Giving the Job Offer to the Applicant
Some individuals are selected after the interview. The documents related to the selection stages with a short description of conversations during the interview and the assigned scores are the items you need to refer to the corresponding department. With consult of the corresponding department, make a list of the selected individuals based on priority.
As an employment manager, you need to formulate a job offer in this stage and appoint the salary, benefits and other conditions of collaboration between the parties. You must also clearly and explicitly determine the tasks, expectations and scope of authority for the hired individual. The default assumption is that the applicant is aware of the job title, and working rules and regulations of the country.
Send the job offer to the first person on the list and wait for his/her response. If that person approved the conditions, you enter the next precontract stage; otherwise, you send the job offer to other individuals in the list according to the priority. Obviously, if you want to hire more people, the number of choices is higher.
Suppose successful applicant refuse to accept the job offer or the salary and job conditions in the first stage. In that case, you can negotiate for different conditions.
If the applicant has a rare yet outstanding expertise and is working in another company, you need to make an effort to convince him/her.
Since one of the questions in the employment application form is about the requested salary and benefits, you can work around the number offered by the applicant. If the figure you have offered is way less than what the applicant has requested, you need to ensure that the applicant starts negotiating with you. You may eventually hit the wall and fail to reach an agreement.