Making job offers that candidates will accept is both an art and science. Oil and gas recruitment involves a great deal of time commitment – from gaining approval for the role and building the job description, to interviewing candidates and identifying a shortlist of the most suitable people. A successful job offer is the logical goal of all that hard work, so it’s vital to get it right.
Not all job offers go according to plan, however. Candidates can reject a role when there is a mismatch between their expectations and what your organisation is offering. In other instances, your best candidate might receive a counter-offer from their current employer, or a job offer from a competitor. Having your job offer rejected means starting the process from scratch, which can quickly consume more resources and potentially delay your critical projects.
To minimise these risks, the key is to develop a job offer that is too good to turn down. Here are some key tips on making a job offer that your chosen candidate will readily accept.
Always Start with Salary Benchmarking
This guide is intended to show the range of elements that can go into a job offer. However, it’s wise to always regard the base salary as central to the negotiation.
In the energy sector, where engineers, geologists, and other specialists are well-paid, employers can’t afford to skimp on salaries, even in a tough economy. Our latest oil and gas employment survey found that 23% of professionals cited higher pay as their top reason for changing jobs – the most common motivation.
With these issues in mind, consider salary benchmarking a crucial piece of groundwork before going to market with a role. Research industry standards, analyse competitor offerings, and consider factors like experience level, location, and demand for specific skills.
A well-researched salary package signals to candidates that you value their expertise and are serious about hiring the best.
Personalise the Job Offer
The most sought-after candidates will weigh up non-salary factors when deciding whether to accept a role, such as what the position offers for their career development, lifestyle and other preferences.
The job interview is the prime arena for uncovering your candidates’ motivations and what they’re looking for in their next role. Use the job interview to understand these drivers and how they can be factored into the job offer.
Then, you can tailor the job offer to what matters most to the candidate. If growth is key, highlight training and career paths. If they value flexibility, emphasise flexible work options. Small personal touches can make a big impact.
Include Non-Salary Benefits
Beyond a competitive salary, these are examples of perks that can round out a job offer, depending on the candidate’s preferences.
- Salary sacrifice
- Bonuses or incentives (such as performance-based bonuses, employee shares, gifts)
- Learning & development allowance (such as such as tuition reimbursement, training programmes, or access to educational resources)
- Healthcare and dental benefits (such as insurance plans, or access to discounted services)
- Income protection (ensures a portion of income continues if an employee is unable to work due to illness or injury, providing financial security during recovery)
- Additional parental leave
- Car/travel allowance
- Options to buy additional leave or sell accrued holiday leave
- Flexible working arrangements (such as hybrid working, flexible start and end times, compressed work weeks, or job sharing)
How an Oil & Gas Recruiter Assists with Job Offers
Working with an oil and gas recruitment specialist can drastically improve the success rate of your job offers. Here’s how:
- Harmonising Expectations
We understand both your hiring needs and the candidate’s priorities, ensuring each side has realistic expectations. This is key to ensuring mutual satisfaction.
- Saving Time & Resources
Hiring takes effort. As recruiters, we keep communications on track, reducing delays and making sure everyone is on the same page for the best outcome.
- Enhancing Your Employer Brand
A well-crafted job offer strengthens your reputation and employee value proposition, even if a candidate declines. We help ensure candidates have positive experiences, avoiding surprises that could damage your employer brand.
Making a Job Offer That Gets a Yes
A well-crafted job offer not only entices candidates but also signals the business wants to see them succeed in the role. To create a job offer that attracts your ideal candidate and gets them to accept, you need to research the market and understand what matters most to them.
That’s where Patch Personnel can help. As an award-winning oil and gas recruitment consultancy, we support employers across Australia and New Zealand with finding key talent for their projects. For tailored advice on structuring job offers that entice the best candidates, contact us today.