Yesterday I had one of those rare vacation days where I didn't have a jam packed schedule nor did I feel compelled to occupy my time checking work email. I went for a mid-morning run, had a nice lunch with the family, finished a book that was on my nightstand far too long and binge watched Say Yes To The Dress. I love that show! One of the episodes was about big budget brides. My entire wedding didn't cost what they were willing to spend on a dress ($26,000 to $30,000) and one bride bought three at $5,000 each.
So much of the offer process boils down to money- Is it enough? Is it too much?- questions that plague job seekers and companies in order to find the right happy medium. Companies give sizable raises as a way for candidates to shut their searches down and immediately accept. While the result may be a quick acceptance the latter, shutting down their search, isn't always guaranteed.
Until a new hire starts you never have the candidate 100% locked down. In fact I'd argue you really don't have that person solidified until the 30 day mark. There are a couple triggers that can lead to a renege on an offer:
- Relocating Candidates. Candidates moving to a new area usually have a broader, more active search palate than local candidates. They become exposed to many more companies to learn the market. As a part of the learning process they are more likely to accept every interview request to make a smart decision and also to keep all options (short and long term) on the table. While it’s not an easy thing for most people do to (still interview after accepting an offer) they will if it makes sense and in many cases I've seen it create some tough decisions if a last minute interview turns into an offer.
- Active Job Seekers. If you know the person you've hired was extremely active in a job search there is a high likelihood they will receive calls after an offer has been accepted. Call it 'Murphy's Law' or say "When it rains it pours" but it happens a lot. Everything is about timing and if someone is in a six month search there’s a good chance a company they applied for will have an opening. This is where that first 30 days of employment is so important to lock down, so even if a person has started they aren't inclined to fill a lunch hour with another interview. Again, interviewing right after starting a new job isn't an easy thing for a person to do but it happens.
Companies must continue the courting process several weeks after an offer is accepted. Post-acceptance/Pre-start ideas include send flowers, go to lunch with new coworkers, invite them to a company meeting, fill out pre-employment paperwork, bring them in to set up their desk and so on. The Start date/First 30 days mark continues with the colleague lunches, get them involved in a committee, set up client/marketing visits and set a six month review plan. From the moment a person accepts a job offer you want them to feel like they are already putting on your company's uniform (maybe not a $26k wedding dress but close!) and you never want to be fooled into thinking you don't have to do these things just because they said yes.