Rachel Fagnant-Fassler’s Post

🌟 𝐓𝐨𝐩 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐚𝐥𝐚𝐫𝐲 𝐍𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧𝐬 𝐰𝐢𝐭𝐡 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 🌟 As an HR Recruiter, negotiating salaries is a crucial part of our role. Here are some tips to ensure a smooth and effective process: 🔍 1. 𝐃𝐨 𝐘𝐨𝐮𝐫 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡: Understand the market rate for the position. Use tools like Glassdoor, PayScale, and industry reports to benchmark salaries. 📊 2. 𝐊𝐧𝐨𝐰 𝐭𝐡𝐞 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞’𝐬 𝐕𝐚𝐥𝐮𝐞: Assess their skills, experience, and how they fit into the organization. Tailor your offer to reflect their unique value. 💬 3. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐂𝐥𝐞𝐚𝐫𝐥𝐲: Be transparent about the salary range from the start. Clear communication builds trust and sets realistic expectations. 🤝 4. 𝐋𝐢𝐬𝐭𝐞𝐧 𝐀𝐜𝐭𝐢𝐯𝐞𝐥𝐲: Understand the candidate's expectations and concerns. Listening helps in finding a middle ground that satisfies both parties. 💡 5. 𝐁𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞: Consider the total compensation package, including benefits, bonuses, and growth opportunities. Sometimes non-monetary perks can be the key to closing the deal. 📈 6. 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐆𝐫𝐨𝐰𝐭𝐡 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬: Emphasize career progression and potential salary increases. This can make a slightly lower offer more attractive. 🕒 7. 𝐃𝐨𝐧’𝐭 𝐑𝐮𝐬𝐡: Give the candidate time to consider the offer. Pressuring them can lead to dissatisfaction and a higher likelihood of offer rejection. ✍️ 8. 𝐁𝐞 𝐏𝐫𝐞𝐩𝐚𝐫𝐞𝐝 𝐟𝐨𝐫 𝐂𝐨𝐮𝐧𝐭𝐞𝐫𝐨𝐟𝐟𝐞𝐫𝐬: Anticipate possible counteroffers and be ready to discuss them constructively. 🤗 9. 𝐁𝐮𝐢𝐥𝐝 𝐑𝐚𝐩𝐩𝐨𝐫𝐭: A positive relationship can make negotiations smoother. Be empathetic and understanding throughout the process. ✅ 10. 𝐂𝐥𝐨𝐬𝐞 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐥𝐲: Once an agreement is reached, summarize the terms clearly and confirm the acceptance in writing. 𝘏𝘢𝘱𝘱𝘺 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘪𝘯𝘨! 🚀 #HR #Recruiting #SalaryNegotiation #CareerGrowth #HRTips #RecruitmentSuccess #TalentAcquisition #USStaffing #Recruiter #Negotiation #USITStaffing #Salary #Benefits #ITRecruitAcademy

Last Month, we went through the hiring process for three new team members. Here's how we made it a positive experience for everyone involved: We started by clearly listing the salary range in each job description, ensuring transparency from the get-go. For every candidate who wasn’t a fit, we took the time to email them personally, letting them know our decision. We asked candidates to complete a short assessment and compensated them for their time, valuing their effort and commitment. For those who reached the late stages, we offered an open invitation to ask me anything about the role, the company, our roadmap, or even about myself. When we sent out offers, we didn’t impose a deadline. Instead, we asked candidates how many days they needed to review the offer, respecting their decision-making process. If we can do it, so can you. There’s no excuse for treating candidates poorly. #Hiring #Recruitment #JobSearch #CandidateExperience #HR #WorkCulture #RespectInRecruitment

