It can be a huge weight off your shoulders when you extend a job offer to a developer. You’ve done a lot of hard work to identify, recruit, and interview this person, so the offer letter can be seen as an unofficial finish line. However, getting the candidate to accept your offer is still a major hurdle to clear at this stage of your developer hiring process. Programmers often have to choose between multiple job opportunities, so it’s up to you to ensure that yours stands out. Here are a few ways to get them to say “yes” to your developer job offer.
Closing the deal isn’t an exercise that should only begin once you’ve extended a developer job offer. In fact, you can start selling your opportunity to developer candidates early in the technical interview process by asking the right questions. Career expert Barbara Bruno says that she asks candidates for five things they would change about their current jobs if they were their own boss. This question tells you more about their motivation for interviewing—and also equips you with the insights you need to tailor your eventual pitch to address their biggest concerns.
Although the content of your conversations will be slightly different after you extend an offer, your approach to engaging with developer candidates shouldn’t change. Simply showing them that you trust them at this stage of the hiring process is an excellent way to get them to say yes to your developer job offer over any others they’re considering. Antony Vittolo, an experienced VR developer, tells us that this level of respect is closely tied to how candidates feel that a company will treat them as employees. He adds, “If the company just treats me as a number, as something that can be fired from one day to the other, I'm less interested. I want to be considered a human being.”
Company culture and team dynamics matter even more to developers after you’ve offered them a position. Stephen Crespo, a Software Engineer at WebLinc, says that these things are especially important for smaller companies to highlight in their pitch. He continues by saying, “The draw to smaller companies for me is that you'll have a tight-knit team and you know you'll feel more valuable since there are fewer employees. They should highlight their stability because that would be my greatest fear going into a smaller company.”
Even when a developer is excited to accept a role, outside factors can make it more difficult to say “yes” without further consideration. That person might have an upcoming vacation that they’ve already booked, or they might need some time to recharge before starting their new job. Chris McFadden, VP of Engineering at SparkPost, says it’s best to be as flexible as possible about start dates. He adds, “Being empathetic towards a candidate on this can be very important to getting a ‘yes.’”