Finding the right candidate seems like the most difficult part of the recruiting process, but it’s frequently the offer negotiation that proves to be the challenge.
A successful negotiation, of course, results in a hire. Ideally, the employer extends the offer and (usually after some consideration), the candidate accepts. Both sides are thrilled and eager to begin a future together. However, the script doesn’t always read that way. Back and forth salary negotiations put the “new job honeymoon” at risk.
Coming out with a low-ball offer that eventually is accepted by the candidate is not necessarily successful. Even a low offer that is later accepted risks leaving both sides with less-than-stellar attitudes. Candidates view the offer as a measure of their value to the company. They are not thinking – at least on the front end -- about legal department budgets, future raises and incentives, and benefits.
The best outcome can be reached by understanding the candidate’s motivations and priorities. More vacation time might be worth less salary. Sign-on bonuses are effective and often can be compelling, even if the salary is lower.
