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How To Make A Job Offer In 2024

how to accept a job offer

The job market is continually evolving so it’s crucial for both employers and potential job candidates to stay up to date with accepted practices. If you’re looking to hire new talent for your business this year, it’s important to understand what it is that candidates are looking for when considering a new position so you know how to craft your job offers accordingly.

It requires a joint contribution from both employers and employees to create a successful hire. Both sides can mutually benefit by understanding how to make an attractive offer and how to evaluate the most opportunistic offers available to them.

Read on to understand how to make a job offer in 2024.

What’s Different in 2024?

What does the job market look like in 2024? It’s drastically different from the pre-COVID era as methods that were once commonplace, like traditional face-to-face interviews and casual networking have been replaced with online screenings and remote connections.

  • Both candidates and employees are expecting flexibility in when, where and how job selection will take place. Candidates tend to value flexibility in their employers and are moving away from the traditional 9-5 in-office approach, whilst also valuing job security.
  • These preferences aren’t going unnoticed by companies who are providing more opportunities for hybrid work, telecommunication and even freelancing, basically focussing more on the outcome of work than the typical hours worked.
  • Soft skills like communication, social and emotional intelligence as well as team work ability is also being emphasised by hiring teams alongside the technical certifications required for the role on offer. If candidates can demonstrate they possess excellent interpersonal skills, they will do well in a flexible work environment that requires far more communication than ever before.

The pandemic has definitely had a significant impact on current hiring trends so it’s important to prioritise what today’s candidates are seeking in terms of job offers to ensure that you attract the best talent for your business.

What Do Employers Need to Consider?

Market competition 

There’s a shortage of workers in almost every sector which means hiring teams need to work extra hard to cut through the competition and come across as ‘the’ place to work. To do this, companies need to reconsider and be ready to adjust their recruitment approach from start to finish. From the websites they use to advertise, how they conduct interviews, and the company image that they want to project.

The next generation’s skillset & expectations

Today’s younger generation has grown up with digital media and technology. They expect to join tech savvy organisations that haven’t been left behind in the dark ages! To attract these kinds of people, consider creating a comprehensive career focused website which puts out new opportunities can be a good step. It should be professional, easy-to-navigate with filters to narrow down relevant information to potential candidates.

Efficient recruitment processes 

Candidates aren’t likely to hand around waiting for you to deliberate over weeks or months at a time. It pays therefore to invest in HR processes and recruitment flow that can be automated as much as possible by using sophisticated Applicant Tracking System (ATS).

A sophisticated Applicant Tracking System (ATS) can automate many manual HR processes and help streamline the recruitment workflow. With an ATS, you will be able to easily search your pool of candidates for keywords or criteria that are important to you. You are also able to schedule interviews, update current vacancies and keep relevant people in the loop when it comes to new hires.

New ways of working

Everyone these days seeks flexibility in their work and it’s been proven to be one of the biggest draws when applicants are considering new company work environments. Employers should keep this in mind and offer hybrid and remote work opportunities in their jobs where possible to boost application numbers whilst future-proofing your workplace.

Feedback is important

It’s good practice to seek feedback from candidates throughout the process, especially from those the good ones who turn down a job offer that you’ve made. It might be a new concept but it can prove to be extremely valuable for the company to further improve their recruitment process and identify what candidates found lacking in the company’s offers.

Competitive pay packages 

Lastly, but quite importantly, employers need to make attractive and competitive compensation offers. The cost of living in the area should be considered and so should additional employee benefits such as health insurance, gym memberships, childcare support and pension contributions above the standard rate. These things can make or break a job applicant’s decision on which company they choose to work for.

Try to think out of the box when making job offers in 2023. Be aware of current industry trends and use technological solutions to your benefit to streamline effective talent pathways.

How to Make a Job Offer

The most important factor when making a successful job offer in 2023 is communication. Clear expectations should be set out from both the employer and candidate, to enable a successful outcome to be reached.

Initially, an attractive job description must be outlined regarding what’s expected from the role. Include enough information so that candidates have a realistic expectation of what’s involved. There is nothing worse than leaving out key information that could prove to be a deal breaker for most people – such as the working hours / place of work or salary.

Once you have identified a suitable candidate, it is time to present the job offer.

You should:

  • Act quickly – It should be noted that candidates apply to multiple openings and employers need to act quickly once they find the right talent.
  • Make a phone or video call –A phone call or video call can be a great way to make a job offer. It allows you to know that your offer has reached the right person and avoids postal delays that you may experience with letters. It also gives the candidate the opportunity to have any questions they have answered straight away by the hiring manager.
  • Be enthusiastic – By letting the candidate feel welcome and showing your enthusiasm to have them join your team, you’re more likely to sway them to join you if they were at all on the fence after the interview.
  • Tell them why – Let a candidate know why they seem a good fit for your vacancy and the specific points you liked about them and their interview.
  • Outline the details – Details about the package that you’re offering should be shared including the salary, how they will be paid, and how much leave is included.
  • Ask for feedback – Always have an open mind and ask for feedback from candidates themselves. They may be able to help you improve the hiring process for your next job opening.
  • Send an offer letter – Regardless of whether you make the offer in person or by phone call, you should always follow up immediately with a detailed offer letter on paper. This will outline the job and everything they need to know in more detail. Send this via email and a hard copy in the post to ensure they have everything they need to accept.

What do Potential Employees Need to Consider?

