Hi Swathi,

Hope you had a great advice from our fellow members. I am not going to say anything new other than this :) As for as my knowledge i am sharing my views. You could just add this along with the existing views.

With regards to salary negotiation you should keep two things in mind

1) Allocated budget for that position

2) Candidate's current drawing salary

With these two you could come to a fair idea where you should start your negotiation and to which extent you could go for that particular position

Apart from this people would easily get convinced if they get any additional perks/incentive scheme which is more attractive. You would have fair idea based on so many ideas shared above pertain to additional benefits.

1)Fixed Salary

2)Promotion or appraisal pattern

3)Incentive/benefits (Monetary & Non Monetary)

4)Your Company's/Client's strength(About the Goodwill of the organization)

5)Where he would be after about 3 or 5 years

You could always elaborate on above things to convince a candidate. I am not 100% sure if he/she would.

Next with regards to analyze the candidate. I am sorry i cannot explain over here. Its a lengthy process because it has two things in it(Telephonic & Face to face). I will consolidate and let you know soon.

From India, Tiruchchirappalli

Dear Ms Swathi,
Negotiation is very diffcult becoze it depends on function to function and position, for an exemple there are must be we cannot define tech person as per qualification and others
Better you need to take some bench marks of the various companies and persons then definately it will help to you
Best Regards
muralidhar T

From India, Visakhapatnam

Dear Swathi,
we should define even form 16 not availabel some of employees who are below of tax line,
then we should depends on bank statement with stamp.
* we should negotion only on CTC, not annual benifits
* Also caleculate statutory benifits
Best Regards
Muralidhar T

From India, Visakhapatnam

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