If I find you the perfect candidate could you make an offer tomorrow?

If I find you the perfect candidate could you make an offer tomorrow?

Published 8th June 2017 by Daniel Arden


If I find you the perfect candidate could you make an offer tomorrow?

It is a question that helps me establish very quickly whether the employer is really ready to recruit a new team member. I learnt this strategy from Greg Savage after being lucky enough to hear him present in Brisbane recently. Being new to recruitment it was great to learn effective strategies from one of the very best in the industry, and it is these tools that I now take to every client meeting when discussing potential recruitment.

Recruitment isn’t easy. That’s the truth. It requires cohesion and engagement from multiple parties, all of which need to be managed by the recruiter. We are holding people’s futures in our hands and need to ensure that this responsibility isn’t taken lightly.

A long or drawn out recruitment process could see the great candidates lose interest or look at other opportunities. Momentum is everything and when you have candidates that are actively engaged and genuinely excited about the opportunity with your business it is important to act quickly.


A recent article in The Global Recruiter states that 30 per cent of Australian jobseekers believe that 15-21 days is too long to wait from interview to job offer stage, and 28 per cent even feel that 7-14 days is too long.

It is difficult to argue with this sentiment. Why should it take this long to provide either an offer or at the very least feedback for each interviewed candidate? With these stats in mind you can see how clients can easily miss out on their perfect candidate by taking too long to make an offer.


These four simple steps will ensure that all parties are actively engaged and happy with the outcome and the timeframe of the recruitment process,

  1. Make sure that the key criteria for the candidate is clear and agreed on by all decision makers and that approval to fill the role is finalised.
  2. Make sure that all decision makers are available at the time of the interview to ensure that a decision can be made quickly. However if this is not possible, be clear on the expected time the process will take and the possibility of secondary interviews.A candidate will respect the extended timeframe if they were aware at the beginning of the process. No surprises.
  3.  Deliver on the promises. This step will take collaboration and understanding from all parties – candidates included. To ensure that the process remains fluent it is imperative that everyone delivers on their promises – i.e. arrive to interviews on time, complete any required testing on time, plus respond to all communication in a timely manner.
  4. Make a decision or provide feedback quickly.


So, now let me return to my initial question – If I find you the perfect candidate could you make an offer tomorrow? If the answer is no, then consider delaying the recruitment process until you’re ready. When the time is right and you can answer yes to this question, then I am certain that all parties involved will enjoy the process a lot more leading to a happy candidate, client and recruiter.

Daniel Arden is the Marketing and Communications consultant (QLD) at Davidson