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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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With a clear direction, straightforward application process and ongoing recommendations, we’ll provide you with the ultimate match-making service to help you find the right job, in the right company, with the right team. Learn more, view our current vacancies and upload your CV to register for upcoming roles too.

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How to Make a Job Offer That Gets Accepted

  • Michelle Denny
  • Aug 10
  • 3 min read

How to Make an Offer That Gets Accepted


Why securing great people starts with a smart, confident offer strategy


The interview went well. You’ve found someone who not only ticks the boxes but feels like the right fit for the business. So why do so many offers still fall flat?


It’s not always about salary and it’s rarely about one big mistake. Most offer rejections or dropouts come down to something subtler: misalignment, delay, mixed messages, or underestimating what a good candidate really wants.


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At MDR Consultancy, we aren’t about pushing for placements, we help you secure talent. And a key part of that is shaping offers that are clear, competitive, and confidently positioned to be accepted.


Whether you have a full HR team or you’re the one handling everything yourself, this blog breaks down the essentials of a good offer strategy and why the final stage of the process is often where the real decisions are made.


Why the Offer Stage Matters More Than You Think


The best candidates are rarely sitting around waiting. If they’ve made it to the offer stage with you, they’re likely also in conversations or process elsewhere and weighing up more than just numbers.


A strong offer signals three things:


  1. You know their value

  2. You’ve been listening

  3. You’re serious about securing them


When it lands right, it reinforces everything the candidate has experienced so far. When it doesn’t, it can unravel weeks of good work.


Where Offers Go Wrong - And How to Avoid It


Here are the most common pitfalls we see (even in experienced businesses) and how to avoid them:


1. Delays and Silence


The candidate finishes interviews on a high. Then hears nothing for a week.


Silence breeds uncertainty and uncertainty costs offers. Even if you're still getting internal sign-off, keep the candidate informed.


What to do:

  • Set clear timelines and stick to them

  • Update candidates even if there’s no final decision yet

  • Maintain momentum, especially post-final interview


2. Vague or Unclear Terms


“We’d like to offer you the role. Salary is ‘up to’ X…”


Relying on “up to” language weakens the offer. If you're not sure what to pitch, candidates will feel that. It can also open up unnecessary negotiation.


What to do:

  • Be specific and confident in the numbers

  • Make sure benefits, holiday, hours, flexibility, and probation details are clear

  • Use the offer to confirm alignment, not restart the discovery phase


3. Mismatch with Expectations


The candidate was open about their expectations but the offer doesn’t match.

Sometimes it’s a miscommunication. Sometimes it’s hoping the candidate will accept less. Either way, it creates friction and often, rejection.


What to do:

  • Understand candidate expectations early and revisit them if needed

  • If you can’t meet them, be transparent and position the offer accordingly

  • Benchmark with confidence we support clients with real-time salary and market data

 

4. Lack of Personalisation


The offer feels transactional. The tone shifts from human to HR template.


When candidates feel like a number, they act like one. Especially at manager level, candidates expect a professional but personal approach.


What to do:

  • Reinforce why you want them it matters

  • Match the tone to the journey so far

  • Consider how the written and verbal offer are delivered  both count


How We Support Offer Strategy at MDRC


We work closely with our clients at every step but especially at offer stage. Here’s what that looks like in practice:


  • We benchmark salary, benefits, and role positioning

  • We understand the candidate’s expectations and priorities early

  • We shape the offer with you not just pass it on

  • We handle negotiations professionally and respectfully

  • We manage communication and momentum right up to acceptance

  • We support the handover, notice period, and pre-start engagement

  • We reduce the risk of offer fallout and day-one no-shows


We’re here to help you secure the person you actually want to hire and make sure they show up confident, committed, and ready to contribute.


Final Thought


If you've had a good candidate turn down an offer, or drop out after accepting, it doesn’t mean you did something wrong. But it might mean there’s room to sharpen how your offers are made, positioned, and received.


If you're planning to recruit, especially for business-critical roles, and want to make sure your offer process isn’t letting you down, we’re here to help.

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