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Chapter 22. Making the Hiring Decision > Making a Job Offer - Pg. 298

Making the Hiring Decision 298 A common reason candidates stall on accepting your offer is that they are considering a job with another firm or are still not sure about leaving their present job. One way to counteract this is to ask the prospect to write down all the advantages of joining the other company or staying on the present job. Then, you list all the advantages of joining your team. Be prepared to show how your job--which may pay less or have fewer benefits--is still the best bet because of how it will help the prospect meet the goals he or she has set for the future. If this person is the one you really feel will be the best for your team, it's well worth your while to make this effort. The Least You Need to Know · Because the interview plays such a critical role in the hiring process, it's a good idea to have more than one person interview candidates. · It's not necessary for every team member to conduct a full interview; just concentrate on the part of an applicant's background in which she or he has the greatest knowledge. · Former employers may be reluctant to make negative statements, either because they don't want to prevent the person from working or they fear that they might be sued. · If a former employer refuses outright to answer a question, don't push. Later, you can return to the original question, preferably using different words. · It's important that you understand the evaluations of the tests that are used by your company's HR de- partment. · Before you make a hiring decision, review the evaluations of all the people who interviewed applicants. Discuss the finalists with your team members and others who may have interviewed them. · In making a final decision, carefully compare each candidate's background with the others' and against the job specs. · In negotiating salary, offering a new person considerably more than that paid to current team members can cause serious morale problems. · In your interviews and subsequent contacts with the prospect, ask about what he or she wants from the job, and reinforce how this job will meet these desires.