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Survey | 56% Of Candidates Do Not Negotiate Salary In A Job Offer


Negotiate Job Offer A recent CareerBuilder Job Offer Survey with some interesting statistics on how candidates and employers deal with an offer.

The candidate numbers:

  • 51% they don't attempt it because they don't feel comfortable asking for more money
  • 47% they are afraid the employer will decide not to hire them
  • 36% they don't want to appear greedy

Digging deeper:

  • 45% 35 or older typically negotiate the first offer
  • 42% 18-34 negotiate the first offer
  • 47% of men say they negotiate first offers
  • 42% of women say they negotiate first offers
  • 59% of Information technology workers are likely to negotiate
  • 55% of sales candidates workers are likely to negotiate
  • 53% of financial services workers are likely to negotiate
  • 48% of health care workers workers are likely to negotiate

    The employer numbers:

    • 53% say they are willing to negotiate salaries on initial job offers for entry-level workers
    • 52% typically offer a lower salary than they're willing to pay so there is room to negotiate
    • 26% say their initial offer is $5,000 or more less than what they're willing to offer

    We make this so much more stressful than it needs to be… employers, recruiters and candidates.

    Just about everyone wants to talk about it but all have heard the advice that whoever speaks first, loses.

    I say “BS” to that logic.

    I have been fortunate that all my clients are OK with me talking about their salary range in a first phone call and they are OK with me bringing it up first.

    In my email to candidates I give them a “here is what to expect” and listed 4th after expected length of call, telling them about the client and wanting to know more about them I say, “talk a bit about salary and compensation things.” They know we are going to talk about it.

    Why do I do this?

    If everyone is thinking about it then let’s get it out of the way. And going first in my experience puts everyone at ease and allows for (all of) us to learn right away if we are in the ballpark. This way we don’t do 2-3 steps of the interview process to find out everyone has wasted their time. Also, it allows the hiring manager and candidate to nerd out about the role, team, culture without dancing around the subject.

    My best advice…

    For employers:

    • Give your best offer first and mention it ahead of time. Don’t play games. No one including you (in your own job search) wants to later find out that they were low balled.

    For candidates:

    • Don’t be greedy. Yes you should be paid well for your experience, future growth and contribution you will make to a company but playing hardball gives an idea what you may be like to work with.

    Everyone should feel good after an offer negotiation and if one team is taking a victory lap at the expense of the offer… that relationship will not last long.

    As for counteroffers… sometimes it needs to happen. An offer might not be as good as reasonably required. Besides salary both sides should think about getting creative with things like PTO, equity/bonus, continuing education, parking pass/transportation stipend, attending conferences and other things.

    We should all find ways to make this more amicable, less win/lose and reduce the awkward junior high school dance like emotion.

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