How to make an offer to your dream candidate...

Make them an offer they can't refuse...

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The day finally arrived.

You’re ready to hire your dream candidate.

You put them through several rounds of interviews

Checked all their references

And had them meet with your entire team.

It’s time to actually send the offer letter.

But… how exactly should you do that?

The Context

Every touchpoint with a new hire is an opportunity to build trust or an opportunity to erode trust.

You may think that because you’re a small company, you can get away with a sloppy onboarding process and offer letter.

But the reality is, candidates are watching you closely to know what kind of behavior you expect from them.

If you show through a haphazard offer letter and shoddy onboarding process that you like to cut corners, your new candidate is likely to think that it’s ok for them to cut corners with your clients.

Not exactly what you want from your newfound “super star”

A foolproof offer letter template

The first thing you probably need to fix is your offer letter.

Too many agencies just send a poorly structured email saying something like:

“Congrats, you got the job! When can you start?”

The problem here is that candidates want to work for well-run companies—companies where expectations and guidance are clear.

In these kinds of companies, the best candidates know they will thrive.

And the last thing a good candidate wants is MORE uncertainty around their decision to start working with you.

Instead of sending a two-line offer email, add a little more structure like this:

1. Job Title and Description of Duties

If you did your job during interviewing and vetting, nothing here should come as a surprise. A few bullet points outlining core Key Performance Indicators and a few responsiveness expectations should be enough. For example, “We expect you to be at your desk from 8 AM to 5 PM EST with an hour break for lunch.”

2.Compensation and Benefits

A gain, if you did your job right during the interviewing and vetting stages, nothing here should be a huge surprise. We typically use a separate document that outlines what their hourly and monthly pay will be and how many hours we expect them to work. We also outline when and how commissions will be paid out. For instance, our sales team receives their commissions on the 5th day of the month after the sale occurs.

3.Confidentiality

Most agencies deal with confidential information of some sort. It’s a good idea to include a Non-Disclosure Agreement for each new hire to sign. We’ve yet to have a problem with a candidate refusing to sign an NDA, so I would take it as a significant red flag if a candidate refused to sign one.

Did You Know?

My company Go Carpathian can help you find, vet, and hire the top talent from Eastern Europe and South Africa for a fraction of the price as a US equivalent.

We can even help you write all the job descriptions, find all the candidates do all the interviews and vetting. We’ve met with over 500 agencies and this point so we know what works in agency recruitment and what doesn’t

If you’re interested in knowing more about what it would look like for us to recruit one or more of your open roles, click the link below to meet with one of my recruiting specialists.

It’s 100% free and no obligation.

Of course, if you’d like to discuss what it would look like for us to recruit A-players in Eastern Europe for you, we’re happy to discuss that as well.

 Click here to schedule your free consulting call with a recruiting specialist

Until next time,

Nathan


Nathan Fales
Co-Founder | Lean Leverage & Go Carpathian
Helping you hire the best & the brightest
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