As the employer, it is your responsibility to make sure you          understand your city's compensation set-up, including the benefits and salary range for this particular position. You   should also know, more or less, how much you'll have to pay in order to get your candidate of choice 'on board'. Sure, the candidate has a responsibility to let you know where she stands, but the bottom line is you need to confirm what it will take - sometime early in the process. It is always best if both sides are clear on this number or at least the salary range long before the offer is made. In the absence of clear salary information, candidates will invariably get inflated ideas of what they're worth! Unrealistic expectations and lofty ideas about money can cause even the best opportunities to blow up - so don't wait! Raise the issue early.

2. Personally extend the offer. Keep in mind that we are talking about someone's life here. Your candidate is about to make a life changing decision. This requires a personal touch on your part. Don't leave this to Human Resources. The HR department will play an important role in helping you prepare the offer but, as the hiring manager, you need to be the one to make the offer. It should be done at your office. Mayor or CAO calls. One of the best closing tools is having a CAO call and ask the candidate to "join us so that you and I can build this municipality together." A passionate and personalized call from a senior executive (generally someone they didn't meet) works almost without exception. A handwritten note from the Mayor or CAO attached to the offer letter is also a nice touch.

3.Timing is everything. Employers often enjoy some discretion in how quickly they extend job offers following candidate interviews. Applicant reactions research suggests that quicker offers are more likely to be accepted. An offer letter should always have an expiration date. A statement such as "this offer expires at the close of business on day/month/year" is appropriate. Here's another important note: never make an offer on a Friday. To do so leaves very limited opportunity for clarification. It's pretty hard to answer a candidate's questions or deal with his issues immediately if you're not in the office; delays on your part in responding can lead to poor results. Instead, make your offers on Mondays or Tuesdays, with deadlines on Thursdays or Fridays. If you do a good job exciting the top candidate during the interview process, it can even be a good idea to make the job offer before they walk out the door. After they go home, they have more chances to hear negative feedback from colleagues, friends, and family, as well as to receive other job offers or counteroffers from their current boss.