So you've conducted a thorough search and feel certain that you have found an employee that will be a good fit for your company's needs and gaps. What now? The following five tips will help you negotiate the hiring process from offer to start date.

1. No matter how dazzling the resume or impressive the candidate during the interview, you must, must, must check references. There are a number of things that you simply cannot understand from a sheet of paper and a sixty-minute conversation. When you call references, plan questions that go beyond, “was John Smith a good employee” or the always asked, “would you hire John Smith again.” Instead, you might ask about the kinds of projects John managed or verify his claims that he “increased productivity by 58 percent.”

2. Have a clear idea of what you are offering before you make a call to the potential employee. It makes sense that your new hire has things that s/he wants, and will try to negotiate with you to get. It is important for you as a manager to know how much you are willing to offer--bearing in mind how compensation, benefits and perks will impact your budget and other employee relations. If negotiations seem to break down give some thought to whether or not you should proceed. Employees that are not pleased with their hire package may leave prematurely.

3. Once you have a tentative verbal acceptance (tentative until the hire letter is signed) you should craft a hire letter that sets out the terms of employment, including position title, responsibilities, name of immediate supervisor, compensation and benefits, work schedule, and so forth. You should also include any contracts and or policies that will require signature and review prior to acceptance of employment. When you mail this packet to your potential new hire include a return envelope for convenience, and a deadline for the return of all materials. See sample job offer letters here.

4. When you know that your offer has been accepted, make sure that you have everything ready for your new hire's first day. You should not be pushing files off of a desk as your new hire walks in the door. Everything that s/he needs to get started, including an orientation and training plan should be in place prior to arrival. If possible, the immediate supervisor should be on hand to offer a warm welcome.

5. Plan to sit down with your employee within the first week to discuss any concerns that may come up or make any clarifications. Just as in the interview ask open-ended questions that allow you to hear how your employee is feeling about the job so far and where you may need to provide additional support.

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