Money driven or negotiation is always an interesting topic when it comes to offering a candidate a job. However, I think it is really simple if you’ve found out the right information through out the process. I recently read this article that was posted on LinkedIn from Forbes and this has prompted this blog entry.
Below are a few scenarios that I always try to avoid so a “back out” or “loss of opportunity” doesn’t happen for my clients or for my candidates.
- Not finding out enough information. When finding more information out about what candidates are looking for in the next step in their career, the bottom-line of what they are willing to accept for a new role is always asked. This is obviously one of many questions to help the candidate the best I can in getting them the right opportunity for them. I am just as blunt with my clients with where they are willing to negotiate on the position. Will they pay more than the range or is it a hard number.
- If a candidate’s pure reason for leaving their current role is for money. This isn’t good enough for me – I want to know why you want to leave. If it’s purely for the money, it rarely works out. There are a couple scenarios where I know the market value and can understand but this is rarely the case.
- The candidates bottom line is my clients top end. I let my client and my candidate know this right off the hop as it has to be treated differently than someone well in the range. Open communication by all parties, is surprisingly, the best way to close out this type of deal.
- Expect a negotiation. I honestly try to be open as possible and not have this happen but it will happen. As the article points out, if you are hiring someone, I would hope you want someone with the drive to try and get more. They will be representing your company for years to come. You always want someone coming into your business on the right foot. Scrounging over a couple pennies doesn’t send the right message. I always say, “A couple hundred bucks a month for the company is essentially nothing in comparison of what it can do for a potential new hire”.
These are just a couple of scenarios to be aware of – please feel free to post your own thoughts.
In the end, I think everyone should have ambition and drive to do better. In the instance of the article from Forbes, it sounds like she should of used a specialist recruitment firm.