SALARY NEGOTIATION - Recruitment And Selection - CiteHR
Shweta Swarnkar
Human Resourses
Tarunaindia
Hr&admin
Salvinilesh
Regional Hr Facilitator
+1 Other

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Dear Cite hr members,
Greetings!
I got a lot of material on whatever topic it is, but i am not able to find out something on salary negotiation.
i know it is the most critical part, and this can decide whether you recruitment and selection is successful or you have to find a new candidate again.
I joined a new company, a very good candidate of ours due to salary problems didn't joined, as this was before i joined but still i did the last follow up and my senior was really upset for losing such a good candidate.
Now new to this thing ,i dont want that this happen in my closings also,
Kindly guide me what are the key points when salary negotiations are done:
what points to keep in mind?
how to say , what to say?
how many time we should talk about salary thing?
should it be done on phone or in person or both?
Some good method so that both employee and employer feel good.
really need you valuable suggestions,
Regards,
Shweta Swarnkar

Hi Shweta,

Basically salary negotiation is always problem with HR professionals.

For getting desired candidate in we need to remember ceratin key points while negotiating the salary , such as::

1) Check the intensity or the urgency of the Opening , you are looking for .

2) When you have a preliminary round of Interview , always try to find out the Expectations of CTC.

3) If you do feel that you will not be able to fit him/her in specified slab of yours then try to find out is that a negotiable one or he would like to stick to the x amount of offer only.

4) While negotiating with the candidate explain them the org structure of the organization and where eh can be fitted in that . Also do let the candidate know the appraisal procedures and growth prospects for him or her if turned out to be an Excellent performer.

5) Sometime being in HR we need to exeed our budgets as well depening on the position and the impact of it for not getting a right candidate urgently.

6) Explain him/her the other benefits that your organization is offering you .

I guess these are few tips which you can follow for effective negotiation.

Bye ,

Niel..

Hi Swetha
Well said by Nilesh,as a HR we need to do marketting our stuff in this case like pricing/salary is not a matter ,one can see the aftersales services/(C&B,Carreer Growth,Better Work Enviornment,Open hand discussion Etc),Durabilty/Company growth-Employee Growth,Market share of the company ,Future expansion and all.
These are the points of discussion and am sure first hand work is not accepted in negotiation rather deep explanation and understanding is reqd.after all with a urge to hire the best with soft skills.
Keep it up and go getting.
thnx
tarun[/u]

I totally agree with above remarks .its all about marketting. But i persoanlly feel when we sell our company times we able to close the position but we loose the resoure course of time.
As end of day what matter to employee is money. We need to little careful while showing dream about company we dont show what is not their ..or possible. little realistic.
My personal experince show many employees leave the company in initial days as after what shown to them is not happening...
So it always important to answer all the query of the candidates at the time of interview.

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