Here are a few questions to ask your candidate before making an offer
Salary expectations:
Discuss the candidate's salary expectations and make sure they are in line with the company's possibilities. Explain the salary range proposed for the position, while revalidating the minimum expectations in terms of fixed salary as well as the essentials of the expected package, such as fringe benefits, bonuses, allowances, etc.
Salary flexibility:
If there is a gap between the candidate's salary expectations and the offer, explore his/her flexibility and willingness to negotiate. Inform them of possible alternatives, such as additional benefits or medium-term salary development opportunities.
Expected benefits:
Identify the benefits the candidate values, such as fringe benefits, pension plans, insurance, paid time off, etc. Be sure to clarify the benefits offered by the company.
Other current processes:
Ask if the candidate is involved in other recruitment processes and what their status is. This will enable you to better understand their situation and adjust your communication deadlines.
Willingness to accept an offer:
Check whether the candidate is really willing to accept an offer if presented with one. This will help you avoid wasting time making an offer that could be rejected.
Current notice period:
Find out from your candidate's current employer how much notice he or she has to give. This will help you to plan the right moment to make the offer, and to take into account the candidate's departure date.
Working conditions:
Discuss specific working conditions, such as working hours, flexibility, possible travel, the possibility of telecommuting, etc. Make sure the candidate is comfortable with these aspects.
Career progression expectations:
Explore the candidate's expectations in terms of career development and growth opportunities within the company. Discuss development prospects and promotion opportunities.
Cultural compatibility:
Assess whether the candidate is in tune with the company's culture, and whether his or her values and working style match those of the existing team. Make sure he or she will feel at home in this environment.
Positive aspects of the new company:
Revalidate the positive aspects of the new company that were identified during the interview process. Remind the candidate of attractive aspects such as the corporate culture, growth opportunities, work environment, company mission, etc. This will reinforce his/her interest and motivation for the offer. This will reinforce their interest and motivation for the position.
Job search reasons:
Revalidate the reasons that led the candidate to look for a new job. Discuss the factors that led to the decision to leave the current position, such as lack of career development prospects, an unstimulating work environment, unfulfilled professional goals, etc. Make sure these issues are taken into account in the proposed offer. Make sure that these issues are taken into account in the proposed offer.
Questions and clarifications:
Give the candidate the opportunity to ask questions or seek clarification on the offer, working conditions or any other aspect related to the position. Answer their questions transparently.
Reflection period:
If the candidate needs time to think, set a deadline for their response and make sure they have all the information they need to make their decision.
Doubts or negative response :
Encourage the candidate to contact you BEFORE CONTACTING THE CUSTOMER, if they have any doubts or intend to decline the offer. Give yourself the chance to defend the proposal.