Making a Fresh Offer to a Prior Candidate – Goldmine or Landmine?

If you’re in HR or a recruiter, you’ve had offers declined. What I find absolutely enchanting about such a miserable outcome is the underlying qualities that sneak out during this downhill process. AND, what if the candidate who declined is really the best candidate for the job?!?

Sometimes the most impressive candidates can suddenly get nasty during offer negotiation. They can become arrogant and demanding in their communications, suddenly ask for $20K more than they’d originally requested, or require outrageous benefits. They can drag out their decision for weeks, leaving the company wondering why they’d made the offer in the first place. Hiring managers can be difficult too. It’s can often become an ugly game of expecting the other person to step a little past the middle, a little bit of an unequal compromise to keep the upper hand.

In those instances, it’s easy to say goodbye to a candidate and never look back. But what if a candidate handles the offer and negotiation tactfully, but in the end rejects the final offer? Many reasons for declining a job offer have nothing to do with the company or a candidate’s interest in working there. Things like:

• timing of personal events vs start date (like buying a house/vacation/wedding),
• timing of payments (like big commissions paid out after requested start date),
• work location (relocation required vs local office vs work-from-home),
• fewer benefits (like phone/office/car allowance, higher healthcare expense).

Any of these could result in a declined offer by a highly qualified candidate, just due to bad timing or temporary budget restrictions. As the search continues and you re-evaluate the pool of top candidates, do you ever go back and reconsider that earlier candidate if their original reason for declining is no longer an issue? How do candidates feel about receiving a second offer from a company?

It’s sometimes a matter of pride on both sides of the table. If there was a strong enough match between the job opportunity and that ideal candidate to make the original offer, doesn’t that initial match still exist a little while later? I had an HR manager tell me he’d ask his hiring manager, “Other than your pride, why are we not reconsidering this person?” That’s ballsy HR gold. The kind of relationship every HR Manager and Recruiter should aspire to have with hiring managers they support in their organization. Even if it’s not about pride, being able to clarify that is priceless.

Would you go back and make a second offer to a candidate, after your first offer had been declined? Why or why not? As a candidate, what would you think?

JOB: Sales Consultant – Government Accounts

Our client in the information services industry is seeking an experienced sales consultant to grow their government accounts. We are considering candidates working in the East Coast region with easy access to the DC area; position will work remotely from a home office.

Candidates must be able to show proven success in managing government accounts, both in managing existing accounts as well as finding new business. Our client will provide training on their own industry-specific products, but it’s likely that someone who is accustomed to technology sales and/or sales of technical products will be most successful in this role.

This role offers a base salary as well as commission/bonus opportunity! Our client has been in business for over 30 years and also offers standard benefits such as medical insurance, paid time-off, etc.

Other requirements:

- Bachelor’s Degree.

- 5+ years of field sales experience

- Willingness to travel. Regular, weekly travel to the DC area will be necessary. Limited travel to other areas.

Are you a good match for this job? Send me an email to tell me why and be sure to attach a resume!

JOB: Account Director (Columbus, OH)

We are excited to announce an immediate need for an Account Director! Our client specializes in providing a range of medical billing services and is headquartered in Columbus, OH.  This is a new role, created as a result of their rapid growth. Ideal candidates for our client will need to be ready for an incredibly fast pace!

The Client Relations Manager is responsible for developing and executing a client relations strategy under the leadership of the CEO. This will be achieved by coordinating best practices, enhancing customer satisfaction and retention, as well as building successful business partnerships with key customers. Regular analysis of performance measures and business metrics to continue growth is necessary. Manage, mentor and develop the existing client management staff and be a primary contact for client problem resolution for the staff and CEO.

Ideal candidates will have extensive experience in consulting/client services; management experience. Presence is key! Must be able to interact comfortably with individuals at the C-level; able to travel if needed. (Extensive travel is not expected.) Prior management experience preferred. Prior experience in a Big 4 or similar consulting company and/or client management background is ideal. Additionally, financial experience is necessary – a CPA or Bachelor’s Degree in Finance/Accounting is ideal.

Are you a good match for this job? Send me an email to tell me why and be sure to attach a resume!