Job seekers need to reflect on what’s important to them before starting to look for a new job. What matters more- flexible hours, career progression or a good work-life balance? Is salary an important factor or can you consider taking a lower wage for a more interesting role?

When looking at job opportunities, consider the company and its culture. Does it offer training initiatives and incentives that will help you progress? What does the team look like? Are there any benefits that would be of value to you?

If the environment that you’re working in is a deal breaker for you, consider a prospective company’s culture and environment to ensure that it’s a good fit for your preferences.

If looking for entry level roles, check if the company offers training or incentives like education credits that can help you progress.

Lastly, you should reflect on whether a particular job fulfils your long term goals and career objectives. Once you’re aware of that, you’ll be able to make a rational decision whether a company is right for you and if their offer resonates with your requirements.

Factors Candidates Need To Consider Before Accepting a Job

It’s important that employers are aware of the things that candidates will be considering as part of any job offer made. This includes:

  • Compensation – evaluating potential salaries and comparing them with similar roles, along with the cost of living in the area
  • Benefits – they need to know what if any additional benefits the job offers and weigh this up against their financial and self-development goals
  • Negotiate – if there’s something they are not quite happy with, try to gauge if there’s any room to make adjustments
  • Career opportunities – assessing the potential for growth and development within the company
  • Location – the type of lifestyle they can have in the area, such as schools, public transport and recreational activities.
  • Company culture – the organisation’s values and expectations to ensure it is a good fit for them. They are likely to use review websites such as GlassDoor to make sure that you’re a reputable company and to find out what current or former employees say about working there
  • Job security – they will need to know if the role is permanent and how secure the company is. Be open and honest about the position of the company and its policies on job security and redundancy if applicable
  • Work-life balance – if it is important to many they can get a healthy balance between their personal and professional life. Let them know how flexible the role is and if they will be able to work from home

Once a candidate has considered all these factors, they will be able to let you know if they want to accept your job offer or not.

Workplace Trends to Look Out For in 2023

The workplace landscape has shifted dramatically in the past year and there are certain trends that will continue to shape the industry in 2023.

Remote Work

Remote work is a desirable feature that everyone looking for a job looks out for these days. Advances in technology have led to widespread adoption of remote work for many companies and the trend is likely to continue. It has several advantages like increased productivity, lower overhead costs and a more diverse workforce.

Flexible Hours

Flexible hours are becoming a norm with candidates looking to get away from the traditional 9-5 workday. Employees can manage their time better and they can have a more balanced work and personal life. Flexible working hours allow workers to manage their time better, whether they’re early birds or night owls and help them work at their own pace.

Workplace Diversity

Inclusivity and diversity are some of the highly valuable features candidates look for in potential companies. For companies it could mean hiring more for underrepresented groups or taking initiatives to make their workplace feel more welcoming and accessible for people from all walks of life.

Inclusive Language

Communication based inclusivity is also being noted down by companies and widely applied. Emails and job descriptions are being written without a gender bias or discrimination and this in fact compliments the workplace diversity at a company. It ensures that people applying for a job feel comfortable, in return having more candidate options.

Job Automation

With advancement in technology, mundane processes and even complex tasks are being automated to reduce costs and streamline operations. Employees can prioritise more important tasks in this way with the freed up time. It’s actually beneficial for the younger workforce who’ll be probably put off by unimaginative and arduous tasks.

Learning and Development

Learning and development is being prioritised by companies and they’re investing in the employees’ futures and career goals to keep them up-to-date and competitive. This is being done by offering training courses, mentorship programs or providing educational credits.

Freelance and Project-Based Work

Many companies nowadays are looking for temporary employees relevant and suitable to work on one-off projects rather than hiring someone to work fulltime. This is where freelancers and contractual/project-based employees come in. Employees also get more flexibility in choosing which work suits them and helps their career goals.

People Oriented Branding

Apart from providing competitive salaries and benefits to the employees, companies are being more people-oriented in their organisational culture. Staff is made to feel appreciated and valued through perks, activities, wellbeing initiatives and more.

Aim to Upskill

Current professional landscape is competitive and companies need to work on retaining their employees long term and focussing on upward mobility for them. They can build a strong, knowledgeable and loyal team with experience in the company’s ecosystem. Employees should be given opportunities to upskill via training programs or support to pursue further education or management positions. It also makes for an attractive feature for candidates who’re ambitious and eager to learn.

Salary Transparency

It is a good, and valid, approach to be upfront about the salary when advertising a new role so that potential candidates know what to expect and don’t waste their time on offers which don’t line up with their expectations.

Moreover, many companies are being transparent about salaries within their organisation and staff can easily access this information to ensure they’re being paid fairly. Both of these scenarios foster trust and equality within the workplace.

By understanding these trends, employers and potential employees can ensure they are well-prepared for the future of work.

Final Thoughts

Companies should strive to adapt according to the rapidly changing landscape of the workplace in the post-pandemic era. The trends outlined in this article should help you to see the steps that you can take to ensure your company remains an appealing place to work in 2023 and beyond.

Keeping your finger on the pulse and continually adapting to the changing expectations of the workforce will ensure that you stay competitive and have access to a wider pool of talent. It is also likely to lead to a higher retention rate of workers once hired.

Modifying your job offers can make a huge difference to the employment success that you have this year. There are always plenty of good quality candidates available for the right company. To get them working with you, ensure that you know how to find, hire and retain them to ensure that your business is moving in the right direction against its employment goals.



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