Step Five - I decide on the selected candidate and the offer is made.
Upon data collected in a structured way, decision is taken collectively on the selected candidate.
The offer is build based on candidate expectations, according to Syensqo policy (grading system & compensation policy) with a keen eye on consistency and equity to pursue a sustainable collaboration with the new employee.
WITH WHOM do I take this step?
- The Talent Attraction Partner (recruiter), who will involve Site HR where needed.
MY CHECKLIST & links to TOOLS
What are the critical outputs of this step before going to the next?
- Decision is taken on retained candidate
- I have agreed with my TA partner on how to ensure feedback is given to all non-retained candidates in due time
- The offer content is validated (2 min. tutorial) and ready to be presented
- Local benefits information here
- I clean up my notes, CVs (digital/paper) as per Data privacy guidelines.
HOW I CAN BOOST ONE DIGNITY & SUSTAINABILITY
- Does my candidate choice align with my initial profile which I considered best for the team in the interest of competence and team's diversity needs?
- Is my choice borne out of a decision to hire for diversity or competence or both?
- Does the offer meet our pay equity principle? Have I consulted my TA partner to ensure that the offer meets our pay equity principle?
AND NOW, WHAT CAN I EXPECT?
The offer will be made by my TA Partner (or local HR when applicable) and I can expect feedback about this step.
I can start to prepare the onboarding and announcement.
→Click here to prepare the onboarding of your new recruit!
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