How to Make a Job Offer (Part 2 of 2)

I love delay. I have hired some great

I love delay.
I have hired some great people because the other company delayed making the offer.

Alsam- BRILLIANT. Well

Alsam-

BRILLIANT. Well said.

Mark

Great cast, as always. I have found

Great cast, as always. I have found that many recruiters prefer to "broker" the offer as intermediaries. Of course, I won't do that, but I was wondering if anyone out there had some suggestions on how to best set expectations with the recruiters to ensure their enthusiastic support for this process.

Great cast and such a great process.

Great cast and such a great process. Currently in the process of looking around for a new role and I do hope my future manager follows your process. To start with that level of enthusiasm would be superb.

I wondered if Mark and Mike could explain how the process should be altered if a recruitment agent is involved? As a candidate I've mainly been introduced by agents and always had the agent offer me the job.

Keep up the excellent work. I'm loosing track of how many people I have recommended this cast to.

We have a cast on

We have a cast on that.

Mark

Idea for premium cast: If you receive

Idea for premium cast: If you receive an offer, how can you leverage the offer into higher compensation. For those of us who are avid listeners, can you provide any short insight or tips?

Blueman- We're not generally big

Blueman-

We're not generally big fans of that. We touch on asking for more, but frankly, most candidates mistakenly believe they are negotiating, when mostly what they're doing is burning goodwill.

Mark

How do you ask for more without burning

How do you ask for more without burning goodwill? I thought if you have an offer for a sales or bus dev position, you should show your "negociating prowess" by digging in hard for more comp. I'm looking forward to your response Mark because I am on the cusp of an offer and I don't want to blow it.

Hi Guys Loved the cast, but was

Hi Guys

Loved the cast, but was wondering about the flip side of an offer - giving a rejection. Most managers I know hand this off to HR (for obvious reasons), and was wondering your quick thoughts on this. Should managers personally call and disappoint the people they've interviewed?

And if you think HR should handle the "no" department - isn't unfair to ask HR to only do your dirty work and none of the "good stuff".

Thanks
Mark

Mark, Mike- I am in the final

Mark, Mike-

I am in the final process of hiring 2 persons (one sales rep and one admin). Here comes the time of making the offer. One is asking more than what we have budgeted.
My intention is to offer what I had budgeted. I think he will try to get more. Or try to bargain for a wage in between.
I would not move my position for the "starting wage", but I may promise he will reach the wage he is asking for over a period if he meets his targets

What is your advice on that ?

Regards,
Cédric.

Mike & Mark, I had goosebumps

Mike & Mark,

I had goosebumps listening to your hypothetical "Offer".

In your scenario you were hiring very high calibre competant people.

How would the process change if you were hiring low wage earners to do mundane tasks. I would still like to offer them a great environment & job conditions, flexible work hours, unlimited unpaid time off.

Would the way I approach this be different however if they were coming on board to do e.g. basic, routine data entry?

Cheers

Anise from BrisVegas

Blueman- We don't recommend it

Blueman-

We don't recommend it generally. Frankly, most folks aren't deft enough to get more money without burning goodwill. And, since we belive management is an ethical and professional endeavor built on relationships and effectiveness, both of which are ENORMOUSLY dependent upon goodwill, we tread lightly on trading goodwill - which gives leverage - for cash.

In our soon to be released set of casts on interviewing (they will be for sale - 15 casts for $100 - $150), we touch on this briefly.

Sorry we won't be able to help any faster.

Mark

Canuck- It's a cast in the queue.

Canuck-

It's a cast in the queue. HR NEVER does this. The manager does.

Mark

Cedric- Based on what you have

Cedric-

Based on what you have described, it sounds fine. I would probably not promise, but discuss the proposition you have outlined here.

Mark

Mark- You are talking about a "queue

Mark-

You are talking about a "queue of future podcasts" ... I did not know such a thing existed.

It gives me a silly idea : why don't you publish it on the Forum and let us vote so you have the most "popular" podcasts done first ?

Cédric.

Anise- Same way. Sell what you have

Anise-

Same way. Sell what you have to those whom you believe you have a shot at hiring. It might be as simple as, "the offer is for X. We don't have great benefits, but we treat everyone well here, and the main reason you ought to come work here is I will be your boss. I care about my people, and the sooner we get to know one another, the more flexibility we will have in many areas."

Or something like that.

Sell what you can.

Mark

Cedric- There are many

Cedric-

There are many reasons.

First, this is not a democracy nor a wiki. We have come to realize that not all voices here are equal. Whether I like it or not, my opinion carries more weight than others.

Second, we get so many CONFLICTING requests that the moment we choose from OTHERS' opinions, we shift the blame to either our process (one more thing to worry about, to say nothing of creating, when every minute here is precious) or our member base. Gaming the system WOULD occur. Right now, I don't believe there is anything causing our members to be at odds with one another about. We like that.

Third, we have clients with whom we have relationships who would prefer not to hear about topics on which I am coaching them WHEN I AM COACHING THEM.

Finally, we want the flexibility. This is far more time consuming than anyone realizes - it is Saturday, and I do tend to answer every post - and it is costing us hundreds of thousands of dollars. Read that part again.

Mark

Mark- I understand (I think I

Mark-

I understand (I think I realise it is time consuming).

I also think you and Mike must be the one who control over your "line" (I am not sure about translation).

A magazine doesn't write their articles based on votes from readers.
A company doesn't build its strategy on a customer vote (or worst, employee's).
...

If they did so, they would loose their innovation capacity, and what makes them them stand out of the crowd !

Cédric.

Mark- Okay, I read the last part

Mark-

Okay, I read the last part again.

I want to really thank you for what you are doing. I hope you do get a "reward" from what you are doing. I hope seeing our growing comunity gives you a sense of accomplishment that is even better than money !

I also realise that it is so time consuming ... Is there any way you could get help from the MT comunity in order to get some work done ? I am thinking about Podcast transcript, for example... I am sure two or three of the members would agree on helping with that ?

Cédric.

This cast in combination with the Raise

This cast in combination with the Raise the Bar High make a powerful pair.

We had interviewed 5 candidates, and number five was slightly better than the previous four. Candidate number two, our previous best, informed us they had accepted another position. A little panic and worry set in and folks started leaning in with candidate 5, yet there were red flags. I talked about the "false positive." I got the manager to hold out. Candidate 6 showed up, gave us no reason to say no, and everyone loved him.

Ah, but there were more hoops people wanted him to jump through. With your cast I was armed for why we should make an offer today. Then they wanted to make an offer at 40% of the salary range. Again, armed with info from your cast, I pitched for a 100% + enthusiasm. I also recommend he try to close at the same time. (It was Friday.)

The offer was accepted and our whole organization will benefit.

I take my hat off to you guys. Priceless (and timely) advice.

Greg

Greg- Congrats! Glad you're using

Greg-

Congrats! Glad you're using our work to your benefit.

Mark

Mark & Mike, Perfect timing for me on

Mark & Mike,
Perfect timing for me on this cast. I made an offer to our new office manager, following your guidelines, and it worked great! She was excited and so was I.

One lesson learned. ---->

I talked to her, on her cell phone (I called from a land line). After the first 45 seconds, after I said "I'm making you an offer..." The connection started sounding funny. When she came back I had to ask her "what did you miss?" Luckily, she heard the whole thing. She was just excitied and her cell phone was great after that. ALWAYS beware the cell phone.

Cheers, George