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HR114 - Making Individualized Job Offers

Results Statement: To assure candidates are enthusiastic about accepting a job with us AND even
more enthusiastic about the opportunity for raises and promotions in the near
future, based on performance.

To assure candidates give an authentic “Yes” when accepting a job within 24
hours of the offer. The start date can come later, but the must accept within 24
hours.

Call them First: Call (don’t email) the applicant to let them know they got the job!
Tell the applicant the Executive Director will call them to schedule an
Appointment to discuss the offer in person.

Executive Directors:
Ask them to set up an appointment to PERSONALLY discuss the offer and
benefits. DO NOT send them the offer letter via e-mail. This should
accomplish two things:

 It will weed-out those people that are not enthusiastic about the job, or
may not show up for their first day.
 It will give us a chance to discuss the entire PACKAGE of all benefits, raise in
90 days, and opportunities for promotion. It helps the applicant deciding
yes or no based on more than just the starting pay.

Offer the LOWER end of the pay range. We can always give them a raise or
promotion after 3 or 6 months. It is impossible to go DOWN on pay. Ideally,
they will do a great job and you will give them a raise after 90 days or earlier. If
you started them too high, you can’t. This does not feel good for either party.

Explain the basis for the pay and how you can get them into the PROPER pay
range after you have had a chance to see them in action. They can then prove
they are worth the high end of the range for that position. We pay based on the
RESULTS of the job, NOT on the years of experience, resume, etc. The new
employees will have to have a level of TRUST IN US that we WILL pay them what
they are worth in that position. Just mentioning that we are not paying them a
lower amount to “string them along” is unethical and unfair. We will not do
that!

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