The bottom line:
It’s reasonable for the candidate to expect the going rate for the post if they have ticked all your boxes in the job description, so research salaries on offer in the field and you may wish to offer an enhanced wage packet for the right person, commensurate with their experience and skills. If they are not the complete package but have the right potential, you may wish to amend your offer – but be sure to explain why and what exactly is required in their new role. Don’t forget to leave a little wiggle room for negotiation – if your perfect candidate has another offer, you may need to make a better bid to secure their services.
The benefit of the doubt:
What perks and extras can your company offer to entice employees? Think about the bonus points which could make all the difference, such as flexible working, home working, annual leave, the opportunity to travel, staff discounts and even social occasions and construct a personalised offer for your preferred candidate.
Look to the future:
Let your candidate know about the pay reviews and promotions that will be on offer if they take the job and make the grade. Make sure they know you are committed to progressing their career.
Seal the deal:
After discussing the details on the telephone, be sure to confirm the offer in writing and make sure the candidate knows when they must give you their answer. Within two days is a reasonable timeframe to stipulate for most standard appointments, but more complicated offers may require extra latitude.