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How to Extend an Enticing Job Offer
These five steps can set your construction business—and your soon-to-be employee—up for long-term success.
2 Min Read
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It may be the best part of the hiring process: You’ve finished the interviews, done your due diligence and are ready to extend the candidate an offer.
Here are five steps to take when making that final, alluring offer.
1. Verbally extend the offer.
Always extend the offer verbally first. By verbally extending a job offer, you give the candidate an opportunity to ask questions and clarify any details. You will also find out if they have any major issues with what you’ve offered and address them before you send a formal written offer.
Although doing this via video call or in person gives you the best chance to read their reactions and nonverbal cues, most verbal offers are made over the phone.
2. Keep the lines of communication open.
Even after the verbal offer has been made and accepted, make sure the candidate knows your door is open for any remaining questions. It’s better for the prospective employee to ask questions—even if they come up after their initial verbal acceptance—than for them to assume an issue is insurmountable and decline the offer.
3. Craft a clear and enticing offer letter.
A well-crafted offer letter includes the following:
A warm and engaging opener.
The formal title of the position.
The address where they will be working.
Compensation details.
Expected schedule and work hours.
An overview of the benefits package.
Out-of-pocket costs for benefits.
A deadline for an answer.
4. Be prepared with a backup plan.
You may have to compete against multiple offers or against a counteroffer from the candidate’s current employer. Even after they accept your offer, the deal isn’t done until they show up that first day.
Don’t be offended if the candidate tries to negotiate with you—this is common and should be expected. Money is the most negotiated item, but other perks you can use to sweeten the pot are vacation days, flexible scheduling or telecommuting.
Be open minded and straightforward, but don’t bend so far to a candidate’s wishes that you put yourself in a precarious position. If you do, you may end up resenting them before they even start.
5. Put protections in place for your company.
Indicate your offer is contingent on fulfilling requirements designed to protect you and your business. These steps can include:
Running a background check. According to Resume Builder, 32% of Americans admit to lying on their resume. Running a background check not only will ensure you’re getting a quality candidate but can help protect you from liability if it turns out the candidate is hiding a criminal past.
Doing a drug screening. Preemployment drug screening can lessen the impact of drug abuse on your business. Basic drug screens cost as little as $50 to $100.
Finalizing documentation. Create necessary documents and expectations ahead of time. These could include an employee manual or handbook spelling out company policies and procedures; instituting a 90-day probationary period; or creating noncompete/confidentiality agreements.
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