Crafting a Job Offer That Won’t Get Rejected

Recruiting can be an intense process. It takes a lot of effort to get from needing to fill a vacancy to getting a great candidate actually into the role and up to full productivity. Time, money, and a lot of hard work go into the process. The last thing an employer wants is to make a job offer to a great candidate and get rejected.


To reduce the chances of this happening, there are a lot of steps employers can take. Here are a few to consider:

  • Make the offer as soon as you can after the final interview. If the process is too long, the candidate may accept an offer from someone else. In order to speed the process, be ready with decision criteria at the beginning, and stick to your timeline.
  • Personalize the offer when you can. If you know what the candidate values, such as a flexible start time or disability insurance, highlight that in the job offer. The candidate will see the benefit and be able to more quickly decide if the job is a good fit.
  • Allow candidates to see the working environment early—ideally before the final interview stage. By seeing what it’s like to work at your company, candidates will get a better idea of whether they would be a good fit.
  • When posting the job, consider including the salary information. By doing so, potential candidates can self-select out of the process if the salary does not meet their needs, reducing your chances of getting rejected after making a job offer.
  • Try to communicate the offer either in person or on the phone. This allows you to see and/or hear the person’s reaction and potentially offer additional information or clarification.
  • If there is room for negotiation in the offer, don’t state otherwise. Although employers may not want to emphasize that there may be wiggle room, they shouldn’t say the offer is firm if they would be willing to negotiate to ensure the candidate accepts.
  • Include relevant information about the job, the pay, the benefits, and the working environment early in the recruitment process. Reiterate this information when making the offer to ensure the candidate knows what he or she will be receiving and can make an informed decision. It will be easier for candidates to accept your offer if they don’t have to make assumptions.

What else has your organization done to ensure candidates accept your job offers? What would you suggest?

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