Offer letter: 9 templates to lower your bounce rate

2 min read
May 20, 2022 4:08:44 PM

Finding the right person for a vacancy in a selection process requires dedication and time. After finding this person, it is necessary to be able to “sell” the vacancy to them. But still, there is one more crucial step to the success of a selection process: sending an offer letter.

As much as the expectations of the company and candidate were already being aligned at the interview stage, it is not uncommon for a person to reject an offer after having gone through all the stages of a selection. If professionals are dropping their processes right at this stage and rejecting your offers, it's time to re-evaluate your methods and approach when closing a position.

To help you with this issue, we have separated material with some tips on how to correct these routine errors + 9 templates to reduce the risk of your company being rejected at the time of hiring.


Calculate your bounce rate

First of all, it is necessary to calculate the number of accepted offers/refused offers. This analysis will help you scale the data and get a broader perspective on where your problem is when it comes to closing a job.

Also assess whether the high number of rejected offers is a new or recurring situation. If you can pinpoint the exact moment when the problem started, you can determine the cause and consequently seek a solution.


3 common mistakes in the offer letter

Not keeping in touch with those who are participating in the process

It is important that there is a culture of constant feedback and follow-ups. Not communicating clearly and objectively can also influence candidates' decisions when choosing the best career opportunity. Communicating regularly with candidates, in addition to being a sign of respect and consideration for those who have dedicated themselves to your processes, can be a great differentiator for your employer brand.

Salary and Perks

From the beginning of the selection process, be transparent about compensation and benefits, especially if you have a budget limit to hire.

If someone wants more of what you're offering, you should consider the benefits that person can bring to the company. In many cases, giving up a lower salary for a more qualified person can have long-term benefits.

Not being open to possible salary negotiation

If someone wants to negotiate after receiving a job offer, listen and understand the points raised and raise the issue with the rest of the team. There may be a valid point, and the order can be easily adapted.

Do you ever feel like you're swimming against the current when it comes to negotiating job offers and are having a hard time attracting talent?

Schedule a chat with 99Hunters right now and learn how to increase your company's attractiveness and have the support of the best market practices working in synergy with a team of recruitment specialists.

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