Ask These Questions Before Extending An Employment Offer And Closing The Deal

Although the actual questioning process is critical, the most important part of the hiring dance is the finish-line negotiation. Too many managers mistakenly make offers without qualifying whether candidates are leveraging those offers back at their current companies for pricey counteroffers, or whether they are just holding out for a better offer. Managers fail to ask if other offers are on the table from competitor organizations and to qualify those offers before jumping headlong into the negotiations. No offers should be extended until after you have taken the candidate through the following five-question "offer drill." The first question is a "pre-closer" that occurs during the interview itself.

Question 1

"What would be the next logical move in your career progression if you stayed with your current employer? How long would it take to get to that next step?"

Question 2

"What has changed since the last time we spoke?"

Question 3

"If we were to make you an offer today, when would you be in a position to accept it or reject it?"

Question 4

"If we were to make you an offer, tell me when you would be able to start. How much notice would you need to give your present employer?"

Question 5

"At what salary level would you accept our job offer, and at what level would you reject it?"

These five questions will help you retain control of the negotiation. As an employer, you would not expect a candidate to accept an offer without all the information necessary to come to an informed career decision. Expect no less for yourself-for a candidate's behavior during the actual "offer drill" may strengthen your commitment to bring that individual aboard, or cast doubt on his suitability.

Source: Paul Falcone, HR Magazine, February 2000

Defend Yourself Against Counteroffers


In most cases, your top candidate is already working for someone else. But you want the candidate, so you offer some extras that you hope will ensure he or she will take the job.

If you want to land the candidate, don't forget this important point: Prepare him or her to deal with a counteroffer from the current employer.

To do that you need to walk candidates through their reasons for wanting to change employers. Possible questions:

Do you feel unappreciated?

Does your boss take the credit for your work?

Is the organization stagnant or on a downward path?

The point: Help top candidates remember why they want to leave their current employers in the first place. Then keep your fingers crossed.

Source: -Adapted from Canadian Business, Canadian Business Media Ltd.

Warning: Probe Before You Counteroffer

When a key employee tells you that he or she has taken a new job, resist the temptation to immediately offer more money. Before you make a counteroffer, ask the employee why he or she is leaving. The answer may be unrelated to money, and more along the lines of boredom, personal stress, or conflict with a coworker. Find out whether the employee would stay if you fixed the problem. You may be able to retain your employee and increase his or her loyalty without spending a lot of money.

Source: -Adapted from Manager Edge newsletter