How to Make an Offer that is Never Turned DownHIRING, MEDICAL DIAGNOSTICS, MOLECULAR DIAGNOSTICS, MOLECULAR DIAGNOSTICS RECUITERS, RECRUITING DONE RIGHT, LIFE SCIENCE RECRUITERS, COMPANION DIAGNOSTICS RECRUITER, PATHOLOGISTS RECRUITERS
The Connexis Search Group recruiter that has been working with the candidate will verbally test the client’s offer. If the candidate agrees to the verbal offer, then the client sends the written offer with no more than a 48-hour time frame for a returned acceptance. There is no reason to give a candidate more than 48 hours to accept your offer. In most cases, they have been interviewing for 3-4 weeks and should know their interest level prior to a written offer. Some candidates want additional time so they can compare your offer to other companies, which have or plan on making an offer.
The recruiter has been qualifying the candidate during the entire process and should be able to tell the client the candidate’s level of interest.
I know this sounds simple, unfortunately, most of the time it is a very complex process since candidates want to ensure that they are getting the best possible offer. It all begins when the recruiter first starts working with a candidate and learns about their compensation. The recruiter should be able to tell the client what the candidate’s base salary is and how much they make in a typical year. The recruiter should also start managing the candidate’s expectations as to how much base salary they might expect if they are the candidate of choice. (Typical salary increases for candidates changing companies are 10-15% of base salary.)
Working together, Client and Recruiter.
Neither Party should give the Candidate a Salary Range
When you give a candidate a salary range all they hear is the high end of the range. If the candidate you hire is not eligible for the high end of the salary range, then you will have an unhappy applicant.
The Recruiter should know the Clients Top-to-End of the salary range
I realize that there are some unethical recruiters that will inflate a candidate’s base salary in order to increase their commission. If you don’t trust your recruiter, then work on a flat fee or find a new recruiter. If the recruiter knows the walkaway figure for the client, then he/she can negotiate on behalf of the client and ensure that the candidate will accept the offer. This does not mean that the recruiter goes to the top-end of the salary range, but it does help to know the upper limit. A trusted recruiter will negotiate an offer that is fair for both the client and the candidate.
The Recruiter should know the Candidate’s Minimum Acceptable Base Salary
The recruiter should know the candidate's minimum acceptable base salary early in the recruiting process. Candidates expect a base salary increase when they change companies, but at the same time, candidates should have reasonable expectations. Also, most candidates do not leave their current company over money. It does happen, but the most prevalent reasons that employees leave their current company are related to other factors such as; discontentment with their manager, quality of life issues, lack of career advancement, and stability. If the recruiter understands the candidates’ reasons for seeking a new opportunity, then they can help the candidate keep the offer (compensation) in perspective.