How to Make Job Offers Candidates Can’t Refuse: Tips and Common Pitfalls

One of the most common questions we hear from founders after making a hiring decision is: How do we communicate to the candidate that they’ve been selected for the position?

There is no universal method for doing this. Some founders prefer an oral offer followed by an official email, while others might go straight for a formal email or simply via their recruitment agency. Whichever approach you choose, your ultimate goal should be to present an offer that the candidate will accept with confidence.

Let’s dive into what makes a strong offer and the common pitfalls to avoid to help ensure your offer gets a resounding “yes”. Plus, we’ll provide a practical offer template you can use!

Key Components of a Strong Offer

To increase the likelihood that your offer will be accepted by the candidate, it’s crucial to include elements that not only communicate the role effectively but also align with the candidate's expectations and motivations. 

If there’s one thing you need to remember, it’s that the clearer and more attractive your offer, the higher your chances of acceptance. Here’s how you can craft an offer that resonates:

1. Clarity and Transparency

It’s crucial that the offer outlines all the relevant details clearly, allowing the candidate to make an informed decision. The offer should include everything from the base salary, bonuses (if applicable), to the job responsibilities, working conditions, and location flexibility. Transparency in this communication builds trust and shows the candidate that you respect their decision-making process.

2. Tentative Start Date with Flexibility

Most candidates need to provide notice to their current employer. Offering flexibility around the start date can help avoid unnecessary pressure. By giving them room to transition smoothly, you demonstrate empathy and an understanding of their circumstances.

3. Salary and Benefits

Candidates will closely examine the financials of the offer. A strong offer will not only mention the base salary but also communicate any future salary progression opportunities. For example, if you have a clear career plan with a possibility of improvement on salary conditions, you could outline a potential salary review after xx months or a year. Additionally, include other benefits like health coverage, bonuses, and any non-monetary perks that might sway their decision.

An Example Offer Template

Dear Candidate,

Thank you for your interest in joining our team.

We are pleased to offer you the position of [Title] at [Company Name]. With your expertise and positive attitude, we believe you’ll make a great addition to our team.

We are offering you a starting salary of [Base Salary plus bonus if applicable] per year, reviewed annually. We hope you can start as soon as possible, with a proposed starting date of [Proposed Date]. You will be working under a full-time, permanent contract, regulated by Spanish law.

The position is remote-friendly, but we would love to see you in person once per quarter. Travel costs will be covered by the company. Below are the full offer details.

Please don’t hesitate to ask questions via email or request a follow-up call for further clarification. We hope you accept this offer and would appreciate your response by the end of the business day on [Date]

We look forward to having you on the team!

Best regards,

Example Offer Summary:

• Position: Marketing Manager

• Location: Barcelona | Remote

• Tentative Start Date: 03 Februrary 2025

• Contract Type: Full-Time | Indefinite

• Salary: €40,000.00 per year gross

• Benefits: Full benefits package, including medical, flexible remuneration (food, daycare, and transport), learning and development allowance of 500€ per year.

Why Candidates Don’t Immediately Accept Offers? 

Despite having an initial screening process, a candidate may still come back with a counteroffer after receiving your proposal. This could be due to factors beyond salary—such as job responsibilities, benefits, or work-life balance—that weren’t fully considered during earlier discussions.

Understanding reasons behind counter offers by candidates

To get ahead of this, it’s important to understand the candidate’s core motivations for switching jobs early on. Are they primarily looking for career advancement, a better work environment, or more flexible working conditions? Knowing what matters most to them can help you shape an offer that aligns with their priorities.

In some cases, the candidate may not have fully understood the scope or level of responsibility of the role when they initially provided their salary expectations. After learning more through interviews and discussions, they might feel the need to adjust their ask to match the role’s demands. When this happens, scheduling a call to clarify details and address any concerns can be beneficial.

Possible Solutions

• Some founders offer an automatic raise after a trial period of 3 or 6 months (e.g., a 10% increase after X months).

• Provide clarity around opportunities for career progression and salary reviews.

• Consider adding non-monetary benefits that could make the offer more appealing.

Other Common Reasons for Job Offer Rejections

• Cultural Misalignment: If the candidate feels your company culture doesn’t align with their values or work style, they may hesitate to accept. It's important to communicate your company culture clearly throughout the hiring process to ensure a good fit.

• Delays in the Hiring Process: It goes without saying, that if the hiring process takes too long, the candidate may lose interest or accept an offer elsewhere. A streamlined, responsive approach can help prevent this.

• Counteroffer from Current Employer: Sometimes, the candidate’s current employer steps in with a counteroffer to retain them. In such cases, it’s important to highlight the long-term benefits and growth opportunities your company offers.

Conclusion

Making a job offer that candidates can’t refuse is both an art and a science. By avoiding common pitfalls and refining your approach, you can increase your chances of getting that much-anticipated "yes."

Ready to enhance your recruitment efforts? Our team of experts at Talentvibe are equipped to help you learn more about optimizing your hiring process for success.