How can you create a win-win offer for candidates?

Be radically candid with both sides during the process. Hiring managers usually have outdated information on the hiring market because they are busy doing what they do best. Candidates also are figuring it out as they go. Information, data sharing and expectation setting around the table goes a long way from the start of the search through offer stage,

You can create a win-win offer for the candidate by knowing what matters most to them at the outset. You can't always get everything they would like, but if you focus on their top 2-3 wishes and do your best to go after those, most likely it will be as close to a win-win as you can hope for.

Transparency from the beginning is key. Hiring managers and candidates should clearly discuss the requirements and expectations from the start. Problems happen when one side thinks of the hiring process as a competition they need to win. Having the mindset of creating a mutually beneficial relationship will allow for transparent and honest dialogue through the process and eliminate surprises and poor offers.

Set expectations from the jump. A job offer cannot solve all of person's life issues and/or goals. It should serve as a bridge to help an individual and a company meet their mutual needs. Therefore, a job offer done well has communicated job expectations, financial expectations, job requirements, benefits, and career advancement possibilities prior to an offer. A great line I've heard when delivering an offer to someone is, "Each person's value is far more than how much they are paid in a job, but we have to budget a dollar amount for this role." Finally, telling someone you want them on your team, you believe in them, and you hope to see them fulfill their potential will show that candidate you believe they are more than just a number.

This is one of the most important things that differentiates a “good recruiter” from an “okay recruiter”. They ensure the candidate and employer are on the same page without feeling adversarial. Leaving salary negotiating until an offer makes everyone uncomfortable and in the dark.

Communication and asking the right questions from the first screening call is important. From the employee value proposition to benefits, salary and career progression. The candidate needs to understand what the company and position offers them and the recruiter needs to understand what is important and of value to the candidate.

As a recruiter, negotiating with a candidate can be an uphill task. Many come to the meeting with expectations often at odds with what the companies offer. So, your offers, as enticing as you try to make them, may not cut it, accordingly you can follow some steps as; to be well prepared, emphasize your benefits, in addition let Let the candidate talk, don’t dominate the conversation…

Be truthful. You want to create a realistic job preview. If the candidate gets a better offer, wish them well. Only negotiate within the boundaries that you know are beneficial for the candidate.

Ideally, you will have done this well before the offer stage. Your company culture and value proposition should be part of your job postings and interview process, giving the candidate ample opportunity to ask questions.

Your Unique Employer Advantage In recruitment, it's about more than pay and perks: Highlight what makes you unique. Support employee growth and well-being. Foster a positive, inclusive environment. Statistics show strong cultures attract and retain top talent. In our industry, it's about creating a place where people flourish.

Hard deadlines like writing in the offer email that it must be accepted within 48 hours leave the candidate feeling uncomfortable. They potentially leave a bad taste in your candidate's mouth. Also, don’t forget that they likely had to wait for you during the process. Instead, the best practice is to have the hiring manager present the offer, ask if they have any questions, and then the recruiter follows up to see how long the candidate will need to decide without pressuring for an immediate decision.

Understanding the needs and motivations of both sides is a very important step in the process. But once you have this information, it is also important to know what to do with this it. Whether the offer is a slam dunk or if it requires a fair amount of negotiating, being transparent and flexible is critical to maintaining the relationship and trust that has been built up. Honesty and transparency will go a long way, whether the deal works out or not. And being flexible when possible will create the comfortability to create a "win-win" situation.

The company holds all the cards for the whole recruitment journey, then at the offer the candidate gets to pull an uno reverse, suddenly they have the decision-making power. Luckily, you prepared for this moment! Lead off with the boring stuff, build into the role + impact, then talk about money. Anchor by acknowledging their initial ask: "I know you were asking for 120-140k, you did really well in process, we'd like to you the top at 140k." Pause after you talk about numbers (base / bonus / equity) and ask how they feel about the numbers. Be an open book. If the hiring manager wants to offer below their target range, well, challenge them to an olde-timey duel with pistols. Or, tell them no. Your call.

Communicate any challenges there might have been in terms of deciding on the offer. - why the offer is lower than expected - the fact that you had to increase the budget to satisfy candidates' expectations and finalize by asking an open question: "How do you feel about this offer?"

Transparency and Flexibility in Offers In recruitment, it's essential: Be transparent about offer details. Stay open to negotiation and compromise. Seek mutually beneficial solutions. Studies show 42% higher acceptance rates with transparent and respectful negotiations. In our industry, it's about building trust and finding common ground.

Clear and honest communication from day 1 is the easiest hack. It’s shows empathy , respect and also helps us be mindful of time invested. Rather than jumping into an interview, let the first chat be exploratory in nature with the focus to understand their skills and competencies and also their motivators. Bring out the best the role has to offer but do also highlight the not so good things too . They will eventually find out. So makes sense to clear all the aspects at the start of the conversation itself .

Come to a middle ground while negotiating the offer, what matters to one candidate may be insignificant to another. Some need more flexible hours, time off and others need more learning and development or stocks and a more managerial role. The total comp should weigh all factors and finally be something that the candidate would find hard to refuse. The company will get the candidate of their choice and so it will be a win win situation.

To be unclear is to be unkind. I tell hiring managers all the time that we need to "keep our candidates warm". This means we shouldn't go 48 hours without communication once we start the hiring process.

Communicaiton and transparency is key from the start, from both parties. The employer must set the expectation and the candidate must express their desire in a new role and company and what they see for their future career. Experience is great, but does the culture fit? Does the company offer career and educational development? What is the salary/total compensation expectation of the candidate and is a clear range provided by the potential employer? By being transparent and staying in touch during the decision process to answer any questions to the candidate may have, will not only help foster a smooth beginning to the onboarding process but also show the new employee their importance and their value to the company.

I completely agree that clear and frequent communication is vital during the offer stage. Keeping the candidate informed and engaged not only demonstrates professionalism but also shows that you value their interest in your organization. It's a critical part of creating a positive candidate experience and ultimately achieving a win-win outcome. In my experience, candidates appreciate proactive and transparent communication.

Be honest, be upfront and make it worth their while. We many times have the levers to make a candidate happy with their offer, there is no reason not to.

Celebrating and Onboarding Success I understand their significance. Celebrate the Joining: Congratulate the candidate on becoming part of the team. Send a welcome package with swag and essential information. Connect and Introduce: Facilitate introductions to their manager, colleagues, and mentors. Encourage their participation in social and training events. Seamless Onboarding: Provide support with paperwork, logistics, and equipment. Offer a comprehensive onboarding plan for a smooth transition. Statistics on Onboarding: Well-structured onboarding programs can improve employee retention by 82%. Celebrating and welcoming matter. In our industry, it's about making every candidate feel valued and set up for success.

Absolutely! Celebrating a candidate's acceptance of the offer is a fantastic way to start their journey with your organization on a positive note. Onboarding is a crucial step that sets the tone for their entire experience. A warm welcome, clear guidance, and a supportive environment during this phase can significantly impact their long-term satisfaction and success. It's about making them feel like they're not just joining a company but becoming part of a welcoming and supportive community.

To be unclear is to be unkind. We must be clear on our expectations from the start. Being transparent with candidates will ensure we are not waisting our time, or theirs.

Provide metrics to both parties that is highly applicable. Both sides need more good data to make informed decisions. This is how I get my clients and candidates "unstuck".