5 Things Not to do at the Job Offer Stage
As sales recruiters, we hear about and see all kinds of situations where companies and candidates get far along in the interview process and at the l
As sales recruiters, we hear about and see all kinds of situations where companies and candidates get far along in the interview process and at the last minute, something happens to bring the process to a halt: the offer stage.
The reality is both companies and candidates make bad decisions at the last minute after a long courting process. As sales recruiters, we go by the job description which can sometimes be dated and when it comes to compensation, we might find extremely qualified candidates at the high end but then have our client make an offer at the low end.
Miscommunication at the offer stage can leave a bad taste in the mouth for both sides and start the relationship off on shaky ground.
Companies and sales candidates should read this list of behaviours to avoid:
What Companies Should Not Do at the Offer Stage
- Deviate from the established compensation range, and assume the candidate is desperate to join your organization. For example, if you give a salary range of $85k-$95k and then offer a good candidate $80K; especially in cases where the sales person is making $85k already. Also, only discuss an offer when you’re ready to put it in writing
- Change the variable compensation. In sales, candidates will often take a lower base salary in return for higher earning potential; don’t change their expectations by lowering their variable compensation, especially if it’s because they haven’t made that much before.
- Change vacation. For some candidates vacation days are a significant part of their decision. If they are coming from a corporate environment where there can be few opportunities to increase their amount of time off, reducing their vacation days at the last minute could make them question your commitment to them.
- Change car allowance.
- Add direct reports (this happens more than you know). Adding more responsibility to a candidate’s role, without a discussion about a change in job description and compensation.
Always remember that great candidates need incentive to move their sales career. If you want them you need to show it and not low-ball them with your offer.
What Sales People Should not do at the offer stage.
- Change your salary expectations – set them up front and don’t waver.
- Change your total compensation expectations
- Your desired number of vacation days
- Car allowance demands
If you go into the interview process before making your personal requirements clear, companies will balk when you try to negotiate at the offer stage. If a detail about the job has changed, or a fact about the role that you didn’t know about before comes up during the interviews, the best way to handle it is to tell your recruiter your concerns so that nobody is surprised at the offer stage.
Hiring a sales candidate and choosing the company you will work for is kind of like dating and quite often, the details are never discussed during the interview process.
Clearly communicating your needs and explaining your decision process is necessary for both sides to work well together.
You could miss out on a great sales person or a great sales job because things aren’t communicated clearly.
Rhys Metler
Rhys is a tenacious, top performing Senior Sales Recruiter with 15+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and daughters, BBQing on a hot summer day and tropical vacations.
