Being offered a new job is kind of a big deal. For most people, it’s a life changing event. For others, it may be just another step up the corporate ladder. But you know what? Neither of those reasons matter, because ALL new job offers are important—especially for you, the employer.
These are brand new individuals you are paying money to be responsible for a role that you trust them with… to ultimately earn you additional revenue—correct me if I’m wrong.
With that being said, don’t you think it’s important to help your new employees feel welcomed, excited, and comfortable when beginning their new career journey with you? From interviewing, making offers, handling employee onboarding schedules, and being a key player in the introduction of a new team member myself, I know from experience that it’s not easy. It’s an actual human… with feelings… that you’re dealing with—and coming into an unfamiliar workplace with a bunch of strangers is not easy. As a manager, you must be a little bit more mindful of your new employee during this time. But it’s not for rocket scientists either—here are a few tricks up my sleeve that will help you not suck the joy out of your new employee’s job offer:
Don’t Make the Interview Process So Complicated and Long
Do you know what you want, or not? Did you feel the candidate was a good cultural fit and could bring their skills to the table, or not? Finding the right candidate can be hard sometimes, but once you that that one you want to the offer the job to, don’t drag it out. Don’t wait around a few weeks after the final interview to put together the job offer—playing games are for losers. You don’t want to make your top candidate feel like they are “second best” by waiting so long. If you’ve made a decision, get on it, offer up, and you’ll notice how excited and sought after your new employee will feel—and that’s not a bad emotion to tap into when bringing a new person on board. Conversely, if you aren’t interested in a candidate and you know 100% they’re not the one, let them know immediately so you can both get on with your lives. Cut the cord.
Do Provide a Flexible Start Date
I repeat—a new job is a life-changing situation and needs to be treated as such. The candidate you just extended an offer to may have some major tasks to wrap up before jumping ship, scheduled meetings, etc. A winning candidate will have made you aware in advance so there’s so shock—but if they need a little longer than 2 weeks to make the move, be considerate. Think about this: one day they are going to be leaving your company, too. You don’t want them to just peace out and leave you to pick up the pieces, right? It’s professional and responsible for an employee to make final touches to their work for a smooth transition out, and they will do the same for you. Remember, it’s a human you’re dealing with—be nice.
Don’t Be Greedy
We all want what’s best for us—candidates want more money, companies want to spend less. I get it. But listen, don’t low-ball your candidates. If you found your shining star candidate, don’t risk losing them because you’re not willing to offer a little bit higher of a salary—especially if you know it’s a fair deal. Being the professional you are, you know running a search for a candidate, hiring a new employee, and training is costly… and dealing with a “cheaper” sub-par employee will cost you, even more, money in the long run. Play fair, offer competitive salaries, and be willing to negotiate. Put the stick back where it belongs.
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