The Hardware Sector in Ireland has become highly competitive for talent. Attracting and meeting the right candidates is increasingly difficult, and the offer stage can often present obstacles. With significant time invested by business stakeholders throughout the recruitment process, having an offer rejected is far from ideal. However, managing the job offer effectively can be the key to securing your desired candidate instead of losing them to a competitor.
In our experience, here are the key things to get right, when making a job offer.
1. Timing is Key
Once a decision has been made, act quickly. The best candidates are often considering multiple opportunities, and a delay in extending an offer can result in them accepting a position elsewhere. Timing is everything – when you know the candidate is right for the role, make your move decisively.
2. Personalise the Offer
Tailoring the job offer to the specific candidate goes a long way in making them feel valued and wanted. Start by reiterating the positive feedback from their interviews, highlighting the skills and attributes that make them the perfect fit for the role. It also helps address any doubts the candidate may have about how well this opportunity fits their long-term career goals.
3. Present the Full Package, Not Just Salary
While basic salary is usually the most important aspect of the offer, ensure you outline all benefits and perks, including bonus structures, health insurance, pension contributions, any work/life balance initiatives, and opportunities for career progression. For candidates who will spend most of the working day on the road, the company car on offer can be a really important aspect of the package so don’t forget to provide all the necessary details on this.
Some of our clients, once the offer terms are broadly accepted, arrange an informal meeting with the candidate, often over coffee, to review the offer and start welcoming them to the team. If you can, this gesture adds a personal touch and helps reassure the candidate during a major career decision, boosting their confidence and excitement about joining your company.
4. Prepare for Negotiations
Be prepared for some negotiation – it’s normal and can be handled professionally. At Tactical Talent, we work closely with our clients to identify what will secure the candidate and what matters most to them in the offered package. We’re always transparent about the candidate’s current salary and minimum expectations, which helps avoid issues at the offer stage. Most candidates seek a slight salary increase when moving roles, unless the new role offers significant career development or a strategic lateral move.
In our experience, offering a candidate less than their current salary rarely works. It doesn’t make financial sense for them and often leads to a negative start in negotiations, leaving the candidate disappointed. We’ve seen deals fall through at this point, even when the company was willing to increase the offer later.
Remember, the goal of the negotiation is not just to get the candidate to accept the offer but to ensure they are satisfied and excited to join your team. With the right initial offer, we find that most negotiations don’t become lengthy.
5. Partner with a Recruitment Agency for Expert Guidance
If you’re using a Recruitment Agency, make sure to leverage their inside knowledge about their candidates expectations during the offer stage. We offer our clients insight into the candidate’s reaction to the offer and their chances of acceptance. Candidates will often give a recruiter a really honest assessment of how they feel about an offer that they wouldn’t necessarily give to a prospective employer.
Effective collaboration with your consultant at this stage can significantly increase the chances of a successful hire.
Director / Recruiter, Tactical Talent
Conclusion
Managing a job offer goes beyond sending an offer letter; it involves timing, personalisation, and a compelling package that makes the candidate feel valued. Clear communication, flexibility, and transparency lay the foundation for a strong, lasting professional relationship.
Tactical Talent are industry specialists in hardware recruitment and a Corporate Partner of Hardware Association Ireland.
Contact either Vinny Kelly or Iseult McLaughlin for a discussion around your hiring needs. Email info@tacticaltalent.ie, phone 01 907 9192 or visit www.tacticaltalent.ie
