Offer Accepted!

When I enter the offer stage of a search, there are common elements that I find are most important to the candidate.? I’ve highlighted the most important below.? These hold true for all roles, mid-level through Senior Leadership and don’t change based on a given role or responsibilities.

Organizational Culture

This tops the list for all.? Candidates are looking to achieve a healthy work-life balance.? If this role directly reports to somebody, I hear that they are seeking leadership / an organization that does not micro-manage their activities.? They want to be hired based on the value they bring to the organization as it aligns with the expectations of the position.? They want to be trusted to do the job they’ve been brought on board for.? They seek autonomy and the ability to be creative, with the focus to be on the deliverables of the agreed upon desired results.? Yes it’s a cliché, but people don’t leave jobs…they leave over a poor organizational culture.

Are you offering?

Alignment: The company's goals and employee’s motivations are aligned

Appreciation: Employees will be recognized for their contributions

Psychological safety: Employees feel comfortable taking risks and providing honest feedback

Innovation: The organization takes advantage of available resources and technologies

Teamwork: Employees collaborate, communicate, and respect each other

Integrity: Employees rely on each other to make decisions and form partnerships

Resilience: The organization can adapt to change

I see consistently that the process of evaluating an opportunity relative to organizational culture comes down to these factors:

Opportunity (career advancement, challenge and self-improvement, formal training, on-the-job learning, evaluations and feedback, personal development, company growth rate

People (company culture, relationships and camaraderie, reputation of senior leadership, quality of management and coworkers, trust, collaboration, team spirit, team-building activities, and events)

Organization (market position, company reputation, quality of product/service, company mission/vision/values, diversity, social responsibility)

Work (job-interest alignment, challenging/fulfilling tasks and responsibilities, work-life balance, quality of projects, innovation, intellectual stimulation, impact the role plays in fulfilling the company vision)

Flexibility

Does your organization offer flexible work hours?? Are you focused solely on being in the office 8am – 5pm or are you looking at the employee’s contribution to the company goals, overall productivity, and end results?? Not all positions are remote (despite many candidates seeking a remote opportunity).? If you require the candidate to be onsite, do you offer flexible work hours, or a hybrid structure?? Do you offer unlimited PTO or a flexible arrangement where the candidate can make doctor appointments or watch their child’s baseball game, band concert or school play as needed??? I hear frequently this is at the top of the priority list when considering an employment offer.

Potential for Growth

Do you offer training programs or learning resources for the candidate’s continued personal and professional development once they join your company?? Is the plan created exclusively for that candidate?? Have you mapped out several growth paths for them as they mature with your organization?? Are you scheduling regular one on one meetings to go over progress and chart personal growth objectives?

Will the direct impact the candidate has on the organization be valued?

Candidate’s want to ensure that the role they accept will have a meaningful impact on the organization and, in turn, the company will recognize this.? Will they be valued?? Are they essential to the company’s success?? We’re assuming that the candidate has the skills to perform the role and responsibilities they were hired for, or you would not have extended an offer.?? Candidates are expecting, now more than ever, to be recognized for their contributions.? Is your organization ready to do this?? This doesn’t have to be formal or tangible.? Nobody needs a plaque to hang on the wall to recognize an accomplishment.? Candidates want their direct leadership and leadership in the C-Suite to value their contributions.? It’s simple – value your contributors.? And let them know the work being performed does not go unnoticed and (as individuals) they are vital to the company’s continued success.

Of course, there are other factors that go into a candidate accepting a presented offer:

Are benefits not only comparable to industry standards, what do you offer that exceeds your competition?

Is your salary more than competitive?? The best candidates have multiple offers extended to them.? They’re able to choose.? Are you offering a lateral salary, a modest increase, or are you ready to show the candidate you’re investing in them and the contributions they will make to your organization.

If the role requires relocation, are you being innovative in your offer??? Are you offering beyond the cost to move property?? Interest rates are high; are you offering to buy down points on their new mortgage?? Are you covering closing costs on selling their current home and on the purchase of their new home or alternatively offering to cover the security deposit / first and last month’s rent?

If you carefully consider the candidate’s true motivation for making a move to your organization, align the offer to what is most important (trust me, it’s likely covered above), and take a genuine interest in the candidate’s success and well-being once on board, you will have no issues in getting your offer accepted and ensure a long-tenured relationship for all.

?

?

?

?

?

?