How to make a winning travel job offer

Finding the perfect candidate for your travel role is like winning the lotto without claiming your prize. To strike it rich you actually have to claim your millions – or in the case of recruitment, make a travel job offer your perfect candidate cannot refuse.

In a competitive job market such as ours, companies need to make a special effort to entice talent to join their organisation. But how do you go about enticing them?

  1. Move fast: If you have made your decision, why wait? Time is your enemy in recruitment, as exceptional travel talent is rare. A candidate’s interest level may also deteriorate over time. The longer the recruitment process, the more likely it is that your candidate will apply for other travel roles and attend other interviews. Wherever possible, contact the candidate the same day of their final interview, or at the very least within a day or two.
  2. Always call: Always call your candidate personally (or via your recruiter) to make your official travel job offer. This way you/they can gauge the applicant’s level of interest by the enthusiasm in their voice and address any concerns or questions. Don’t be tempted to send an email or letter, as you may lose control of the process. An official follow-up email or letter can be sent once you have spoken to the candidate in person.
  3. Be enthusiastic: Assure your travel candidate that he/she was your first choice and explain what made them your top choice. Your enthusiasm at this stage will go a long way, and make the candidate feel wanted and appreciated. Remember that the employee/employer relationship should officially start at the job offer.
  4. Salary: Ensure you offer the salary that has been discussed at previous stages in the recruitment process. No one wants any surprises at this stage. Be prepared to negotiate, within your wage structure of course. Ensure you know the travel market and your competitors’ salaries (your recruiter can help you with this). Remember you want to leave the candidate with a positive feeling about joining your travel organisation – not short changed.
  5. Explain the package thoroughly: Provide details about any bonus or incentives schemes. Explain how car allowances, company vehicles or expense accounts work and remember to mention any company perks you may offer. Then follow through with a written breakdown of all salary and benefits. Never make bonus or perks promises that you cannot keep.
  6. Follow up in writing: Quality travel candidates usually won’t resign until they have a letter of offer or a contract of employment confirming all elements of the offer: job title, base salary, benefits, holidays, perks, etc. Set a deadline for acceptance: three days is generally the right time period.
  7. Obtain an initial response: Look for a verbal acceptance from candidates over the phone, even if it’s tentative or at least set a deadline if they want time to think it over. This enables you to keep a level of control over the recruitment process.
  8. Show empathy and understanding: One third of candidates who refused a job offer did so because they accepted a counter offer from their current employer. Ask them how they feel about giving notice and how they think their boss will react. Be sensitive to the candidate’s feelings, even if they desperately want to change travel jobs, resigning will be an anxious time.
  9. Consider a ‘closing’ question: Sometimes it’s difficult to get a good read of the candidate’s level of interest, and the decision-making period drags on. If you are concerned about their level of commitment, consider asking something like this: “I’ve interviewed two other candidates for this this job. Can I tell them that it has been filled?” Their response will hopefully help you gauge their intentions.
  10. Keep in touch: Keep in touch to see how their resignation goes. Be prepared that good employees will be counter offered by their current travel employers. Consider in advance how you will handle such a situation. If needed, remind your candidate of the reasons they were looking for a new travel job in the first instance. A counter offer will often change the dynamics of their relationship with their existing employer, statistics show that 85% of those who accept a counter offer will end up leaving within a year anyway.

I would love to hear your views on any other ideas you have to seal the job offer deal. Connect with me on LinkedIn today.

Need help with recruiting exceptional travel talent? Visit our website to submit a travel vacancy  or contact Bianca.