair, say “this is what we can do, we’ve put our best foot forward”…
Versus aiming low, leaving the candidate demotivated and highly likely to walk away.
Also while you are here, please check This Article which provides our recommendations on how to secure Great C Level Talent in Indonesia.
If you’re a potential Client that needs Indonesia Executive Search Services please Contact Us.
And if you are a potential Candidate open to exploring a new career opportunities, please Submit Your CV – Join Our Network of 450,000+ Professionals.
You can also connect with me on LinkedIn and you can contact us by phone or email at ProCapita Headhunter Indonesia.
