The offer stage of a recruitment campaign is often underestimated, but it’s one of the most critical points in the process. You’ve invested time and energy into finding the right candidate, and now it comes down to whether they say “yes.” This stage can be the true make-or-break moment.
We’ve seen every kind of outcome over the years: candidates who accept instantly, others who agonise over competing offers, and those who decide to stay put when their current employer suddenly offers more money. Here are the keys to success and how to avoid the common pitfalls that can derail an offer.
Counter-offers are common
When someone resigns, their current employer has every incentive to keep them. For a valued employee, it’s usually easier and cheaper to make a counteroffer than to recruit from scratch. That’s why we ask candidates early on what they’d do if their employer tried to persuade them to stay.
Money might get their attention, but most counter-offers are about promises, future promotions, more flexible hours, or a renewed focus on career development. If your candidate is genuinely excited about your role and sees a future with your business, they’re less likely to be swayed. Sell the opportunity well at the interview, keep communication warm and consistent, and move quickly when you’re ready to make an offer.
Salary mismatches derail momentum
Too often, salary isn’t discussed until the offer is on the table. That’s a recipe for disappointment. Candidates today are well-informed: salary surveys, job ads, and online forums give them a clear sense of what they’re worth.
As recruiters, we bridge this gap by checking expectations early and flagging potential misalignments before they become a problem. If you’re handling the process yourself, make sure salary conversations happen upfront. If you’ve found the right person and the numbers are close, don’t lose them over a small gap. Remember: being offered below market value can feel insulting, and it’s hard to rebuild enthusiasm once that happens.
Competing offers are common
No matter the market, top candidates rarely have just one option. Even those who weren’t actively looking, the so-called “passive candidates”, often end up with multiple offers once they dip a toe in the water. This makes speed and communication critical.
Be upfront and ask what other opportunities they’re considering. Most candidates will be honest. That information helps you decide whether to sharpen your offer, move faster, or keep the search open in case they go elsewhere. If you’re excited about them, show it. Enthusiasm counts for a lot in any market.
Delays send the wrong message
Move as quickly as you can. A drawn-out process, for example, slow interviews, delayed feedback, or waiting weeks for a contract, sends a clear signal to candidates: this role isn’t a priority. Active job seekers may put up with some waiting, but passive candidates often decide it’s easier to stay put.
To avoid this, line up interview slots in advance, have decision-makers ready to act, and prepare job descriptions and employment agreements early. A swift, organised process not only keeps the candidate engaged, but it also reflects positively on your company culture.
The “fit” factor matters most
While salary and benefits are important, most candidates tell us that what really clinches the deal is whether they can see themselves in the team and in the business long term. Do they feel welcomed? Can they picture working for the hiring manager? Are they excited about what’s ahead?
That’s why a personal touch at the offer stage, such as a phone call from the manager, a genuine expression of enthusiasm, or even a quick coffee before signing, can make all the difference. It turns a formal process into a relationship, and that’s often what tips the balance.
Final thoughts
Getting an offer accepted isn’t about luck – it’s about preparation, clarity, and connection. The keys to success are simple: move quickly, communicate openly, and make the opportunity compelling. Whether your candidate is actively job hunting or simply testing the waters, handling the offer stage well ensures your recruitment effort ends with the right outcome – a great hire who genuinely wants to join your business.
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How to Run a Successful Interview – The art of asking the right questions.
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