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Guest blog by Olivia Harp, Content Editor at Negotiations.com

What motivates a candidate to leave his/her current job and join your team? Is your company perhaps a better cultural fit, or are you offering more growth opportunities?

Just as you screen candidates, today’s savvy job seeker conducts thorough research with set criteria to qualify their target companies. A skilled recruiter works to balance the needs of a company and its candidates. Here are a few tips.

Effective Use of Content Marketing

Recruiters can, and should, adopt employer branding strategies to attract and pre-qualify strong candidates, and weed out those who may not fit the role.

Recruiter negotiation seminars advise that you think carefully about the framing of your language and images.

An effective content marketing strategy can educate prospective employees, and better incline them to accept offers from brands they know and trust. An effective campaign may benefit candidate negotiations by:

  • Providing better knowledge for prospective employees
  • Informing recruiters on how best to optimize the employer’s value proposition
  • Providing recruiters with a broader pool of candidates

Pre-define a Job Description

The job description can build the foundation of staff management processes such as:

  • Candidate selection
  • Salary expectations
  • Performance management
  • Training

As a recruiter extends an offer to a candidate, the well-defined job description acts as a reference.

Money Is Still a Key Motivator

While today’s job hunters may request more than cash incentives, salary is important. Over 73.3% of candidates admit that money is at the top of their list during employment negotiations.

Negotiation seminar facilitators recommend including a salary bracket in your job ad to increase your chances of attracting the right-fit candidates. Using a salary bracket can increase the chances of hitting the company’s set salary target and give the company the advantage of a starting position in salary negotiations.

Work out what margins you can afford if a qualified candidate pushes your offer’s boundaries. Consider the candidate’s skills, experience and character, and what those attributes may bring to the role.

Negotiate Work-Life Balance

Many job hunters are aware of how their professional lives can affect their personal lives. Does your company’s culture and values support a work-life balance? If so, draw the candidate’s attention to relevant policies. A few work-life balance policies that can attract candidates include:

Paid Time Off

Allow your employees to have paid vacation days and sick days.

Unpaid Leave Days

Give your employees time to handle personal affairs. The reasons for time off may include:

  • Personal travel
  • Sabbaticals
  • Attendance of non-job related seminars
  • Wedding and honeymoon
  • Looking after a newborn or adopting kids
  • Adopting pets

Limiting Carryover of Paid Time Off

Encourage employees to use all their PTO days in the current calendar year. Limit how many PTO days an employee may carry over.

Conclusion

Candidate negotiation is a relationship-building process. Each candidate negotiation is unique, so recruiters may want to personalize each approach. An effective employer branding campaign can work to attract the right kind of candidate. Money can play a central role in persuading a qualified candidate to join your team. Other factors, such as work-life balance, may also play a differentiating role.

About the Author

A skilled content creator and editor, Olivia Harp’s easy-reading, approachable pieces help bring important business and negotiation skill-building content to new audiences in an accessible way. With a degree in linguistics, Olivia excels in creating her own engaging content, as well as shepherding others through the writing process to ensure they produce high-quality content.

  • calumcoburn

    Some solid practical pointers here, thanks for sharing.

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