Offer management is one of the most important aspects of recruiting, but it’s something that many organizations still struggle with. If enterprises want to grow quickly, they should prioritize creating a smart recruitment plan. Hiring teams should also remember that they should not only find potential candidates, but also ensure that the candidate will accept the offer and stay with the company for an extended period of time. This is advantageous for both parties involved – the employee and organization.
Technology and Recruiting
The role of technology in human resource management is constantly evolving. In the past, technology was used mainly for record-keeping and tracking employee files. However, over the past few years, there has been a shift towards using technology to facilitate the recruiting process. There are now a number of tools that can help employers find qualified candidates, assess their skills, and make offers.
One of the biggest benefits of using technology in recruiting is that it makes the process more efficient. By automating certain tasks, such as screening applications or conducting background checks, employers can save time and resources. Additionally, online tools can help employers quickly identify the best candidates for a position. This is thanks to features such as search filters and matching algorithms that compare candidates’ skills with the requirements of the job.
Another advantage of using technology in recruiting is that it allows candidates to apply for jobs from anywhere in the world. This makes it easier for employers to find talent outside of their local area. It also gives candidates more flexibility when looking for a job, since they can apply to positions that are located anywhere.
While technology has many benefits, there are some potential risks associated with its use in recruiting. For example, if employers rely too heavily on technology to screen candidates, they may miss out on potentially great employees. Additionally, online tools can be biased against certain groups of people, such as those who don’t have access to the internet or those who are not fluent in English.
Despite these risks, most employers agree that technology plays an important role in human resource management and that it has made recruiting easier. By using the right tools, employers can save time and money while finding the best candidates for their organization.
Many people in HR assume that once they select a candidate for a job, the process is over. However, there’s much more to it than that. Sadly, a lot of offers get rejected.
Rejected job offers
The Bureau of Labor Statistics reveals that companies in the United States have a difficult time getting employees because nearly 1 in 5 job offers is rejected. For businesses, this presents a challenge when recruiting new talent. Consequently, streamlining the offer management process is key, and to do so it’s important to understand what makes a job appealing to potential candidates.
Delayed job offers
According to recent studies, approximately 10% of job offers are rejected. The primary reason behind this statistic is that organizations often drag out the offer rollout process. In fact, 39% of professionals have admitted to rejecting an offer due to another opportunity existing during the delay. Revamping your company’s recruitment strategies from a point that highlights the current hyper-competitive market climate would be beneficial and wouldn’t take top talent lightly.
Poor Compensation
The second leading explanation for being rejected is salary. 29% of rejections are caused by compensation not matching the applicants’ expectations. If you and the interviewee don’t have a discussion about pay early on, there’s a substantial probability you’ll be far apart in your expectations when an offer is eventually made. In reality, if negotiations aren’t had between both sides, it’s likely to result in a stalemate. This is also why employers need to be more transparent about compensation on their job postings— it results in less wasted time and effort.
Making offer management digital — A tiny change for a gigantic difference
Offer management is not as easy as it seems. You can’t simply share the offer and then register acceptance or rejection. There’s much more to it than that, such as redirecting to onboarding or hiring personnel when needed.
With this process done in multiple departments in multiple locations, it has become too much for most HR departments to deal with. The large companies were the first to take notice of this. A well-known example is Oracle; they have a separate offer management available right in their cloud-based, leading talent management suite.
However, if your business is still small, you can opt for simpler software. The most popular offer letter management software nowadays include Freshworks, Qandle, and Keka.
Making the transition
Any enterprise’s major goalpost is tech adoption. Start-ups that digital from the get-go probably already have a third-party platform deployed by their HR department to make core tasks simpler, built for scalability. Offer management is a focus area nearly all HR technology leaders consider while they’re sourcing talent and conducting interviews, offers, onboarding, and training — without having to leave the interface.
Best practices in offer management
A well-run offer management system is template-centric and efficient. To make sure your offer management system falls into this category, follow these seven best practices:
- There are many different offer statuses, and each has a specific timeline. For example, an offer can go from refused to rejected to revoked to negotiation to approval to extension. Stay aware of each offer’s status.
- Since timelines are subject to change, it’s crucial that you have a system that can adapt with date changes.
- If possible, always share offers via email. This way, you can keep your database more organized and streamlined as part of the application process.
- By setting access controls for responses and cancellations, you can contain errors and compliance risks while holding the correct member accountable for decisions.
- Having e-signature capability configured will help speed up the process and decrease dependency. Without this feature, paper processes may come into play—a small detail that is nonetheless critical.
- Be sure to schedule some time between when you come up with an offer and when you share it. This will give you a chance to make edits based on feedback or new information.
- By setting multiple approval levels, we can better match employees to employers, help prevent workplace disagreements, and allow for more democratic workplaces.
Final Thoughts
Offer management is a process that takes into account many different variables, and it’s crucial to get it right. By following the best practices above, you can avoid common mistakes and ensure a smooth offer-making experience for everyone involved.
