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Provisional Blog

Job Offers 101: When a Candidate Counters on Salary

July 4th, 2017

You’ve been recruiting, screening and interviewing for months. You find what you think is your ideal candidate. You make the offer fully expecting an acceptance. But then the candidate counters back with a higher salary. What do you do?

Whether you move onto another candidate or counter back is your decision. However, as one of the leading staffing services firms in Spokane, Provisional knows before you make a decision either way, it’s important to think through the following.

Your boundaries.

In other words, how much higher are you willing to go? If what you offered the candidate is truly all your budget allots for, then it may be best to move on. You don’t want to get into a financial crunch just to hire a new employee. On the other hand, if you have some wiggle room, think about just how much there is. Before you take a seat at the negotiating table, it’s important to know your limits so you don’t go beyond them.

Your flexibility.

You can’t offer more money. It’s just not in the budget. But you really want to hire a particular candidate. Do you still have to walk away? Not necessarily. Some candidates will be willing to negotiate additional perks instead of a higher salary. So think about how you can enhance your compensation package. Can you offer better benefits, more vacation time, or extra telecommuting days?

Your competitive advantage.

When you’re negotiating with candidates, it’s important they understand more than just the base salary – but also all the advantages of working for your company. For instance, if you offers 5% raises each year, plus pay for continuing education, then it’s important to make sure your candidate knows about and fully understands the financial value of these perks.

In addition to tangible benefits, communicate the intangibles, as well. If you offers an award-winning mentoring program or always promote from within, it’s important you convey these details to candidates.

If, however, a candidate continues to counter with a higher salary than you can afford, you have to know when to walk away. Hiring comes with risks and even if a candidate seems perfect, you never truly know what you’re getting until they start the job. So don’t blow your budget when you could hire a talented second choice for an amount you’re more comfortable with.

Are you struggling with hiring top candidates for your company? Don’t have the time in your day to recruit and screen?

Let Provisional do the work for you. As one of the leading staffing services firms in Spokane, we can help you fill a wide variety of positions, including temporary, full-time and contract, in a range of fields. From start to finish, we have you covered, so you get the people you need, without all the hassle of hiring. Just give us a call today to learn more about how we can help you.

How to Negotiate With a Candidate

March 9th, 2010

You’ve gone through countless resumes, conducted numerous interviews, and now you have a candidate in mind you want to hire. But negotiating with them can get tricky – and if the process is not handled properly, your offer may be rejected. So what can you do to ensure negotiations go smoothly? Here are a few factors to consider:

Be competitive. Do a little digging and find out what other companies are paying people in similar positions.

In addition, if a candidate is not happy with the initial offer, even if it’s in line with their salary history, ask them why. Perhaps they received an annual bonus that bumped up their salary.

Make sure the candidate looks at other benefits, not just the base salary, including health insurance, retirement plans, vacation time, and stock options.

Job Title
Some people could care less about their job title, while for others, it’s a symbol of their success and status.

If you need a candidate to relocate, you may want to consider paying for the cost of the move as well as any temporary housing they may need until they get established. Otherwise, the candidate may balk at the idea of relocating – especially if they have a family.

Being upfront about the number of hours you expect the candidate to work is important, especially if they will need to be available in the evening and on weekends.

Make the offer in such a way as to focus on the opportunity, not just the compensation. If the candidate was interested in a particular kind of project or work atmosphere, emphasize how well the available position matches that.

If you need help negotiating with a candidate – or help with any other part of the recruiting and hiring process – please contact Provisional. As the premier specialized recruiting and staffing firm serving the Washington and Northern Idaho marketplaces, we know how to find and hire great candidates.

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