How Can Recruiters Effectively Manage Employee Offer Challenges? Answers: https://lnkd.in/gvVuyJV6 #RecruitmentChallenges #OfferManagement #CandidateExperienceHey fellow recruiters! 😊 I’m reaching out for some advice on managing offers, specifically within the context of internal transfers. In my organization, we have a policy that requires an employee to inform their current manager when they’re a finalist for a new position. The old and new managers then have a sit-down to discuss a reference before an offer can be made, and only if that reference is positive! I’m starting to see some pain points with this approach. For one, it creates discomfort for candidates who have to let their manager know they’re in the running for a new role without even knowing the salary offer yet. Imagine how awkward that conversation can be! 😬 While I’ve successfully managed many offers, I’m feeling the pressure from my new manager who scrutinized this process in my recent performance review. So, I’m curious—have any of you faced a similar situation when managing offers? 🧐 Here are a few questions I have: Do you share salary expectations with candidates before they comp...

How Can Recruiters Effectively Manage Employee Offer Challenges? Answers: https://lnkd.in/gP5pR5f3 #RecruitmentChallenges #OfferManagement #CandidateExperienceHey fellow recruiters! 😊 I’m reaching out for some advice on managing offers, specifically within the context of internal transfers. In my organization, we have a policy that requires an employee to inform their current manager when they’re a finalist for a new position. The old and new managers then have a sit-down to discuss a reference before an offer can be made, and only if that reference is positive! I’m starting to see some pain points with this approach. For one, it creates discomfort for candidates who have to let their manager know they’re in the running for a new role without even knowing the salary offer yet. Imagine how awkward that conversation can be! 😬 While I’ve successfully managed many offers, I’m feeling the pressure from my new manager who scrutinized this process in my recent performance review. So, I’m curious—have any of you faced a similar situation when managing offers? 🧐 Here are a few questions I have: Do you share salary expectations with candidates before they comp...

An employer is hiring for a role, and their budget for that role is 15,000. 𝐃𝐮𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰: 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: You are a good candidate, and you have cleared the interview. Why are you planning to leave your existing employer? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: I am leaving because I am underpaid. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: How much is your existing salary? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: I am currently receiving 8,000 as a full package. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: Our budget for the role is up to 9,000. Are you happy with that? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: Yes, I will go for it. 𝐀𝐟𝐭𝐞𝐫 𝐣𝐨𝐢𝐧𝐢𝐧𝐠, the candidate discovered that some other employees who are less qualified than he is and in lower positions receive higher salaries, and that the budget for his role is 15,000 and not 9,000. 𝐑𝐞𝐬𝐮𝐥𝐭: Disengagement, lack of trust, early exit, and high turnover. 𝐄𝐱𝐢𝐬𝐭𝐢𝐧𝐠 𝐬𝐚𝐥𝐚𝐫𝐲 has nothing to do with how much you are offering. If a candidate deserves 15,000, why don’t you just pay them what they deserve? The aim of asking about the 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞'𝐬 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐬𝐚𝐥𝐚𝐫𝐲 is to determine whether it fits within your budget, and nothing more. #Hiring #Recruitment #SalaryTransparency #PayEquity #EmployeeEngagement #WorkplaceCulture #TalentAcquisition #JobInterview #CareerAdvice #HR #Leadership #EmployeeRetention #WorkplaceTrust #CareerDevelopment #JobMarket

An employer is hiring for a role, and their budget for that role is 15,000. 𝐃𝐮𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰: 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: You are a good candidate, and you have cleared the interview. Why are you planning to leave your existing employer? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: I am leaving because I am underpaid. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: How much is your existing salary? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: I am currently receiving 8,000 as a full package. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫: Our budget for the role is up to 9,000. Are you happy with that? 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: Yes, I will go for it. 𝐀𝐟𝐭𝐞𝐫 𝐣𝐨𝐢𝐧𝐢𝐧𝐠, the candidate discovered that some other employees who are less qualified than he is and in lower positions receive higher salaries, and that the budget for his role is 15,000 and not 9,000. 𝐑𝐞𝐬𝐮𝐥𝐭: Disengagement, lack of trust, early exit, and high turnover. 𝐄𝐱𝐢𝐬𝐭𝐢𝐧𝐠 𝐬𝐚𝐥𝐚𝐫𝐲 has nothing to do with how much you are offering. If a candidate deserves 15,000, why don’t you just pay them what they deserve? The aim of asking about the 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞'𝐬 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐬𝐚𝐥𝐚𝐫𝐲 is to determine whether it fits within your budget, and nothing more. #Hiring #Recruitment #SalaryTransparency #PayEquity #EmployeeEngagement #WorkplaceCulture #TalentAcquisition #JobInterview #CareerAdvice #HR #Leadership #EmployeeRetention #WorkplaceTrust #CareerDevelopment #JobMarket

