Support an informed decision
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Explore the candidate’s priorities and questions throughout the process, without manipulating personal pressures. At offer stage, recap confirmed information and invite unresolved concerns. Allow a reasonable discussion of timing and competing commitments. Do not invent deadlines, competing candidates or counteroffer risks to force acceptance. A candidate may decline for legitimate reasons that better persuasion will not resolve. Record the decision and any changes accurately. Closing should mean achieving clarity and agreement, not extracting a yes that later collapses because expectations were obscured.
Worked example
A candidate values predictable shifts more than the highest salary. The recruiter confirms the actual rota and encourages the candidate to assess it, rather than using a salary increase to distract from an unsuitable working pattern.
Put it into practice
Write an offer conversation guide with five questions and a transparent next step.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Focus on understanding, unresolved facts and realistic timing. Include permission to decline. Avoid scripts that manufacture urgency or describe acceptance as irreversible without appropriate advice.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.