Right after the global economic slowdown, recruitment managers could afford to take their own sweet time in making a job offer after conducting several rounds of interviews with a number of candidates. That was the time when employers truly ruled the job market and they were not wrong in believing that any reasonable offer made by them would be accepted.
Put simply, the number of jobs on offer were limited and there were many more candidates in the market with not much scope for negotiation. Over the past couple of years, however, things have changed considerably and candidates are once again in the position to negotiate with current and potential employers.
As the job market in the country changes and adapts, the battle for talent is heating up once again. Many sectors in the UAE report that hiring and, more than that, retaining talent is now a key concern for them.
In such a scenario, recruitment experts suggest that companies should focus on making the right kind of offer to candidates – something they can’t refuse. Robert Half, a reputed placement company in the UAE, has some tips for employers here, especially ones who are struggling to attract talent as their workload increases.
#1 Do not procrastinate
Those who dilly-dally a lot stand to lose and this is true in the case of recruitment. If you believe that a candidate is right for the job, make an offer immediately. If s/he is good enough there will be other companies willing to take him. So, don’t delay and extend the offer immediately as even a few days may cost you in terms of a good candidate.
#2 It’s okay to lay your cards on the table
Once you shortlist the candidate for employment, put together an attractive package that includes competitive pay, benefits and other rewards. Ensure that it is competitive enough to make her/him join you.
You cannot offer candidates the same incentives that were considered normal in, say, 2010. The house rent allowance cannot be the same after double-digit increases that we’ve been witnessing, and the same is true with education allowance. Any lapses here, and you stand to lose the brighter candidates.
#3 Continue to promote your company
Just as you discuss the financial aspects of the offer, don’t forget to tell candidates what all the company has to offer as an employer. It could be in the form of flexible work arrangements, training options, use of family recreational facilities or something that stands out in the market and adds to the appeal of the offer.
#4 Stay connected
After making an offer, remain in touch while the candidate considers it. Do not lose touch even when the offer is accepted so you can reinforce your enthusiasm about this individual potentially joining your organisation.
You can offer assistance if the candidate is new to the country. A number of good employers in the UAE help newcomers with schools and house hunting – something that can be of immense help to a family new in the country.
#5 Know what to negotiate
When you make an offer, be a bit flexible. In all probability, candidates will want to negotiate on things like salary or perks. If you are very rigid about the offer, you may lose the candidate.
But that doesn’t mean that you must tailor-make the offer as per the individual’s wishes. Determine in advance how far you’re willing to go, and stick to that.
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