If you are ensuring that his current salary is protected and upon that you want to give an offer, you need to prepare three proposals and the third proposal should be the offer which you would like to make, i.e. the First proposal should be a bit less than the second proposal and the second should be less than third i.e. your final proposal. You will start with the first proposal and then second and if he doesnot agree , then finally third proposal, giving an opportunity to the candidate to feel satisfied by thinking that that he has got the offer through thorough bargaining/negotiating.

Don’t you think that the candidate is delighted if you put across the third proposal first?? :lol:
From India, Mumbai
Hi Mona,
I feel Mr. Ajay Point No. 2 is impartment.
Suppose If you fail to match new employees salary with current employees (same qualification, Experience & Skills) salary, Current employees can become frustrate & look for new jobs. So you should be very careful while fixing salary for new employees. If you hire by paying more salary than what is being paid for current employees (same qualification, Experience & Skills) you should have solid backups. Otherwise it effects employees Motivation, Morale & Attrition rate will increase.
Regards,
Prakasha

From India, Bangalore
I READ ALL THE CONVERSATION HERE.
I WOULD LIKE TO ADD WHAT IS SAID IN THE MESSAGES. EACH COMPANY MUST HAVE A SALARY MATRIX BASED ON SKILL AND EXPERIENCE. THE ANOTHER THING ONE SHOULD SEE IS THAT THE SALARY OFFERE TO NEW PERSON MUST BE IN THE CRITERIA AND NOT EXCEDING THE PRESENT SALARY OF THE SAME CALIBER PERSON ALREADY IN THE ORG.
WHATEVER IS DECIDED IN THE MATIX BY THE MANAGEMENT SHOULD THE STICTLY FOLLOWED, THIS WILL NOT ONLY REDUCE THE RETENTION PROBLEM BUT WILL HELP IN DEVELOPING A PRESTIGE OF A GOOD EMPLOYEER.
REGARDS
MEGHAL

From India, Mumbai

Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...ry=Negotiation
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
Mohamed Sardhar
91 93831 93832

From India, Coimbatore
Hi Professional,

Lets dont use the word called "Negotiation". Be professional HR with quality words and approach.

Let me tell you how we can change our approach:

1. Instead of 'Negotiation' just initiate a "Quality Discussion"

2. Get all papers or info related to his/her current monitory benefit details as well the past recrods if available.

3. Understand from the Candidate the CtC and all other remuneration part.

4. Consider the Actual CtC for discussion ie excluding the incentives, perofrmance bonus, gratuvity, etc.

5. Ready with 3/4 options ie 10%, 15%, 20% or 25% above.

6. Prepare the salary break up and present it to the candidate according to your company's policy and candidate's credentials.

7. Dont squeeze the candidate for money instead give him/her a decent hike according to the industry.

8. A decent hike will make the candidate to stay with the company atleast for a year or two otherwise once the probational period is over, candidate will look for a chane.

9. With your bench mark salary, interview candidate's upto that level.

10. A good recruiter, will take care of everyhting before inviting a candidate for itnervew. It will help the interviewer/company as a Best brand.

A professional HR can really a make difference in her/his all activities.

Cheers!!

Joe... Mumbai

From India, Mumbai
Negotiation is very simple. You just need some knowledge about the industry, knowledge about the candidate, and some gift of gab. Thats all. and some common sense.
Hope this makes sense. This reply is universal reply bought to you by K.RAVI.
Under the elaboration of reply there are lots of clauses, or situations with n number of combinations which are too long to be listed here. So best is use your common sense.

From India, Pune
Firstly, I am fully agree with the points raised by Ravi.....i.e quality demands.
Dear Mona
May be you suceed to get that employee in lower salary but please note that you will again be hunting candidates for same position as you can not retain an unhappy man in your organization.
The truth is always bitter and now it's the time to ubderstand it.


Fahd,
I strongly agree with you. Convincing somebody for a less salary is a tough task.
Even if the candidate gets convinced it might be due to:
1. Some sudden/urgent need which might not last long and eventually adds to the already high attrition rate.
2. Fake experience.
Mona, in the current market place, you have to develop your analytical skills to screen the candidate and figure out if candidate can really be negotiated before starting off with the regular/documented techniques.
Negotiation with in demand/senior candidates often pisses them off and we might end up losing the candidate as somebody in the conference rightly said - "Quality comes with a price".
Negotiation is a very delicate issue and needs to be "handled with care".
Thanks,
Yash.

From India, Bangalore
Hi Mr. Ajay Gandhi,
I would like to add one more point in people joins in less salary if the person loses previous job and he is in dying need of the another job.
So we have to also confirm that the candidate is idle or not? If idle then we can get him in less salary (less than market rate).
Regards,
Rahul Tiwari

From India, Ambala

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