How To Accept A Job Offer? Steps To Follow

One of the most exciting moments in a candidate’s career is when he finally gets a job offer. They have put their entire effort to get past the intense hiring process and now find themselves on the cusp of success. However, one point that is rarely discussed is how to accept job offer. While many see accepting a job offer as just a formality, it also requires certain rules that should be followed.

There could be several reasons for this ranging from having multiple offers, or the offer being not nearly as good enough as the candidates expected. However, a job offer is not something that is set in stone. One can always negotiate, asking for better pay. In addition, sometimes a candidate might be using the offer to get a better offer from their company.

So, here are the steps on how to accept job offer.

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How to accept job offer 

Initial response to the job offer

Companies usually send job offers in two ways. The first, is where they schedule a call with the candidate discussing perks such as salaries, allowance, working hours and the responsibilities of the role. This allows the candidate to have a clear picture and helps him to analyze whether the offer is up to his expectations.

The second way a company sends a job offer is via email. This contains all the information about the offer. However, unlike the previous method, the candidate does not have as much freedom to negotiate. In this case, as a candidate, you need to write a follow-up email. This mail should be initiated with gratitude to the recruiter for the offer. This should be followed by a list of questions to negotiate for the various aspects of the job offer. The candidate could also ask for an additional call to negotiate, as mentioned in the first method.

The negotiations phase 

Once the negotiations start, a candidate must keep two things in mind: first, discuss everything verbally and then follow all these details in an email. Candidates should start this negotiation by mentioning that though they are excited by the job offer, they would still like to negotiate the offer further.

Requesting a face-to-face video call is always the best way to go in such an issue. The negotiation phase should always be courteous. A candidate should always focus on advertising his skills and capabilities to ask for more perks. Candidates should never  try to use their personal reasons to influence this discussion as they come off as unprofessional.

After the candidate has negotiated verbally they should write a letter which contains all the information about their expectations regarding salary and other perks. This is called a counter-offer. If the candidate has other offers that are better they can attach that offer letter with this counter offer to further improve their chances of their counter offer being accepted.

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Job offer acceptance 

After the candidate has sent their counter offer, the organization sends another offer letter. This can be usually deemed as the last and most probably the best offer that the organizations can pay. As soon as you get the job offer, candidates should read it in detail. It is because that offer may not fulfill every demand that was made in the candidates’ counter offer. 

In a case, where a candidate’s demands have not been made it is up to them to decide whether the final offer is worth it. In case, the candidates find the offer good enough, we move on to the next stage.

Accepting job offer 

As soon as one receives a job offer letter, they should reply on the main stating that they have received the offer and are reviewing it. This ensures that there is a clear line of communication between the candidate and the recruiter. Candidates can also mention that they will get back to the recruiter within a specific period of time which makes the communication more clear.

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Writing a job acceptance letter 

Once a candidate has decided that the job offer is worth accepting, the candidate should write their acceptance email. The mail should start first with accepting the job offer letter and thanking the recruiter for such an exciting opportunity. 

Then the mail should include the details such as salary and other perks that were mentioned in the offer letter. Doing this reconfirms the details ensuring there is no room for miscommunication between the two parties.

After writing the details, the email should also inform the organization about their joining date, allowing the company to start the final process. All the documents demanded by the company should be attached to this email if the organization has stated so in their offer letter. This includes their resignation mail from the previous company and other documents such as address details (in case the company wants to send them laptops or PCs that may be helpful in their work).

The candidate should end the letter by thanking the recruiter once again for providing them with this opportunity.

Follow up mail 

After sending the email the candidate will receive a confirmation from the company and a mail with additional details that may be helpful in their induction process. This mails helps the candidate to get better grapes for their role and their team making their onboarding as smooth as possible.

Any additional details could also be requested in the mail by both the organization and the candidate.

How BarRaiser helps in conducting smart interviews 

The entire process of conducting an interview is one of the most strenuous tasks for an organization. As mentioned earlier even after all the process is completed an employee could refuse to join the company. This means that all the effort, time and manpower spent on the process goes to waste.

This is where BarRaiser stands out as the perfect hiring tool for an organization. With our intelligence interview platform, organizations can conduct smart interviews. Our platform gives real-time inputs to the recruiter, instructing them on what questions to ask. Using our AI Interview Copilot, companies get extensive reports on both the candidate and recruiters. This methodology is used to ensure that there are checks and balances to ensure there is no discrimination in the process.

Using BarRaiser can massively help companies hire quality workers. Our platform also provides clients with structured interviews to eliminate hiring bias. We provide interviewer training to ensure that they are fully equipped to use our tool. We also provide interview as a service for companies that do not have the manpower. BarRaiser has 1500 plus expert recruiters to help a company hire the best talent that is out there