Your candidate selection process is winding down, and you’re on the verge of making an offer to your top applicant. As an experienced manager or HR pro, you know better than to expect an immediate, unqualified “yes” followed by tears of joy. An offer doesn’t seal the deal; sometimes it just opens the floor to negotiation.
Since you have an approved budget in hand, you know how far you’re able to go if the candidate asks for a higher salary. But what if she requests something else? What if her terms are unexpected and you aren’t sure how to say “no” or “maybe” without driving her away? Consider these tips.
What do candidates ask for?
Your candidate may surprise you by requesting
- 1. a preapproved salary boost in a year or six months if certain goals are met.
- 2. Commuter benefits
- 3. Childcare benefits
- 4. A flexible schedule or the opportunity to work remotely full or part-time.
Sometimes candidates request the option to bring a support animal with them to the office, and sometimes candidates simply like to have their pet dogs with them as they work. Some candidates need or prefer to bring children to the workplace periodically, and some request certain accommodations that extend beyond those required by the ADA. (Of course, you’ll need to do everything in your power to provide accommodations to disabled candidates). Any or all of these are likely, and it’s wise to keep in mind that before an agreement is signed, candidates are certainly within their rights to ask for anything they choose.
Don’t express dismay.
The quickest way to alienate a top candidate is to demonstrate judgment or hostility in response to a simple request. If a candidate asks to work from home on a preapproved schedule, listen and consider before reacting. Even a bemused smile can boost the lure of a competing offer. If the answer is no, say no respectfully.
Be ready to gather answers quickly.
You candidate may request a salary increase in one year based on specific performance metrics. If so, know beforehand who you’ll need to turn to with this request and how you might extract a yes from upper managers. Know in advance how you expect to evaluate performance for this specific role.
Expect candidates to ask for flexibility.
In 2018, most candidates place a high premium on time (in some cases, candidates value time as much as money.) So be ready to field requests for more annual PTO days, accommodating daily schedules, and the ability to work from home. Know exactly how far you and the company are willing to go to go on this point. Consider asking the candidate to submit all requests before you make your offer.
Work with a Top Recruiter in Scottsdale
Are you looking for the right candidates? Contact the team at the ACCENT Hiring Group today to get started!