How to make a job offer
Find out the essential details here of what you need include before making that all important phone call.
Every vacancy and every candidate is different. Your job offer should be tailored to suit both. However, here are the things you definitely need to know for how to make a job offer:
How to make a job offer - Step 1: Salary
Before making a job offer, start by researching the going rates for similar jobs. Our Salary and Market Insights are a great place to start. Depending on the relevant experience of the candidate, the going rate for their skills and what your organisation can afford, you can make a higher salary offer to your preferred candidate. Alternatively you may have someone apply who does not have all the skills for the job spec but could be right for a different role to that originally offered. Be flexible, and if you're offering something different to the candidate, be open about this.
If you feel like you have a great candidate who you don't want to lose, you may consider offering them more than you originally planned. If this is the case, explain to them why you are doing this - everyone likes to feel valued and it may help sway them in your favour.
Always keep something up your sleeve: there may be an element of negotiation as candidates become more savvy about what they may be able to get. Read our separate article on negotiation for more advice about this.
How to make a job offer - Step 2: Benefits
Your organisation probably has a standard set of benefits, but think about how you can construct a more personalised job offer for a candidate that you really want to secure, offering flexible working to someone with a young family could make a huge impact to their life. Annual leave entitlements, travel potential, TOIL and even perks like dress-down Fridays and staff socials can all make a difference. Often these aren't things that spring to mind, but for some candidates these little perks are what make the difference.
How to make a job offer - Step 3: Pay reviews
Regular pay reviews are a great example of showing investment in your emloyees if they commit to you, and can keep them motivated during the negotiation period. Be very careful not to offer something that you're not able or willing to follow through on - do give due consideration to your ability to make good on your promises first.
Confirm your job offer to the candidate in writing, and give them a timeframe for coming back to you. 48 hours should usually be enough, but for more senior roles or complex offers, you should be prepared to wait a little longer for the candidate to think it over.