Dear All,
I am working as a HR Executive since 1 year,Now i am handling Recruitment..i want to know about "How to negotiate with the candidate Regarding salary" and "How to analyze the interview candidate".Kindly help me.
Thanks for advance.
From India, Visakhapatnam
6I am working as a HR Executive since 1 year,Now i am handling Recruitment..i want to know about "How to negotiate with the candidate Regarding salary" and "How to analyze the interview candidate".Kindly help me.
Thanks for advance.
From India, Visakhapatnam
Negotiating with an employee is the most difficult task of an HR.
I would suggest while discussing salary with an employee its very very important to explain other benefits the company provides. It may include pick and drop facility, PF benefits, mediclaim policies the company offers to existing employees, providing cab during late night hours to all employees, etc.
Explain each benefit one by one. Do not just keep telling the benefits all at once. Bring out some other topics in between these advantages.
Hope it helps. Please let me know if you need more.
Thanks
Deepa
Blog - Famous Great All In One
From India, Mumbai
I would suggest while discussing salary with an employee its very very important to explain other benefits the company provides. It may include pick and drop facility, PF benefits, mediclaim policies the company offers to existing employees, providing cab during late night hours to all employees, etc.
Explain each benefit one by one. Do not just keep telling the benefits all at once. Bring out some other topics in between these advantages.
Hope it helps. Please let me know if you need more.
Thanks
Deepa
Blog - Famous Great All In One
From India, Mumbai
Dear Swati,
As explained by Deepa, salary negotiation is most important work of HR personnel.
Here what I suggest you when you negotiate the salary, kindly sit in separated cabin only with interviewed candidate. When candidate enters the cabin, offers him/her cup of tea or coffee. Then tell him/her about his/her performance in the interview only in professional way, demand his/her pay sleep of current employer.
Then ask him/her, his/her expectation though he /she has written the expectation amount of salary in the Application form. Suppose XYZ candidate has written 21000/- salary expectation in the form then immediately ask him/her if you will offer 20900/-, will he/she join? He/she will reply not like that. Then you ask him/her accurate expectation figure which means less than that he/she will not join. After knowing his/her final figure you start negotiation as mentioned follow.
You start to explain facilities which are provided by your company one by one. Then you explain him/her the welfare measures provided by your company. In this talking, in between also explain career growth in your company. Then you prepare a rough CTC structure in which you can change the figure and explain the all allowances covered in that CTC.
From India, Surat
As explained by Deepa, salary negotiation is most important work of HR personnel.
Here what I suggest you when you negotiate the salary, kindly sit in separated cabin only with interviewed candidate. When candidate enters the cabin, offers him/her cup of tea or coffee. Then tell him/her about his/her performance in the interview only in professional way, demand his/her pay sleep of current employer.
Then ask him/her, his/her expectation though he /she has written the expectation amount of salary in the Application form. Suppose XYZ candidate has written 21000/- salary expectation in the form then immediately ask him/her if you will offer 20900/-, will he/she join? He/she will reply not like that. Then you ask him/her accurate expectation figure which means less than that he/she will not join. After knowing his/her final figure you start negotiation as mentioned follow.
You start to explain facilities which are provided by your company one by one. Then you explain him/her the welfare measures provided by your company. In this talking, in between also explain career growth in your company. Then you prepare a rough CTC structure in which you can change the figure and explain the all allowances covered in that CTC.
From India, Surat
SPKR :
Swathi Vennala: You have raised Two issues, which are inter related.
Usually qualified, skilled and experienced persons jump from one company to another, in search of good pay packet, perks,better position,job likings etc., If the candidate is really worth to be engaged, we have to examine his past service, nature of job, projects handled, and his status in the past company. Since he is qualified,skilled and experienced, interviewing him to assess his qualification,ability,skill may not be required. How ever, reason for quitting the previous job, requires some analysis and it is also essential to examine his interest in the present job either in a group discussion with head of departments or one to one discussion by the concerned Head of the Unit and also by the management.
If the candidate is found suitable, then fixing his salary is the next step
Usually every company will be having a master pay scale structure.In private especially IT companies,Quality Testing,MNC's, it is usual practice to release fixed amount or % of pay as an increment,once in six months or quarterly, based on the performance as per management policy. This type of hike is always linked to performance. In few cases, the hike will be annual and it will also be based on performance and service in the present post.
In such companies Seniors will be drawing more than the Jr's in terms of Experience in the particular position.
How ever in few companies, pay will be fixed by the Management according to qualification and experience.
In the instant case if your candidate was drawing less salary in previous job,then he is to be placed in the next higher stage of pay (what other executives with similar qualification/service are drawing) in order to elevate him. Further elevation depends on the service condition as explained above (based on the policy of the Management) If he remains in the present job,his performance is acceptable and also essential, naturally further elevations is to be considered.
This can be proposed to the candidate, if the candidate is found suitable and his service is required in your company.
SPKR
From India, Bangalore
Swathi Vennala: You have raised Two issues, which are inter related.
