n an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays wThe interviews are completed, the paperwork is all filled out for Human Resources, and you have decided that this is the right candidate for the job. Now comes the formal job offer. Here are four tips to increase the success rate of your job offers:

1. No Surprises: During the recruitment process, information should be mutually exchanged between candidate and potential employer. Beyond the simple job description and duties, each side should have detailed their general perceptions and expectations about the role. Both the candidate and the employer should know what the reasonable compensation requirements and guidelines are for the position. Going into the offer stage, the employer is responsible for making certain he understands what compensation figure, or at least compensation range, it would take to acquire the candidate. The candidate is also responsible for relaying and confirming this figure sometime during the process. It is best if both sides reinforce this number, or given range of compensation before the offer is made.

2. Make it professional; Make it in writing: No candidate should ever accept a job offer without a written offer letter. Verbal job offers will simply not cut the mustard in today’s world. Job offers should be well written and spell out all the details of the position, the compensation package, and all other associated terms of employment (insurance, benefits, vacation), including pre-employment qualifiers which may include drug testing and background verification. The offer letter should be accompanied by any additional forms to be completed by the candidate and any explanatory information regarding insurance matters.

3. Personally extend the offer: While Human Resources will be integrally involved in the offer formulation and paperwork preparation, as hiring manager you should make it a point to personally extend the offer. This should be done at the employer’s place of business. Any immediate staff members that have been involved in the recruitment and hiring decision should be invited to “drop by” and welcome the candidate to the team.

4. Timing is everything: The offer letter should contain an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays wi

d the employer should know what the reasonable compensation requirements and guidelines are for the position. Going into the offer stage, the employer is responsible for making certain he understands what compensation figure, or at least compensation range, it would take to acquire the candidate. The candidate is also responsible for relaying and confirming this figure sometime during the process. It is best if both sides reinforce this number, or given range of compensation before the offer is made.

2. Make it professional; Make it in writing: No candidate should ever accept a job offer without a written offer letter. Verbal job offers will simply not cut the mustard in today’s world. Job offers should be well written and spell out all the details of the position, the compensation package, and all other associated terms of employment (insurance, benefits, vacation), including pre-employment qualifiers which may include drug testing and background verification. The offer letter should be accompanied by any additional forms to be completed by the candidate and any explanatory information regarding insurance matters.

3. Personally extend the offer: While Human Resources will be integrally involved in the offer formulation and paperwork preparation, as hiring manager you should make it a point to personally extend the offer. This should be done at the employer’s place of business. Any immediate staff members that have been involved in the recruitment and hiring decision should be invited to “drop by” and welcome the candidate to the team.

4. Timing is everything: The offer letter should contain an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays w

in writing: No candidate should ever accept a job offer without a written offer letter. Verbal job offers will simply not cut the mustard in today’s world. Job offers should be well written and spell out all the details of the position, the compensation package, and all other associated terms of employment (insurance, benefits, vacation), including pre-employment qualifiers which may include drug testing and background verification. The offer letter should be accompanied by any additional forms to be completed by the candidate and any explanatory information regarding insurance matters.

3. Personally extend the offer: While Human Resources will be integrally involved in the offer formulation and paperwork preparation, as hiring manager you should make it a point to personally extend the offer. This should be done at the employer’s place of business. Any immediate staff members that have been involved in the recruitment and hiring decision should be invited to “drop by” and welcome the candidate to the team.

4. Timing is everything: The offer letter should contain an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays w

anatory information regarding insurance matters.

3. Personally extend the offer: While Human Resources will be integrally involved in the offer formulation and paperwork preparation, as hiring manager you should make it a point to personally extend the offer. This should be done at the employer’s place of business. Any immediate staff members that have been involved in the recruitment and hiring decision should be invited to “drop by” and welcome the candidate to the team.

4. Timing is everything: The offer letter should contain an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays w

n an automatic expiration date. Example: “This offer expires at the close of business on Month Date, Year.” While not intended as a pressure tactic, it is intended to demonstrate that the employer needs a decision. The candidate is either in or out by the stated date. One additional note on timing: Never make an offer to a candidate on a Friday. There is rarely any opportunity for the candidate or employer to clarify any questions or issues over the weekend. This can lead to poor results. We recommend making offers on Mondays or Tuesdays with deadlines on Thursdays or Fridays. That way, if there are any issues that need clarification, that dialogue can take place immediately.

Finding strong candidates and recruiting them is a constant challenge for all employers. Getting them to the offer stage is difficult enough. Following these four tips will certainly increase your likelihood of offer acceptance.