How To Make A Formal Job Offer
Skip called me and said, “I am excited to call and offer you the open position of Sales Representative in Augusta, Georgia.”
Wow, it was really happening.
My first “big time”, full-time job out of my time as a student. Pfizer was allowing me an opportunity to be a part of their mission and I was beyond excited. I can still tell you where I was sitting when the call came in.
The final stage of the core hiring process (before onboarding) is the final offer. This is a time of both explanations, question answering, and a little bit of ceremony.
I prefer doing this step either in person or online face to face.
Before making that call or setting that time, make sure that you have all of your i’s dotted and t’s crossed.
Job role... check.
Notes from the interview process... check.
Onboarding process written out and available... check.
Compensation details and structure... check.
Written offer letter... check.
Employee Agreement prepared... check.
Next steps checklisted... check.
Start date on everyone’s calendar... check.
Now you are ready.
Start off the meeting with the direct reason you are there.
“We are excited to formally offer you the open position of POSITION TITLE here at BUSINESS NAME.”
Then explain what is about to happen.
“We will lay out all of the details you need to know, and then will check in with you to see what questions or thoughts you have. We will then give you two business days to think through your decision and set a follow-up time to take the next steps.”
From there, lay out the job role again, the expectations of that person as an employee, the compensation details, and all of the other checklist items you have prepared and how they get each one of those accomplished.
Stop and ask if they have any questions and then it is time to wait knowing that you have put in the hard work upfront and you have created an opportunity that any candidate will have to remark about as being unique.
You are displaying your care and leadership through the entire process.
If you have been prepared and fair in your role layout, compensation, and expectations and they choose to not accept the position, then you must trust that the candidate would not have been a good fit in the future.
One note about getting into compensation negotiation. All compensation must be built through a view of business revenue and profitability. If a candidate requests an additional 10 percent of compensation, then you must demonstrate how their employment in that role will profitably generate additional revenue.
Do not be a business that compensates based on what the employee “needs”... be a business that compensates on what the business can afford to pay. Of course, your compensation must be fair and generous... and profitable.
This is an exciting time, and regardless of the outcome, you know you have put in the work that will benefit everyone moving forward.
