Being a Market Leader – Offer Letter

Being a Market Leader – Offer Letter
Article contributed by Jon Russell
Written on 07 March 2016

It’s Friday, we get the call that they are proceeding to offer stages and are drawing up the contract. Two hours later, we receive the Letter of Offer and Contract and immediately forward it to the candidate. Deal completed. We knew we had matched all expectations and we were partnered with an ASX listed business.  This offer would be difficult to turn down.  We were aware that the candidate was interviewing with other businesses, but the other options were not as large or offered as many potential career options. 

Within minutes, we get a call.   “Is this it?” (pause) “What do you mean?” 

“I was just expecting more” 

It wasn’t the salary or location or holiday, the problem came down to the actual Letter of Offer.    

That same morning, they had received an offer from one of the other businesses that were interviewing with, and they had a matching offer.  They forwarded along the offer from the other business. 

The e-mail was direct from the CFO, and gave feedback about the interview process, feedback from the other interviewers, and how they envisioned his path with the business.   It had a standard offer letter and a fairly similar contract, but they had included three other documents.   

The first attachment was the Corporate Social Responsibility.   It’s a basic document, but it included their mission statement, values and goals.  

The second document was a business brochure.  It contained a map of the local area with information on coffee shops and lunch locations within the area.   It had photos of the team enjoying social drinks after work.  The last page was about activities and clubs that the team were a part of. 

The last attachment sealed the deal.   It was a photo of their new desk. It was like they already worked there.  

They knew the people, they knew their business, and they knew their environment.  They were sold, I was sold. 

The search for good talent is extremely competitive.   All the components in the recruitment process are important.   In this scenario, we lost out on a great applicant at the last minute with a well-respected business because we had not welcomed them to the business as well as another company.   

In most cases, the recruitment process is more black and white. The decisions are fairly easy to assess, but we should always be prepared that someone may be doing it better.   Listening to the market, reviewing recruitment trends and researching to keep on the front edge will separate businesses from obtaining the best talent and re-recruiting a position.

Walker Andersen - It's all about time