If you don’t have a lot of money at your disposal, manage this reality at the interview stage. Get it out in the open early with the candidates that intrigue you.
The trouble is that too many managers want to haggle as if they were browsing a flea market.
It’s one thing to get the best deal on a pashmina scarf; its quite another to bargain with a human being from whom you hope to get 110% effort and dedication.
The scarf won’t let you down. But a disgruntled employee might find a way to get even when you can least afford it.
‘A’ Players and ‘B’ Budgets
When it’s time to consummate the relationship with an offer, many employers think they should table as little as possible.
‘A’ players want to bring their passion to work, and you want them to do so. Just don’t ask for a vow of poverty as well. If you’re getting away with lowballing in this market, you’re either hiring mediocrity or have truly exciting career opportunities.
If it’s the latter, you’re on borrowed time until someone comes along with a comparable job for better money. If it’s the former, you’ll inevitably end up offsetting your team’s lack of talent by having too many players instead. Its the penny-wise and pound foolish story.More Offer Etiquette •Stay in touch with your preferred candidates throughout the selection process. • Share your timing and pro-actively communicate any changes • Before you make a formal written offer – do it verbally. • Confirm that the terms are acceptable – then put it in writing. • Be sure to put an expiry date in your employment offer. |
If your verbal offer will come up short on any parameter. Don’t send an offer. Talk about the gaps in person.
If you don’t have a lot of money at your disposal, manage this reality at the interview stage. Get it out in the open early with the candidates that intrigue you. Don’t let it rear its ugly head when you make the offer. Doing so will save everyone a lot of time, interviewing and anguish.
When the recruit plays both sides:
Candidates often have multiple offers. I love this part of the business. We get to see players weave and bob. Some give. Others take. One thing is certain: how they consummate their deal will have a major impact on their relationship.
We’ll take a look at this process next time around.
Comments
apr 05 2008 11:43
-8 Reputation Points
If someone is the right fit for the position, they should pay them accordingly – not try to haggle them for less even if the candidate appears willing to accept less. Its usually a short term gain because we all know that employees will eventually learn what their peers are making.
Edit (for another )