HIRING STRATEGIES - MAKING OFFERS

Finding qualified candidates is only half the battle. Often, managers are surprised when candidates hesitate to accept an offer. Research reveals that as many as 70% of all interviewers fail to sell potential employees on the merits of the position.

A form of "salesmanship" must occur from the moment the candidate comes in contact with your organization. Here are some tips on making sure all candidates are "sold".

Stress the challenge of the position and management's commitment to it.

Point out career potential, promotional opportunities, training programs and technological advances that may be offered to the candidate.

Cite the organization's growth record in terms of sales, profits, percentage increases from prior years, stock price, size of offices and staff increases/

Demonstrate the professionalism of your organization. Don't be shy about pointing out your own experience and the professional accomplishments of others in your firm.

Give the candidate a typical scenario of how he or she would work with other professionals and what can be learned from them.

Cite industry or economic trends that might positively affect your business.

Have a package of your company literature available, including brochures, newsletters, sales documents and an annual report.

Cite perks-vacation allowances, stock plans, bonus opportunities, incentive trips, awards and office parties.

Have a sold strategy for presenting the offer; know the appropriate salary and what fallbacks should be considered if the candidate is reluctant to accept.

Ask the candidate whether he or she is currently interviewing anywhere else and how those positions compare with yours.

Ask when the candidate would commit to leaving his or her job to work for your organization.

If you do make an offer, set a deadline for the candidate's final decision to accept or reject it.

Stay in touch with the candidate between the time he/she accepts the offer and his/her start date. Many positions go unfilled or are delayed because a candidate makes other plans to accept a counter offer.

Remain positive and enthusiastic about the position and your organization throughout the hiring process.