Post by By Rick Dacri, Dacri & Associates, LLC; initially published in the July 2016 MTCMA newsletter
Finding the perfect candidate to fill the critical position in your municipality is never easy. Search, interviewing, and reference checking can be draining to you and your staff or board. And once you find the “right” one, you’d like to believe your job is over, but it is not. Getting the candidate to say “yes” is the most important part of the entire recruitment process. Without a “yes” everything else you have done is simply practice.
When a candidate cannot say “yes” to your job offer, you have a problem. Be clear to candidates that they have no more than one week, 10 days at most, to render you an answer. Baring extenuating circumstances, without an affirmative, withdraw the offer and move on. Otherwise, you’ll be left dangling and the candidate will likely reject your offer. In my 30 years of executive recruitment, never have I seen a candidates take an extended time to contemplate an offer and eventually accept it—even during periods of tough negotiations. If they can’t (or won’t) make a decision about a job offer, how can you expect them to make a decision about other aspects of the job? Remember, they either never wanted the job or can’t make up their minds—not very good traits for a new employee.
The Board of a large public organization extended a generous job offer to a highly qualified CEO candidate. The candidate was both surprised and hesitant by the offer (red flags). After one week of negotiations, the candidate asked for additional time to think about it (another red flag). Over the next five weeks, the candidate sought multiple clarifications to the terms of the offer and a delayed starting date before the board ultimately pulled the plug. Even though the board’s executive recruiter recommended withdrawing the offer after 10 days, the board continued the process and was shocked that it came to his point.
What went wrong? Here are 12 tell tale signs that your job offer will likely be rejected: