What’s at the top of the personal decision hierarchy for a candidate looking at your job offer?
Don’t know. It’s different for everyone. Some people respond to pay. Others respond to flexibility. And still others respond to benefits. In the past I was surprised when the differentiator for a candidate was location. That feels a little dated now.
The point is that we don’t know what element of our total offer is catching our candidates’ attention. Our culture, our pay, our benefits, the project mix, the flexibility, the management, the coworkers, the…location…
Only they know what’s at the top of their personal decision hierarchy at this point in their lives. So, couldn’t we just ask them? Like, before we spend a bunch of time consulting our crystal ball and drafting an offer.
Scene: End of interview.
Location: Virtual
The boss lady asks: “I am going to make you an offer tonight and I would love to know, what elements of this offer would make it the best for you at this point in your life?”
Is it concerning? Is your HR antennae picking up the fear static? Sounds like I am asking you to one-off these things. I AM! There is no more one size fits all. Now, it’s one size fits one.
Write a real offer. Don’t barf up the template complete with the last candidate’s name accidentally in the file name. Check mate on dumb especially when getting great candidates to even show up is so difficult.
It’s different now. Maybe we should do it differently.
