What should recruiters do when negotiating with candidates?



In the recruitment industry, we often come across numerous guides on how candidates should negotiate during an interview. However, information for employers in this situation is often scarce. So, how do you handle this process when you know you’ve found the best candidate?

Negotiation is a two-way street, and traffic on both sides depends on each other. To make this process smoother, we’ve compiled some guidelines to help you negotiate when recruiting candidates.

Understanding the Candidate

During the interview process, distinguishing between what candidates need and what they want is a crucial skill for employers. It’s important to understand more about the candidate’s behavior rather than focusing solely on their answers. Their attitude and behavior in the final minutes of the interview often reveal more about them than the entire interview.

Clearly Express Objectives

The digital age has significantly accelerated the job-hopping trend. This makes some candidates feel they have the upper hand in negotiations. To avoid unnecessary disputes, employers should clarify what they can offer. Employers have invested time and effort in finding a suitable candidate, so making goals and requirements clear will save time for both parties, avoiding unnecessary misunderstandings later on.

Help Candidates Understand the Job and Facilitate Comfortable Exchanges

There are always aspects of a job that are more critical than the fixed responsibilities. Explain this to your potential candidates. It could be learning opportunities, advancement within the company, annual bonuses, or quarterly benefits. Any job has many different facets, and presenting these to candidates in advance can help them easily accept what you propose and reduce negotiation time.

Avoid Negotiating Meaningless Points

Once you’ve found the best candidate for the job, remember that you also have a responsibility to ensure they become a loyal employee. If the candidate is negotiating things that are not overly challenging for the business to meet, grant them those benefits. Don’t forget that you’re gaining a talented employee who brings value to the company.

Conclusion

Always remember the impact you’ll have as a recruiter speaking on behalf of the company. Seize the opportunity to build a good relationship with the current candidate and ensure they become an indispensable part of your organization. Finally, don’t let the interview create unnecessary barriers and conflicts. Instead, recognize that you’ve found a suitable candidate.

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