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Like candidates who get informed and come prepared for interviews with different strategies to get the desired salary, and as a recruiter you can be a good negotiator.
When negotiating the salary with one of those talented candidates, it is important to meet your expectations and even overcome them. Obviously, you do not really allow yourself to lose it, and magical formulas to persuade it do not exist. It is always worth considering external factors more difficult to control, such as a better wage offer, a more attractive project, the impossibility of relocation, etc. We have a few steps that will help you have a good discussion to involve the candidate and make him feel part of the company.
It will be useful to get a complete picture of the benefits. It also talks about those aspects that are not specified in the job description, such as flexible schedules, homework, a service car, courses, the opportunity to travel in the interests of the service, the names of the clients for whom projects are being carried out, etc. You can also find out about the work atmosphere in the company, relaxation opportunities, and opportunities for professional development. All details will give you the ability and confidence to negotiate more easily, notes News.clearancejobs.com.
It is good to have as many figures as you can when you start negotiating. Know the salary average for the area where you recruit, for the experience and specialization of the candidates. You can document from colleagues with experience in the field, and on social networks, you can find groups of human resources specialists who can provide you with information. It is important to be as documented as possible so as to avoid the less pleasant moment when you can receive a counteroffer from the candidate. If you are in a position to relocate or work from home, be ready to get from the employer those facilities that help the future employee to work.
Include in the job description and a margin in which the salary will fit so that you can be as candid as possible with all the candidates. If privacy policies do not allow you to publicly announce the salary, please communicate it to the candidate personally, preferably as soon as possible. Of course, it specifies the possibility to increase the salary according to the expertise provided during the probation period or according to the results.
If you can not disclose the salary in the job description, make sure that it meets the financial expectations of the job market, taking into account the field, experience, certifications, etc. He avoids adopting the face of the famous poker card and leads the candidate enthusiastically towards the end of the recruitment process, then reveals a lower salary than the market average and his expectations. It is good that the salary talk is as transparent as possible from the start of recruitment.
In addition to the salary offer, shows the candidate how happy he is in the company. Tells about bonuses, holiday days, company culture, training opportunities, team moments, or flexible work schedule. Any extra salary advantage is worth it. Also important are those domestic competitions that bring extra salary gains.
It is a lot easier for a candidate to reject a salary offer via e-mail. Maybe the e-mail is standard and you have sent it to several candidates. You have more chances to succeed if you personalize your offer to the candidate according to what he tells you about him and his expectations. Additionally, you can come up with several arguments if there are certain discontents, recruiter.com says.
The open candidate to negotiate his salary is a confident person. As a recruiter, it is advisable to accept negotiation as part of a relationship you are building with the candidate. Your mission is to find out what its expectations are and what is the justification for a salary that may exceed the company's budget. Through questions and answers, you can come to the conclusion whether a salary is set correctly or not. Be prepared with several negotiation options agreed with the employer: increase the salary after the probation period, the possibility to work remotely or to have a flexible schedule. If money is the main and most burgeoning topic, then you can propose, with the manager and the candidate, a performance-based pay plan.
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