Intro:
Before you begin
Step 1:
Assess your needs
Step 2:
Write a job description
Step 3:
Advertise the position
Step 4:
Review the applications
Step 5:
Develop interview questions
Step 6:
Interview candidates
Step 7:
Narrow your choices
Step 8:
Check references
Step 9:
Make your offer

2torial #0411 - Step 9:
Learn2 Hire Employees (Continued)

Make your offer

If your top choice checks out, you have your possible hire (it ain't over yet--the candidate still has to accept). If your choice doesn't check out, and if you have misgivings over the conflicting information, move on to the candidate next in line. When you find your candidate, it's usually a good idea to make the offer over the phone--the person is likely to come to a decision much faster than if you send one by mail. When you do make the offer, remember these guidelines:

• Restate the position for the record, to be sure there's no confusion.

• If the starting salary is firm, restate that as well. If the candidate wants to negotiate, tell him or her you can't compromise.

• If the salary is negotiable, you need to know how high a figure you can afford before you make your offer. Businesses typically start with their lowest offer, just be sure it's a reasonable amount given the candidate's experience. If the candidate wants more and the figure is acceptable, move on to the other details. But if the figure is too high, you can either state this and hope the person will go down, or try a counteroffer, in which you give a new figure and/or added benefits. If the candidate still doesn't accept, you need to decide if the person is worth it, or if you should move on to the next candidate in line.

• Give the person some time to consider the offer (end of day, overnight, etc.)

• Once the salary and benefits are accepted, agree on a start date and make an appointment to get the contract in writing (usually the first day on the job will do). At this meeting you'll also go over any other necessary paperwork, usually given in a prepared packet.

• Call or mail the candidates who didn't make the cut. You don't have to explain why these others weren't chosen. Simply tell them you went with someone else who you felt was the best fit.

And hopefully, that's what you'll have--an employee who you know is the best fit for the position, the business, and you.

-end-