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By Adam Turteltaub
You’ve just been offered a new job, or you’ve just offered a candidate a new position on your team. Then the job seeker would like to negotiate on salary. If it goes right, everyone is happy. If it goes wrong, the hire may not be made, or the relationship could get off on a very wrong foot.
Steve Harrison, a partner at compliance executive search firm Conselium, reports that one of the greatest myths when it comes to hiring is that it is necessary to negotiate salary in the first place. While many believe that it is expected, that’s not true. In fact, it is perfectly acceptable and not a sign of some deficiency for a candidate to say yes to the offer, consider it a win and move on.
Sometimes, though, there is a need for some back and forth on salary, vacation time or other benefits. In those cases, he advises in this podcast, it should never be done emotionally. It’s important for both sides to recognize that this is a business conversation. Have facts to back up your case and both sides should have a “yes” number and a “no” number in mind.
Another myth: that the candidate should disclose his or her current salary. In some jurisdictions that may not be required, but wherever the conversation takes place it is very helpful for there to be clarity on the candidate’s side of what his or her expectations are. If that conversation doesn’t take place early enough, a great interviewing process may all be for naught.
Another way for hiring to go awry: the hiring manager hands off the negotiation and final details to HR or some other part of the organization to handle. It’s critical to stay involved so that whoever is handling things for the company understands why the person was recruited and the value that they can bring to the organization.
Whether you are looking for a new job or looking to hire, listen in to learn more about how you can make the hiring process much easier, and less likely to go awry.