This is the what happened - From Secrets Of The Job Hunt
So when asked why he changed his mind he said this: "I didn't haveenough time to think about the offer. It came too soon, too fast. I'mnot someone who rushes to judgment when it comes to my career so Icouldn't accept it while faced with a deadline."
The VP pressed him further by asking: Weneed someone who can make solid business decisions and many times youhave to make them quickly. Is this how you make all of your businessdecisions?, he asked.
"No", said my friend, "itsthe type of decision I've only had to make 4 times in my career. Iwouldn't be here if I couldn't make quick business decisions..."
What happened next is that The candidate was offered the job and the candidate accepted it.
On the other side of the fence is the Hiring Revolution who represent the recruiters who come to work every day painfully aware that time is no friend.
They say - Taken From Hiring Revolution:
1) Congratulate the candidate on simply having received an offer, and deliver the news in an excited manner.
2)Start by confirming the details of the offer which have been outlinedbeforehand – which brands will be assigned, official title, projectedstart date, etc.
3) If the salary is off, address it after outlining all the positives.
4) Look for opportunities to make up salary variances in vacation time, sign-on bonuses, and elevated titles.
5) After all details have been confirmed and questions answered, a 24 hour turnaround time is required – period.
6)Number 5 has led us recently to a new policy of not extending offers onFridays. The extra time over the weekend leads to unnecessarycomplications as friends, relatives, and neighbors weigh in on thedetails and give what amounts to bad advice.
In my opinion as a recruiter, the last thing I want or my clientexpects is that an offer generated to one of my candidates is going tobe made that is not accepted. Sure I understand that candidates turndown offers but then what the hell was I doing all that time during therecruiting process, the interviewing process, the salary negotiatingprocess and the closing process.
I completely agree that no offer should be made unless a verbalacceptance is offered. There is no need for this. Nothing should changewith respect to the offer and a candidate that is unable to accept averbal offer will probably find a great reason to turn the job downanyways.
The longer it takes for a candidate to decide, the louder the negativesbecome until there is no real good reason to take the job. It happensall of the time.
So my advice is, and this is mostly for recruiters, is to make sure youhave taken the time to explain to your candidates that your expectationis that a written offer will only be made once the candidate hasdecided they want the job and that they are prepared to accept theverbal offer that has been made. This way, once the written offer ismade, there is really nothing to think about other than what champagneto drink that evening.
I am sure there are lots of people who disagree but I am think mostcontigent recruiters will agree, and to borrow a line from the canadianheadhunter, - I approve of this post
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