Lesser Known Types of HR Salary Negotiations

Salary negotiations are something that job offer candidates can undertake and are nothing new in the recruiting process.So, HR departments need to think not only about attracting applicants but also about plans and strategies for salary negotiations with potential employees.Here are some lesser-known HR salary negotiation strategies you can implement:

1. Make the Negotiation Process Comfortable
Salary negotiations can be uncomfortable. So, make sure you create a comfortable environment during the process.A comfortable environment will help the negotiation process go more smoothly. Candidates can speak openly about what they need and expect without feeling embarrassed or uncomfortable.

2. Plan for salary negotiations
Preparation is the key to everything, including negotiating salary with candidates. At this stage, you should:

• Do your research find out what salary structures and benefits are offered for similar positions in similar industries. Also, look at the salary ranges at the candidate’s current company to see if they provide better or worse salaries and benefits.
• Find out more about the candidate’s wants and needs You can get a lot of information from giving candidates a chance to talk about themselves.
• You can use this information to think about what offers you can use to interest them.
• During the interview, try to find out what is important to the candidate. For example, the flexibility of working from home may be more valuable than an increase in base salary.
• Learn how to easily negotiate a candidate’s salary.

3. Make the negotiation process more open

This little-known salary negotiation strategy for HR will make the negotiation process go more smoothly. HR’s open attitude during negotiations will help candidates feel more comfortable.

Furthermore, the more open the HR department is, the more trust candidates will have and, as a result, the more valued they will feel.
In addition, the more HR is open, the more candidate trust grows and this makes them feel more valued.

4. Make a bold offer
‍Negotiations need a starting point, so don’t be shy. You’ve done your research and you know what you think the candidate is worth.

Instead of putting in your best offer right away, it’s a good idea to save it if the candidate makes a counteroffer. But avoid offering too low. This shows a company that does not value its employees. Below we also outline how difficult it can be to get a raise or benefits at the company.

5. Read the Candidate’s Reactions
During salary negotiations, you should observe how the candidate reacts to your offer – both verbally and with their body language. If the candidate is disappointed, will they retract the offer or will they accept the offer that was presented?
This is the best way to see if the negotiation process can produce a win-win solution.

If you don’t get a clear answer about your offer, ask them what they think about it. Does the salary negotiation meet your expectations or is it far from them?

6. Demonstrate a company culture that promotes employee happiness
Candidates are attracted to companies that align with their values ​​and preferences. Tell us how your company culture promotes employee happiness.
This will give you a full picture and added value that you can consider when negotiating salary.

7. Give candidates time
Some candidates need to think about this if a company lowers their salary expectations. So give them the time and space to think about it.

Let the candidates know they have time to make a decision and are available for discussions that will help them. This will make them feel valued and needed, making them more likely to accept your offer.

8. Be clear about benefits and bonuses the candidate may receive
It’s important to be clear about what other benefits the candidate may receive. This is a rarely seen salary negotiation strategy for HR. If negotiations seem tough, try sweetening your offer with benefits and bonuses the candidate may receive while working for the company.

Also, discuss the various bonus plans your company has to make the salary appear higher.
Also, explain the various bonus programs available in the company that will make the salary feel bigger.
If the company has flexible working hours, explain this to the candidate. Also, explain that the company has work-from-home options or additional leave benefits for them.

9. Mention the career stage
As an HR department, you can also discuss the salary and benefits the candidate can expect to receive in the long term.

Let them know that while the salary may not meet expectations in the first year, many employees receive a higher salary and benefits the following year after being promoted.

Explaining what benefits and bonuses there are apart from the salary can have a big impact on a candidate’s decision to accept or reject the offer.

10. Know when to back down
If the candidate is aggressive, evasive, and difficult to contact, it’s time to end negotiations. A good HR department knows when to pursue a candidate and when to back off.