In today’s competitive job market, it is crucial for employers to go the extra mile to attract and secure top talent. Once you have chosen the best candidate for the job, you want to make sure you’re able to land them. One obvious but often overlooked strategy to increase the chances of hooking the desired candidate is to craft a job offer that is tailored to the candidate’s needs and desires. Targeting a job offer to the specifics of what the desired candidate is looking for will help you land the best catch.

Here are 5 tips that can help not only attract the best candidates but also build a strong foundation for a mutually beneficial working relationship.


  1. Understand the candidate’s needs.

Before extending a job offer, it is essential to gain a comprehensive understanding of what the candidate wants and values in a job. If you want to attract top talent, you must be willing to discover their motivation.

Take the time to ask questions during the interview process that delve into their career goals, work-life balance preferences, and salary expectations. Even if you’re unable to meet every criterion they’re looking for, understanding their values and priorities will provide valuable insights that can guide the creation of a compelling offer aligned with their desires.


  1. Craft a tailored offer.

Once you have a clear understanding of the candidate’s wants, interests, requirements, and boundaries, it is crucial to tailor the job offer to meet their expectations. Highlight elements of the offer that will resonate with the candidate such as flexible work hours, opportunities for growth and development, or a competitive compensation package. This tailor-made approach demonstrates your commitment to meeting their individual requirements, increases the likelihood of their acceptance, and helps build trust.


  1. Make the offer personal.

To create a lasting impression and foster a strong connection, make the job offer personal to your desired candidate. Include a personalized message in the offer letter such as a heartfelt congratulations or specific reasons why you believe they would be an exceptional fit for the team. This personal touch shows genuine interest and appreciation for the candidate’s potential contributions.

Additionally, consider going above and beyond by sending a thoughtful gift or personalized welcome package to the candidate. It will not only show your appreciation but also create a positive impression of your company, increase the likelihood that the candidate will accept the offer, and potentially even foster retention in their role.


  1. Always present a verbal offer first.

Presenting your offer to the candidate verbally before formalizing a contract allows both of you time to communicate about the details and helps ensure that you’re both happy to move forward. If you have a disconnect in the terms of the offer, this conversation allows you to address any confusion or concerns without the pressure of a pending contract.


  1. Don’t make promises you can’t keep.

A compelling offer is meaningless if it is not maintained once the candidate is in the role. Follow-through is essential for good business, whether it’s in your general operations or the way you treat your employees. On that note, do not offer anything in the initial negotiation that you are unable to carry out. If you overpromise during offer negotiations and underdeliver once the employee is in the role, your retention will suffer.


Crafting a winning job offer requires a deep understanding of the candidate’s needs and desires. By tailoring the offer to align with the candidate’s aspirations, emphasizing the company’s culture and values, offering competitive compensation and benefits, and adding personal touches, employers can set the hook and land their chosen candidate.