Phase 7: Offer Management

The LBA Hiring Management System provides communications templates so that you can plan your new hire interactions before they start. Once you’ve identified who you want to hire the next step is to negotiate and agree an offer acceptable to both parties. The parameters of the offer should have been discussed, usually in the initial conversation with the candidate, so there should be no surprises but do expect to negotiate. Having made a verbal offer, the paperwork must follow as soon as possible. Understanding your internal process and anticipated timescales is vital, as is accurately communicating this to your new employee. The hiring manager should take the initiative here and drive the internal process forward to ensure that expectations are met.

Keep talking

Many organisations have good intentions and procedures in place to maintain regular contact with the new hire before they start. With top-performing talent, notice periods are often 3 months plus. But, despite best intentions, communication with the new recruit is often sporadic and impersonal. The hiring manager needs to take ownership here and draw up a communications plan. It’s not enough to send a few brochures and ask your new employee to your next team social event. You need to schedule regular telephone calls and face-to-face meetings as appropriate. Try to share as much information as you can and discuss the work to be done, plus any new thoughts that you have about the challenges ahead. And, as far as possible, treat the new recruit as if they had already started.