9 tips for presenting a job offer to your preferred candidate

Not all entrepreneurs naturally excel at recruiting, yet hiring the right people is crucial for business success. However, identifying exceptional candidates is just the beginning. Once found, you must effectively navigate the process of bringing them on board.

After attracting top-notch applicants and selecting a potential standout for your team, you are now ready to make a job offer. This critical moment requires careful handling—here are nine tips for presenting a job offer to your preferred candidate:

Hold the Meeting Face-to-Face

Just as you wouldn't rely solely on an email to pitch an important proposal to a potential client, avoid delivering a job offer only through written communication. Arrange an in-person meeting or, if not possible, ensure a thorough discussion over the phone. Personal interaction allows you to guide them through the offer and address any questions directly.

Take Swift Action

Time is of the essence. Once you've identified the perfect candidate, present your offer within 48 hours. Delays raise the risk of competing offers from other companies and decrease the chances of securing the candidate. Plan for necessary approvals in advance to speed up the process.

Present the Offer Yourself

While delegating the task to HR or an external partner may seem convenient, the direct manager has more influence in securing a verbal acceptance. Presenting the offer personally not only builds trust and rapport but also allows for immediate clarification of any concerns. In sales roles, the sales manager is best suited to address commission-related questions.

Show Enthusiasm

Express genuine excitement during the offer presentation. Highlight the transformative nature of the opportunity, conveying that joining your company is a significant and exciting decision for the candidate—and for you as well.

Consider More Than Just Current Compensation

Avoid basing the offer solely on the candidate's current salary. Acknowledge that they have already considered leaving their current position and focus on market demand for their skills instead. While a salary increase of 10–15% is often compelling, take into account other market factors and incentives.

Provide the Bigger Picture

Besides financial aspects, offer a holistic view of the opportunity. Discuss the company's goals, organizational culture, leadership, unique benefits, and support for both short-term and long-term success.

Be Prepared for Counter-Offers

Acknowledge the possibility of counter-offers from the candidate's current employer. Understand their emotional ties to their current role and colleagues, emphasizing the broader value proposition your company provides beyond financial incentives.

Keep in Touch

Continue engaging with the candidate even after the offer is accepted to prevent distractions or rival offers from derailing the agreement.

Set a Deadline

Establish a reasonable deadline for acceptance, typically within two to five days. Avoid extending the deadline multiple times—once expired, move forward, recognizing that prolonged indecision may indicate diminishing interest.