How to make the Most Effective Offer to a candidate

24 May
How to make the Most Effective Offer to a candidate


As hiring continues to pick up more offers are going to be turned down and some of the turn-downs can be avoided.  We find that companies make some simple mistakes in how they present an offer to a candidate.  I have run my own staffing firm for a number of years and have been a part of thousands of offers.  What I see is that companies or their representatives don’t spend enough time presenting the offers to the candidates.  Here’s what I mean:

When presenting an offer to a candidate, the Manager, Human Resources representative or the Agency needs to present a comprehensive offer to the candidate covering all of the following:

Title, Start Date, Base Salary, Bonus, Review Schedule, Working Hours, Flexible hours, Medical, Dental, Vision, Long and Short term disability, the out-of-pocket expense for the candidate to cover him/herself, family, etc, 401 K Plan or Pension Plan, Stock Options, Strike Price, Vacation Days, Personal Days, Sick Days, how they are accrued, roll-over policy, who they will be directly reporting to, Day # 1 instructions: when, where and what to bring, take their time to explain the other pre-start checks such as reference and background checks, drug tests, criminal, educational verification, and proof of employment.

This should be done on the phone or in person if the candidate is still at the company following the final interview.  Then, the company should immediately send out their offer letter electronically.  The offer letter should also have an expiration date, so the candidate has a date that they need to respond to the offer by.

Bottom line is people rush the actual offer presentation stage and don’t take the time to effectively explain the entire offer, and some also forget that an offer is much more that just the Base Salary.

If you would like to talk further, please contact me @AdamFinch1 or


Posted by on May 24, 2011 in Uncategorized


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5 responses to “How to make the Most Effective Offer to a candidate

  1. Alex Grossman

    May 27, 2011 at 6:01 PM

    Adam, I think you make a great point about the focus on base salary. We frequently meet with candidates for jobs at my company with exceptionally high base salary requirements. My company, a young software firm, prefers to highlight our downtown SF location, our generous stock option plan, our casual environment and (most importantly,) our hands on approach that lets all great ideas get explored. I hope more and more candidates see the value of non-base salary compensation. (In the end, Uncle Sam is just going to take more of your base salary.) -Alex

    • Adam Finch, CAC

      May 27, 2011 at 6:16 PM

      Alex, Great point and thanks for the nod!

    • Damian Dingley

      May 29, 2011 at 7:36 AM

      I concur. The base salary issue can be a distraction to what ultimately should be the complete package view -work environment, opportunities to contribute ideas, flexible working hours, benefit packages and the people and personalities you will end up working with. I’ve been involved with a high-tech start-up in the past and in the process of beginning a second one so Adam’s post is a useful one.


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