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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"8-no-no-on-how-not-to-negotiate-a-job-offer","title":"8 No-No’s on how not to negotiate a job offer","description":{"description":"<p>Making\r\na job offer to a candidate is not just about giving the person a new job and a\r\nsalary, that is something that many other companies offer as well. It’s about\r\nsharing the same vision, making a good culture fit, letting them know what\r\nbenefit they get from working for your company and in what way this new job\r\nwill benefit their career. If your company has jobs which have room for\r\nnegotiation regarding certain aspects try to avoid the following eight no-no’s.</p>"},"body":{"body":"<p>Making a job offer to a candidate is\r\nnot just about giving the person a new job and a salary, that is something that\r\nmany other companies offer as well. It’s about sharing the same vision, making\r\na good culture fit, letting them know what benefit they get from working for\r\nyour company and in what way this new job will benefit their career. If your\r\ncompany has jobs which have room for negotiation regarding certain aspects try\r\nto avoid the following eight no-no’s:</p><p><strong># 1 - Sounding\r\ndesperate to hire a hard-to-find candidate</strong></p><p>I remember receiving once a call on a Sunday\r\nevening around 9pm from a CEO of a college in London ten years ago who was\r\nlooking for a Business Lecturer. The day and time of his call made me realise\r\nthat he was in urgent need to fill this vacancy. I got invited for an interview\r\ntwo days later and when I got a better understanding about the college and\r\ntheir staff (which this CEO was treating rudely and making them feel\r\nembarrassed in front of me) I understood why it would be difficult to find\r\nsomeone who would feel proud to work for his college. </p><ul>\r\n<li>My advice:\r\nIf the search for a particular candidate seems to be very difficult don’t look,\r\nsound and act completely desperate. You would make it very easy for the\r\ncandidate to ask for unrealistic terms which might put you in a situation in\r\nwhich you might have to make more compromises than you initially thought. </li></ul><p><strong># 2 – Not\r\ntelling the candidate that the salary is not negotiable. </strong></p><p>For low skilled jobs or if your company is facing\r\nan economical tough time it is common that salaries might not be negotiable. </p><ul>\r\n<li>My advice: If\r\nit is a fact that salaries are not negotiable you need to make jobseekers aware\r\nof it by mentioning exactly the amount they can expect and adding in brackets\r\n“not negotiable”. This will make sure that you don’t waste yours and your\r\ncandidates’ time. </li></ul><p><strong># 3 - Changing\r\nimportant terms and conditions in the last minute which differ from your\r\ninitial promise. </strong></p><p>For example, by offering a lower salary, by\r\nreducing the number of entitled days of holidays, by including “flexible\r\nworking hours” rather than the agreed 9-5 working hours etc. </p><ul>\r\n<li>My advice:\r\nThink carefully about what you want to offer to a candidate. Know your limits.\r\nIf you want to be perceived as a credible and professional company you need to\r\nstick to what you promise. Always!</li></ul><p><strong># 4 – Don’t\r\njust discuss the salary, think of all the other perks that your company can\r\noffer. </strong></p><ul>\r\n<li>My advice:\r\nIf the employee is asking for a higher salary than what your company is able to\r\npay, remind the candidate that there are additional perks which are highly\r\nappreciated by other staff members too. For example, stock options, free\r\nparking, some days working from home, gym membership, free personal development\r\ncourses, an additional week off during slow times, company car, mobile phone, private\r\nhealth insurance, performance related bonuses or whatever you can offer. </li></ul><p><strong># 5 - Rushing\r\na candidate into accepting the job offer straight away or without allowing them\r\nto take any further time to think about the offer being made. </strong></p><p>A candidate might have also had other job\r\ninterviews in the past days and might be interested in receiving those\r\nfeedbacks too. Furthermore, often jobseekers (who are married and have a\r\nfamily) would want to discuss their potential new job move also with other\r\nfamily members in order to make sure that they are happy about it and agree\r\nwith the decision as well. </p><ul>\r\n<li>My advice:\r\nDon’t pressurise the candidate but give the person a reasonable deadline (e.g.\r\nfor senior positions a maximum of 7 days) by which the employee-to-be must have\r\ndecided whether to accept your offer or not. Emphasise one more time that you\r\nwould be very happy for the person to join and that s/he would be an important\r\naddition to the company. </li></ul><p><strong># 6 - Telling\r\na candidate all the terms and details of the job verbally but without issuing a\r\nwritten letter of employment. </strong></p><ul>\r\n<li>My advice: By\r\ngiving the candidate a written letter of employment it would allow the person to\r\nfully understand and evaluate the offer and avoid any potential\r\nmisunderstandings. If you hand over this written offer in person you give the\r\ncandidate the opportunity to ask any questions which you can answer on the\r\nspot. Create a comfortable environment, get some coffee and biscuits while the\r\nemployee is reading through the offer and discuss any potential disagreements. </li></ul><p><strong># 7 – Don’t\r\ntry to cut out the third party. </strong></p><p>In case you hired a recruitment agency to help you\r\nfind the right candidate don’t try to cut out this third party by hiring the\r\ncandidate directly without paying the agency their fees. </p><ul>\r\n<li>My advice:\r\nIf you hire a recruitment agency appreciate their service and pay the fees as\r\ninitially agreed, otherwise hire employees by yourself next time. </li></ul><p><strong># 8 - Not\r\nengaging at all with the new hire during the notice period. </strong></p><ul>\r\n<li>My advice:\r\nGive your new hire a spontaneous call after some days and tell the person one\r\nmore time that you are really happy that s/he will soon join your company. You\r\ncan also invite the candidate for a coffee or lunch. And if there is any highly\r\ninteresting event going on in your company invite the person to attend or\r\nparticipate in the event. You don’t need to wait until their first official\r\nworking day to give them a further opportunity to interact with your staff.</li></ul><p>If you follow these tips jobseekers will\r\nrealise that they are dealing with a reliable, honest, trustworthy and\r\nprofessional individual as well as a company that they can trust.&nbsp;</p>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-04-22T10:46:39.523Z"}},"pageContext":{"id":"8c3c6a83-9147-5964-865d-1784bc5bee4e"}},
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