5 Salary Negotiation Tips for Employers!

  1. Make sure the role is clearly defined for the future employee.  Often we hear from candidates who start looking for a new position when the current position they are in doesn’t match what they were told during their interview.  Salary may have been acceptable during the offer, but not if the actual position does not match what they were told.
  2. Due to internal equity issues, try to interview candidates who are in the salary range.  If you do have an exceptional candidate who is outstanding and outside the salary range, is there a senior role they could interview for at your organization?  These candidates are hard to locate, so look to see if there is a place for them in your company in a different role.
  3.  Ask good questions when discussing salary.  Let the candidate know you will require salary information verification.  Ask about the candidate’s true base, bonus (how much and when does the bonus pay out), incentives (cell phone, laptop, car allowance, etc), stock options, pensions, 401(k), benefit costs, paid lunches, etc.  This information will help you when determining the salary offer.
  4.  Do you have good information on what the current marketplace is paying for your job roles?  Let the candidate know you have researched the role in your efforts to be competitive in the job market.  In addition, let the candidate know why people enjoy working at your organization.  This will help the candidate in their decision making process on accepting the offer or not.
  5. Working with a recruiter helps to alleviate some of these concerns.  The recruiter will know what salary the candidate is looking for in their next opportunity, and will share this information with you to help make sure the salary offer is competitive for the candidate and the marketplace.  Sometimes clients feel confident negotiating salaries with candidates even though they are working with an agency, but they fail to realize that the recruiting firm has been working with the candidate for some time and may know the candidate on a level that the client does not. It’s almost always better to let the recruiting firm handle the negotiations to seal the deal and get a favorable response for everyone.

Your future employee will benefit going into the new role of the company knowing they were treated fairly in the salary negotiation process.  The person will feel loyal, work harder and be committed to the company.  If they feel that they were not treated fairly, then your company may be just a stop for them in their career as they keep their options open to future opportunity at other organizations.


10 Tips for End of the Year Hiring

  1. Is your website mobile-friendly? Can candidates find the jobs you are recruiting for while they are on their personal phones? With the smart phone, many people do not even use a laptop anymore, so a responsive website is required when advertising jobs on your website.
  2. Once the candidates can find the jobs, how easy is it for them to apply? Too many pages and forms to fill out and candidates will move on to a more user-friendly job opening!
  3. Have you spruced up your employee referral program? Do your employees know what it is? Share this information with your employees regularly.
  4. Often, interviewing slows down at the end of the year, so it is a perfect time to pick up your interviewing while more candidates are available. This way you can have them on track to start working for you at the first of the year!
  5. Scheduling hassles for interviews when hiring managers are traveling? Thanks to the accessibility of high-speed Internet and video conferencing capabilities, many resources are available to conduct the interviews online, so you don’t miss a beat.
  6. How are your job postings on LinkedIn, Facebook and Twitter?  Post openings daily to your company’s LinkedIn and Facebook pages, and Tweet 10-12 times a day on Twitter.  Ask people to follow you and like you!  Have the posts link back to your website to increase your SEO.   
  7. Who does the hiring for your company? Are they engaged? Are they excited about working for your company and can share that excitement with potential new hires? Having an employee who is not engaged or excited about the company interview new hires can quickly turn off a potential great hire!
  8. Timing? Don’t let a lot of time go by from the first time you interview the candidate to the second interview. If you like the candidate, move quickly in the interview process. Chances are that you are not the only company who is interested in hiring this person! Make sure the interview process is clearly defined and progresses at a steady pace. Candidates have multiple opportunities under consideration now and an interview process that lags is one that loses top talent to others that expedite the interview process.
  9. Have a hiring manager who “collects” resumes? Explain the job market and low unemployment rate to this hiring manager. It should be a priority to interview candidates as soon as possible or risk losing the great candidates to proactive hiring managers!
  10. Flexible contract workers help to fill in the gaps during the hiring process. Often, these candidates are hired on at the company on a temporary-to-hire basis – once the company and the candidate both see how they can each contribute to each other’s success!

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