• Ian

The Perils of Offer Management



In our last blog post, we wrote about how attracting new talent to your business has been made harder by the pandemic and advised you on the steps you should take to ensure that candidates want you as much as you want them. Hopefully, the advice has helped you and you’ve found the perfect person to fill your vacancy. But before you breathe a sigh of relief upon sending out the offer letter, beware. The hard work and “wooing” should not stop there. This post will explain why.


As you know, here at Lodge Court, it’s our job to be on top of the latest trends in recruitment and working habits. This is how we spotted a return-to-work trend several weeks ago that is now forming the basis of many companies’ people plans across the country – T,W and Ts (how could you forget this!)


The latest trend we’re seeing concerns the job offer process and we have to say it can be bleak. It would appear from conversations we’re having, that a growing percentage of candidates seeking a new job aren’t stopping their search when they’ve found one; instead many are securing multiple job offers so to understand where the best deal lies. Even if they signed a contract with a potential new employer and given their notice on their current job, candidates are in some cases choosing a second or third job opportunity over the first, leaving each recruiting company high and dry sometimes only weeks or even days before they were due to start.


Why is this happening?


As per our last post on attracting talent, it comes down to how much the candidates want to work in your business and what connection they have to the role. In the absence of several rounds of face-to-face meetings where they can get to know who they’d be working with and truly understand what the company culture is like, they’re limited to awkward video communication. How can they get really excited about you? The package and job spec become the main differentiators.


What can you do?


Here are our top tips to ensure your new recruit sticks with you.


1. Make the most of the easing of restrictions


Meeting outside for a meal or coffee is now allowed so try to work in a meeting of this kind at least once during the interview process, and also during the individual’s notice period. This is your opportunity to get them really excited about coming on board and sharing the insight, updates and future plans about the company that perhaps you couldn’t before.


Show them that you are excited for them to join you and value what they will bring to the role and the team. Anyone with a moral compass will struggle to break a contract when you do that.


2. Consider the questions the candidate asked during the interview process to pick up any red flags.


Did they ask about the package and opportunities for promotion or were they more interested in the culture of the business? If it’s the latter, then you have an opportunity before they start to immerse them in the culture by including them on any extra-curricular events you may have planned. If it’s the former, get in touch with them to see if they have any more questions about the company to tease out any concerns or even interests you could indulge.


Beyond the questions they asked, did they strike you as a committed team player or an ambitious and competitive individual keen to do whatever it takes to get what they want? That will also tell you if your candidate may not be completely loyal or bought into you and your business.


3. Consider their wellbeing


Leaving an employer is tough, even more so when you can’t see your colleagues every day or have a farewell do – zoom leaving drinks are not quite the same! Add to that the uncertainty of a new job and it’s an emotional minefield. Treat your new recruit as you would an existing employee and check in with them regularly during their notice period to see how they are and if there’s anything they need. That kindness and personal interest will go a long way.


4. Keep other candidates warm.


If none of the above works, and you still find yourself without the recruit you’d set your heart on, having a few alternatives in reserve would be a big help. While it would be inappropriate to keep them hanging on for months, there is a way to let unsuccessful candidates down gently so that no bridge is burned and you can re-visit them as a candidate for a role at a later date.


About Us We enrich businesses by instilling our passion for developing people and organisations. Using our diverse experience and extensive knowledge, we flexibly support businesses with a pragmatic but personable approach to people management.

Disclaimer – The contents of this blog do not constitute legal advice and are provided for general information purposes only. We can only advise on the basis of specific client instructions and are unable to offer legal advice by email to anyone who are not our clients. To find out more about becoming a client of Lodge Court please talk to us.

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