- Advertisement -

Negotiating an increased starting salary has the potential to be an awkward situation for both the new starter and HR rep across the table.

A recent report from global staffing firm Robert Half found that 34% of Canadian workers tried to negotiate a higher salary with their last job offer. Employees aged between 18-34 and 35-54 are more likely to negotiate salary than those aged 55 and older.

But with a plethora of literature out there aimed at advising candidates on how to haggle and talk numbers, there’s decidedly less so for HR leaders.

- advertisement -

Speaking to Derek Wood, Regional Manager for Robert Half, he advised employers to enter into negotiations with candidates with an open mind.

“Employers should enter into the hiring processes with the assumption that salary negotiation will come up,” explained Wood.

“They should have a pay range set before they start the hiring process. Pay should be set according to the going rate for a particular position, skill set and experience, not what a person has made before. Pay what the market demands. Be prepared to communicate the range to candidates during the process.”

But what if an employer simply cannot meet the candidate’s expectations? Well, Wood advocates being creative.

“If you can’t meet a candidate’s salary expectations, look for ways to modify other components of the compensation package, like extra vacation days, tuition reimbursement or remote work options,” he told us.

“You want your offer to be at least on par with industry standards, and ideally exceed them, and that means being open to reviewing the entire compensation package. Be flexible; even if you can’t offer them exactly what they want, be open to finding other ways to attract them.

“Look at things like additional benefits, perks, vacation, remote work options, that are appealing beyond salary.”

Source: hrmonline.ca

Previous articleILO gets new Safety Code for shipyard work
Next articleBan on recruitment to Gulf states bites
ADR Daily is a specialized news portal with a focus on providing authentic news, information and research analysis on Appropriate Dispute Resolution (ADR), Human Resource Management (HRM) and Industrial Relations Management (IRM) in Ghana and beyond. This platform serves as an information resource base for the progress of the ADR, HRM and IRM industries, and seeks to promote professionalism in ADR practice by supporting a network of ADR professionals within and across nations and continents. ADR Daily keenly encourages the mass adoption of ADR mechanisms, particularly negotiation, mediation and arbitration for the resolution of disputes in all spheres, through the publication of industry news and information, as well as by deploying innovative awareness creation engagements.