Usually qualified, skilled and experienced persons jump from one company to another, in search of good pay packet, perks,better position,job likings etc., If the candidate is really worth to be engaged, we have to examine his past service, nature of job, projects handled, and his status in the past company. Since he is qualified,skilled and experienced, interviewing him to assess his qualification,ability,skill may not be required. How ever, reason for quitting the previous job, requires some analysis and it is also essential to examine his interest in the present job either in a group discussion with head of departments or one to one discussion by the concerned Head of the Unit and also by the management.
If the candidate is found suitable, then fixing his salary is the next step
Usually every company will be having a master pay scale structure.In private especially IT companies,Quality Testing,MNC's, it is usual practice to release fixed amount or % of pay as an increment,once in six months or quarterly, based on the performance as per management policy. This type of hike is always linked to performance. In few cases, the hike will be annual and it will also be based on performance and service in the present post.
In such companies Seniors will be drawing more than the Jr's in terms of Experience in the particular position.
How ever in few companies, pay will be fixed by the Management according to qualification and experience.
In the instant case if your candidate was drawing less salary in previous job,then he is to be placed in the next higher stage of pay (what other executives with similar qualification/service are drawing) in order to elevate him. Further elevation depends on the service condition as explained above (based on the policy of the Management) If he remains in the present job,his performance is acceptable and also essential, naturally further elevations is to be considered.
This can be proposed to the candidate, if the candidate is found suitable and his service is required in your company.
SPKR
From India, Bangalore
There are two types of candidates :
1. Who is in job today and happily working with his present employer, but needs change for financial betterment and
2. Who has already left his present job, due to some reason, and he is jobless today, and searching for a job.
Both the above candidates are having same qualifications, and experience, and skills, and also their last drawn salaries are also almost same. However, HR can negotiate with them totally differently.
From India, Mumbai
1. Who is in job today and happily working with his present employer, but needs change for financial betterment and
2. Who has already left his present job, due to some reason, and he is jobless today, and searching for a job.
Both the above candidates are having same qualifications, and experience, and skills, and also their last drawn salaries are also almost same. However, HR can negotiate with them totally differently.
From India, Mumbai
Hi,
Thank you so much for your response. what ever you all suggested me its very helpful.
I would like to know few things..
I am working in a small company they are not providing benefits SO, how can I negotiate.
How to know about the candidates actual salary which they are drawing from previous company,many of the candidates providing fake information.
From India, Visakhapatnam
Thank you so much for your response. what ever you all suggested me its very helpful.
I would like to know few things..
I am working in a small company they are not providing benefits SO, how can I negotiate.
How to know about the candidates actual salary which they are drawing from previous company,many of the candidates providing fake information.
From India, Visakhapatnam
Dear Swathi,
As I explained you in earlier post that negotiating salary is the most important task of any HR personnel. Being an HR personnel, you should demand pay slip of current company and if candidate refuses then ask him/her bank statement.
Any query, contact or mail
From India, Surat
As I explained you in earlier post that negotiating salary is the most important task of any HR personnel. Being an HR personnel, you should demand pay slip of current company and if candidate refuses then ask him/her bank statement.
Any query, contact or mail
From India, Surat
Pay slips can be manupulated, and are not 100 percent reliable
To some extent bank statement will give you clear picture of monthly salary. But if you want to know the yearly package/CTC, you may rely on Form 16, issued by employer for IT purpose.
After employee joins, you may send verification form to his ex-employer, and you can check the correctness.
From India, Mumbai
To some extent bank statement will give you clear picture of monthly salary. But if you want to know the yearly package/CTC, you may rely on Form 16, issued by employer for IT purpose.
After employee joins, you may send verification form to his ex-employer, and you can check the correctness.
From India, Mumbai
Dear Swati,
Before the salary negotiation with candidate, you should make comfortable the candidate by asking tea, coffee then ask their expected salary & the salary below that he/she candidate can't join.
You can ask candidate's current salary slip if he/she don't have you can ask for bank statement, salary slip can be manipulated but bank statement can't. Then on behalf of his current salary you can negotiate the salary with the candidate as per market standard which is around 15-20 % hike of current salary.
If still candidate is not happy with the salary you can convince the candidate by telling benefits provided by the company like PF, Medi claim, Cab facility, Meal and others. You can give some time to candidate for think about it . Do all negotiation in close cabin & ask him to not disclose the salary with anyone cause the salary part of and employee is highly confidential.
Thanks
Arun Tiwari
From India, Gurgaon
Before the salary negotiation with candidate, you should make comfortable the candidate by asking tea, coffee then ask their expected salary & the salary below that he/she candidate can't join.
You can ask candidate's current salary slip if he/she don't have you can ask for bank statement, salary slip can be manipulated but bank statement can't. Then on behalf of his current salary you can negotiate the salary with the candidate as per market standard which is around 15-20 % hike of current salary.
If still candidate is not happy with the salary you can convince the candidate by telling benefits provided by the company like PF, Medi claim, Cab facility, Meal and others. You can give some time to candidate for think about it . Do all negotiation in close cabin & ask him to not disclose the salary with anyone cause the salary part of and employee is highly confidential.
Thanks
Arun Tiwari
From India, Gurgaon
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Negotiate Your Way To Smart Deals.pdf