It’s an occupational hazard—sometimes you will hire the wrong candidate for a position. This might occur for a number of reasons. Maybe that person doesn’t mesh well with the culture of your existing team. Maybe their credentials are not as suited to the particular job description as you assumed they would be in the interview. Or maybe certain expectations of the workplace were misconstrued. Whatever the reason, hiring and on-boarding someone whose future with the company might not be solid is a headache you want to avoid.
The reality is, turnover costs are expensive for businesses. In fact, the Work Institute’s Retention Report found that employers spend an average of $15,000 to replace an individual whose median annual salary is $45,000. This makes it imperative to recruit employees who are not just qualified for the position, but who also are committed to the organization, are prepared to collaborate with others, and have track-records of both efficiency and productivity.
But in order to entice these talented workers, you’ll need to craft a job offer they would be remiss not to accept. So, here are five tactics for writing a job offer that appeals to the kind of employees whom you are looking to retain.
1.) Include a Pithy but Precise Job Description
Based on a survey from Talent Board, the content of a job description is how 77% of candidates make their decision to come on-board. With that being said, you might feel it’s necessary to overcommunicate in this area, but people don’t want more extraneous details than what they can absorb. So, resist the urge to be verbose and make the description as concise as possible.
This doesn’t mean, however, that in your efforts to be succinct, you should forego information that is critical and relevant to the position. Ensure the candidate has a clear understanding of what is required by the supervisor in terms of start date, workload, office hours, culture, deadlines, team cohesion and other non-negotiable policies.
2.) Outline the Salary, Benefits and Other Perks
Once the candidate knows what you expect of them, the next element of a job offer is to itemize what they will receive from you. Make sure to be transparent in regard to your business’s compensation package and base salary for the position.
In addition to clarifying how much the candidate will earn, include a breakdown of the benefits provided such as health insurance, vision and dental, life insurance, retirement plans, short-term disability coverage and paid time off. Attractive compensation matters, adds human resources consulting expert Joe Lineberry because, “when employees feel their benefits needs are satisfied, they’re more productive and committed to meeting the company’s goals.”
3.) Mention Any Pre-Hire Legal Contingencies
The U.S. Citizen and Immigration Services branch of federal law mandates that all new hires must submit an I-9 Employment Eligibility Verification form prior to joining your ranks. This document confirms their identity and authorizes them to work in the United States, so reiterate in the job offer that you need this filled out upon their acceptance of the position. If other contingencies are required such as background checks, physical exams, drug screens or confidentiality agreements, relay this to the candidate as well.
For your own reference and legal protection, it’s also important to note the U.S. Employment Opportunity Commissionhas strict rules for how businesses should conduct background checks.
4.) Insert a Quick At-Will Employment Clause
This is another section that covers your legal bases in the event you need to sever relations with this candidate—although, of course, the objective is to find someone you can retain long-term.
An at-will statement explains to the new hire that you can terminate their employment at any time and for any reason, provided it’s not unlawful. Likewise, they can resign from the position without an explanation or advance notice.
The National Conference of State Legislatures indicates that all U.S. states except Montana adhere to the at-will employment model, but it’s courteous and beneficial to share this information with the candidate just in case they’re not aware, and it prevents miscommunication too.
5.) Clinch their Interest with a Personal Touch
A talented, conscientious and innovative person wants to be part of an organization which treats them like a valued asset instead of just a number working to achieve the bottom-line. So, integrate personalized touches into the job offer to communicate that you engage with each team member as an individual. This will differentiate you from other businesses that have an “assembly line” attitude toward their workforces and view them like cogs in a machine.
Even a simple addition like, “Our hiring team was excited to meet you,” or “We were impressed with how you approached that assignment,” tells the candidate that you welcome their contributions, specifies the Workable blog.
While the interview process is all about hearing candidates pitch their skills and credentials to you, a job offer is about persuading the ideal candidate that you are the right choice for them. For this reason, it’s essential to provide them with all the necessary information in a package that is both inviting and compelling. If you can succeed at this, your business will be positioned to recruit the kind of talent you need in order to grow, expand and thrive.
Career specialist and seasoned web writer, Lesley contributes to publications on job, lifestyle, and self-development. Visit Bid4Papers blog or join Lesley on Twitter to say hi and see more works of hers.
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