As I end my week, my mind generated the thought that, when an applicant’s skills and qualities perfectly match the job requirements, they are often offered a low salary—resulting in rejection. On the other hand, if an applicant has all but a few minor gaps, they are also rejected. This leaves us applicants wondering, where is the middle ground? An article about this will be published on Monday! 😊 #JobMarket #Recruitment #HiringPractices #SalaryNegotiation #JobSearch #CareerDevelopment #TalentAcquisition #JobApplicants #EmploymentTrends #HRInsights #WorkplaceEquity #HiringChallenges #CandidateExperience

New roles & backfills are tricky. Determining the right salary offering can feel like... Navigating a maze in the dark. But here's the secret: When candidates withdraw from your interview process, the market is speaking. Loud and clear. -- Are you listening? Make sure to keep a tally. If the majority are saying the salary is too low, then research & consider it. If they're saying the responsibilities don't align with the title, then notate that. If most are saying the role requires different experience, then keep that in mind. Tune into the market frequency. Listen. Adjust. & Succeed. Remember, a well-paid employee is a happy employee. And a happy employee is a productive employee! #salary #recruitment #consulting #jobs

I'm personally done with asking a candidate if we can do a 'screening call.' Why? It sounds like a very formulaic yes / no. It sounds like when you go to the doctors. That is no way to make someone comfortable. I always ask a promising candidate if they want to do an intro call. I always level set that this time is as much for me as it is for them. I only ask 10-15 min of questions and give them 10-15 min to do the same. Intro calls should really be about introducing ourselves to each other, as humans, and uncovering if we see that there could be a good potential opportunity here worth discussing further. I share clear expectations. I share salary. I share as much as possible about anything they ask. Being open not only helps the candidate self-select in or out but it helps me quickly assess how open they are too about what they are looking for. Hiring doesn't have to suck, on either side. While it goes both ways, and I think it is up to us in HR to start! #hr #recruitment #hiring

Recently, I had an interview at a well-known company with an impressive annual turnover of over 1000 crores. Everything seemed to be going smoothly – the interviewer was impressed with my past performances and achievements, and I was equally eager to join their esteemed organization. After all the discussions, documentation, and salary negotiations, just when I was expecting the offer letter, I received a call from HR. They insisted I join the company within 7 days, with a maximum allowance of 10 days. This posed a problem as my current employer required a 30-day notice period. I tried to negotiate with my seniors, but the policy remained firm. When I explained this to the HR, they insisted that I commit to joining within their tight timeframe, even though they also required a relieving letter from my current employer. Feeling pressured and sensing their intentional tactics, I reluctantly declined their offer. It didn't sit right with me that they demanded such a short notice period while expecting a relieving letter. Interestingly, a few weeks later, I saw on LinkedIn that employees were talking about the same company's 90-day notice period. In one of their employees post, he mentioned that according to his contract and position, 30 days was the notice period, but the company was forcing him to serve 90 days. I was surprised because they expect new hires to start immediately, but asking departing employees to wait 90 days seems unfair. It turned out, saying no to their offer was a wise decision after all. #workplacefairness #noticeperiod #hrpolicies #careermove #jobsearch