Put Your Money Where Your Mouth Is - Making An Employment Offer
Put Your Money Where Your Mouth Is - Making An Employment Offer
1. You created a hiring road map – the job description.
2. You advertised in the right places to attract good applicants.
3. You objectively screened all the applications received.
4. You conducted a thorough, relevant, objective job interview with each candidate.
5. You evaluated all interview candidates and have selected the best one.
You are now ready to make an employment offer.
In determining what to offer, you must:
1. Determine the pay rate
2. Determine benefits, if any, that you will offer (e.g. medical, dental, life insurance, etc.)
3. Identify other aspects of compensation (e.g. bonus, vacation time, etc.)
After considering all of these factors, prepare a written letter of offer. A written offer is important to ensure that the candidate is aware of the terms and conditions of employment. It ensures that there is no room for interpretation, and prevents misunderstandings from occurring. Any questions that arise will be dealt with prior to the start of employment.
Common components of an offer letter are:
1. Position title
2. Basic duties & responsibilities
3. Start date
4. Compensation, including rate of pay & overtime considerations
5. Bonus system, if any
6. Work hours
7. Probationary period
8. Benefits & insurance
9. Vacation entitlement
10. Statutory holidays
Depending on the relevance to the position, other components that can be included are:
- Applicable policies and procedures
- Confidentiality agreement
- Termination agreement
- Restrictions should employment end
The next steps are:
1. Call the candidate to make a verbal offer of employment and provide them with a reasonable time frame to consider their decision.
2. Follow-up with the written offer of employment.
3. Should the candidate make a counter-offer, be prepared to discuss the counter-offer and adjust the terms and conditions as you are comfortable. Know your budget restrictions and consider what is currently in place for other employees in your company and in the industry.
4. Reach an agreement on the terms and conditions of the offer.
5. Agree on a start date.
6. Start an employee file to keep all the records and documents for the employee.
7. Prepare for your new employee’s orientation to your company.
If all goes according to plan, your new employee will come on board as soon as possible. However, be prepared for delays in the process. Also, should the candidate not accept your offer, you will need to make an offer to another qualified candidate. Should one not exist, you need to recycle back through the employee search process to find the right employee. Remember, don’t settle! The right employee is critical to your success.
Good luck hiring your next employee!
For more information, please visit www.clearhrconsulting.com.
Put Your Money Where Your Mouth Is Making An Employment Offer - To learn more about this author, visit Cissy Pau's Website.
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You have diligently followed the steps to hiring a new employee:
1. You created a hiring road map – the job description.
2. You advertised in the right places to attract good applicants.
3. You objectively screened all the applications received.
4. You conducted a thorough, relevant, objective job interview with each candidate.
5. You evaluated all interview candidates and have selected the best one.
You are now ready to make an employment offer.
In determining what to offer, you must:
1. Determine the pay rate
2. Determine benefits, if any, that you will offer (e.g. medical, dental, life insurance, etc.)
3. Identify other aspects of compensation (e.g. bonus, vacation time, etc.)
After considering all of these factors, prepare a written letter of offer. A written offer is important to ensure that the candidate is aware of the terms and conditions of employment. It ensures that there is no room for interpretation, and prevents misunderstandings from occurring. Any questions that arise will be dealt with prior to the start of employment.
Common components of an offer letter are:
1. Position title
2. Basic duties & responsibilities
3. Start date
4. Compensation, including rate of pay & overtime considerations
5. Bonus system, if any
6. Work hours
7. Probationary period
8. Benefits & insurance
9. Vacation entitlement
10. Statutory holidays
Depending on the relevance to the position, other components that can be included are:
- Applicable policies and procedures
- Confidentiality agreement
- Termination agreement
- Restrictions should employment end
The next steps are:
1. Call the candidate to make a verbal offer of employment and provide them with a reasonable time frame to consider their decision.
2. Follow-up with the written offer of employment.
3. Should the candidate make a counter-offer, be prepared to discuss the counter-offer and adjust the terms and conditions as you are comfortable. Know your budget restrictions and consider what is currently in place for other employees in your company and in the industry.
4. Reach an agreement on the terms and conditions of the offer.
5. Agree on a start date.
6. Start an employee file to keep all the records and documents for the employee.
7. Prepare for your new employee’s orientation to your company.
If all goes according to plan, your new employee will come on board as soon as possible. However, be prepared for delays in the process. Also, should the candidate not accept your offer, you will need to make an offer to another qualified candidate. Should one not exist, you need to recycle back through the employee search process to find the right employee. Remember, don’t settle! The right employee is critical to your success.
Good luck hiring your next employee!
For more information, please visit www.clearhrconsulting.com.
Put Your Money Where Your Mouth Is Making An Employment Offer - To learn more about this author, visit Cissy Pau's Website.
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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