Avoid common job offer mistakes and set your candidate up with success from the beginning.
Many problems can come up when making job offers. Among them: unclear expectations, vague compensation details, and insufficient communication about the company culture or job requirements. Failing to conduct thorough candidate assessments can lead to mismatched hires. Neglecting to personalize offers according to individual motivations may result in disengaged employees. This presentation will address these common snafus and offer practical ways to avoid them.
Learning Objectives
- You will be able to describe the most common mistakes made in making job offers and how to avoid them.
- You will be able to discuss why clear communications during the process of making job offers is so important in setting the right tone-and avoiding later problems with employee engagement and employee retention.
- You will be able to explain why common mistakes occur in making job offers and how to avoid the common pitfalls.
- You will be able to review how to create a winning candidate profile
Agenda
Common Terms and Why the Issue Is Important
- Terms
- Facts and Figures About Job Offers
The Problems
- Failing to Create an Accurate Job Description
- Failing to Identify the Ideal Candidate
- Failing to Clarify When a Decision Will Be Made About Job Offers
- Failing to Make the Job Requirements Clear-and Telling the Truth About Them
- Other Common Problems
The Solutions
- Techniques to Get an Accurate Job Description
- How to Describe the Ideal Applicant/Create a Winning Candidate Profile
- Making It Clear When a Hiring Decision Will Be Made
- Getting the Job Requirements Clear-and Making Sure Candidates Understand the Truth
- Solving Other Problems
Summary and Final Q and A
- Summary
- Final Q and A
Speakers
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPTD Fellow,
Rothwell & Associates, Inc.- President of Rothwell & Associates, Inc. (www.rothwellandassociates.com) and professor, Penn State University, University Park
- Practice emphasizes all aspects of talent management and succession planning
- Conducts regular seminars on talent management, succession planning, and organization development
- Wrote 127 books; Organization Development Interventions: Executing Effective Organizational Change (Routledge, 2021), Virtual Coaching to Improve Group Relationships (Routledge, 2021); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Adult Learning Basics, 2nd ed. (ATD Press, 2020); The Essential HR Guide for Small Businesses and StartUps (Society for Human Resource Management, 2020); Workforce Development: Guidelines for Community College Professionals (Rowman-Littlefield, 2020); Innovation Leadership (Routledge, 2018); Human Performance Improvement: Building Practitioner Competence, 3rd ed. (Routledge, 2018); Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017); Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017); Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017); Community College Leaders on Workforce Development (Rowman & Littlefield, 2017); Organization Development in Practice (ODNetwork, 2016); Mastering the Instructional Design Process (Wiley, 2016); Practicing Organization Development, 4th ed. (Wiley, 2015); Effective Succession Planning, 5th ed. (AMACOM, 2015); The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015); Beyond Training and Development, 3rd ed. (HRD Press, 2015); The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015); Organization Development Fundamentals (ATD, 2015); Creating Engaged Employees (ATD, 2014); Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013); Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012); the edited three-volume Encyclopedia of Human Resource Management (Wiley/Pfeiffer, 2012); Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (AMACOM, 2012); Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (AMACOM, 2011); Competency-Based Training Basics (ASTD Press, 2010); Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 4th ed. (AMACOM, 2010); Practicing Organization Development, 3rd ed. (Pfeiffer, 2009); The Manager’s Guide to Maximizing Employee Potential: Quick and Easy Ways to Build Talent Every Day (AMACOM, 2009); Basics of Adult Learning (ASTD, 2009); HR Transformation (Davies-Black, 2008) and Working Longer (AMACOM, 2008)
- Member of Association for Talent Development and the Society for Human Resource Management
- Can be contacted at 814-234-6888 or wjr9@psu.edu
Who Should Attend
This live webinar is designed for human resource professionals, personnel managers, benefits managers, business owners and managers, recruiters, payroll professionals and attorneys.
