As an HR person, should we be aggressive at the time of salary negotiation stage? According to my MD, we should identify the candidate's weak points and highlight them. We should aim to bring the candidate in with the same or a marginally higher salary. However, for the sake of this discussion, let's consider a scenario where a candidate agrees to join with a salary lower than their expectations due to situational reasons. Will they stay for the long term, or will they be able to give their best effort while feeling dissatisfied?
From India, Salai
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From India, Salai
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yes a dissatisfied person will never give his best.dont expect long term from such candidate.tell all these to ur MD.use ur HR skills
From India, Delhi
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From India, Delhi
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Please give some lights on negotiation skills for salary fixation . Should we aggressive and trap the candidate with his weak points ?
From India, Salai
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From India, Salai
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Hi Sandi,
I would request not to negotiate for any candidate about salary. Please maintain the fixed standards according to company norms, industrial norms, positions, city (place), education qualifications, freshers, experience, etc.
Please be like a dignified employer while hiring. Don't look for cheap negotiating skills because this is not a vegetable or a thing you are buying. It's for well-educated personnel services. So, pay as per standards.
Regards,
Santosh
From India, Hyderabad
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I would request not to negotiate for any candidate about salary. Please maintain the fixed standards according to company norms, industrial norms, positions, city (place), education qualifications, freshers, experience, etc.
Please be like a dignified employer while hiring. Don't look for cheap negotiating skills because this is not a vegetable or a thing you are buying. It's for well-educated personnel services. So, pay as per standards.
Regards,
Santosh
From India, Hyderabad
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I agree with Santosh. — — — — — — — — — — — — — — — — — — — — - Pon
From India, Lucknow
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From India, Lucknow
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Moreover, there is a cost involved (direct or indirect) during the process of recruitment, and then during induction and training. This is a recurring cost every time you hire a new resource. By negotiating, this cost gets increased. We can avoid this by offering as per industry standards.
Regards,
TMi
tm.isysnsol@gmail.com
From India, New Delhi
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Regards,
TMi
tm.isysnsol@gmail.com
From India, New Delhi
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Dear Santosh,
I also agree with your opinion. Sometimes, some managers don't want to give value to Human Capital, maybe intentionally. They make it feel like a vegetable market. They also want to interfere in every corner of the room. They are under the perception that they know everything and never try to understand that the job market is quite open now. To attract and retain potential candidates, you have to excel in every aspect.
For example, consider an engineering candidate with a total of 7 years of experience, out of which 5 years are in a core relevant field. When determining the salary, should you not consider his 2 years of non-relevant experience? During these 2 years, he worked in the engineering field but not in the relevant stream. However, he gained some sort of experience during that period, even if it may not be technically relevant. That doesn't mean he was out of touch.
I look forward to hearing your opinion.
Thanks,
Sandipan
From India, Salai
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I also agree with your opinion. Sometimes, some managers don't want to give value to Human Capital, maybe intentionally. They make it feel like a vegetable market. They also want to interfere in every corner of the room. They are under the perception that they know everything and never try to understand that the job market is quite open now. To attract and retain potential candidates, you have to excel in every aspect.
For example, consider an engineering candidate with a total of 7 years of experience, out of which 5 years are in a core relevant field. When determining the salary, should you not consider his 2 years of non-relevant experience? During these 2 years, he worked in the engineering field but not in the relevant stream. However, he gained some sort of experience during that period, even if it may not be technically relevant. That doesn't mean he was out of touch.
I look forward to hearing your opinion.
Thanks,
Sandipan
From India, Salai
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Hi Sandipan,
You are absolutely right. Hiring and retaining an employee in the organization is very difficult. For that, we need to be very good in each and every aspect.
For the remaining questions, I will get back to you.
Regards,
Santosh
From India, Hyderabad
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You are absolutely right. Hiring and retaining an employee in the organization is very difficult. For that, we need to be very good in each and every aspect.
For the remaining questions, I will get back to you.
Regards,
Santosh
From India, Hyderabad
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And if a candidate has a total of 7 years of experience, in which 2 years are not relevant to his field, in this situation, I prefer to consider his previous salary (and offer him a minimum of 10% to 40% salary increase) rather than following company standards for a person with 7 years of experience. What do you say, Sandipan? In this situation, is my approach okay, or what would you have done in this scenario?
Regards,
Santosh
From India, Hyderabad
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Regards,
Santosh
From India, Hyderabad
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