How to prepare for negotiations during recruitment?
Recruitment is not just about finding the best person for a particular position. It is also a process that is essentially a negotiation. Not everyone knows this, so they do not enter into negotiations or limit them only to determining the amount of earnings-and this is a mistake. Negotiating terms is an aspect of the recruitment process that does not always seem obvious. The current situation on the labour market shows that its role will grow.
According to a report by the research firm Grant Thornton, as many as 40% of medium and large companies in Poland have problems with hiring properly qualified employees. In this respect, Europe is worse only in Lithuania and Latvia. The situation is even more difficult in the IT sector. Here the shortage of specialists in 2016 is estimated at 20%. The problem is high turnover-the average “life cycle” of a programmer in one company is 30 months. It is not surprising that in this situation, it employers are trying in various ways to attract employees and – in addition to attractive salaries – offer, for example, to finance the move, participation in prestigious training courses, chillout rooms and various non-payment benefits. This applies primarily to experienced professionals, but people with shorter work experience, and even after graduation, are not without a chance here. They just need to conduct the recruitment negotiations properly.
Meet the employer
For negotiations, as well as for the whole recruitment meeting, you need to be well prepared. This is important, especially when it wasn’t the recruiter who plucked us out of the job market and offered to meet, but we sent the resume.. Of course, this does not immediately mean that our negotiating position is much worse!
First of all, we need to know the company where we are applying for employment. An unlimited source of knowledge is, of course, the internet. It’s worth starting with the website our potential employer. It is important to remember the most important achievements, awards, completed projects, applied technologies or key events in the history of the company, which we can refer to during the negotiations.
The next step is acquaintance with the professional profile of personswith whom we will talk. Often it is they who decide which level of forks to qualify us for. So it is good to know who we will be talking to-this gives us the opportunity to develop topics that will put us in a favorable light, and perhaps they are the horse of the interlocutor. Here we recommend LinkedIn and Facebook.
Getting to know your opinion about the company it can also be useful. Watch out for places on the web where reviews are sometimes faked in order to provoke employers to buy a paid package that gives control over opinions. Let’s not believe 100% in everything. It is also worth asking what the employer thinks about them, that is, confront him with them at the interview.
It’s a good idea to get to know reviews of friends, employees of a potential employer, and even former employeesif we manage to reach them (it is easiest to do this through social networks). By the way, you can ask them why they left the company we are interested in.
Answers to key questions
In addition to preparing for possible recruitment questions and for possible troubleshooting and technical tasks, it is worthwhile to conduct a kind of “account of conscience” for future negotiations. Think about what it is Your value as a possible employee. The answer to two fundamental questions is crucial:
1. What can you bring to the company?
2. What added value can you offer your future employer?
We need to think carefully about what our advantages are and how we can use them. By the way, it is worth remembering that better speak the language of benefits than to throw popular on recruitment slogans. For example, instead of saying that you are creative, it is better to show how we are able to help the employer with this creativity.
It is also important to consider what might be our advantage over other candidates. If you are just entering the labor market and do not have a lot of experience, you should look for other advantages. Certainly a great value is the ability to learn quickly and openness to new things. Especially in it, where everything is changing and developing rapidly. Let us remember that the mere invitation to a recruitment meeting means that the interest of the other party with whom we want to negotiate has been aroused. It is a question of realizing these values-it is worth writing them on a piece of paper and remember them well!
John D. Rockefeller used to say that the ability to deal with people is the same commercial commodity as sugar or coffee. He was willing to pay more for this skill than for any other. When we cannot boast of a great work experience, often the success of a recruitment meeting depends precisely on our interpersonal skills and on our negotiating prowess. It is worth realizing the basic thing: we do not go to the meeting in order to “sell” our person, but in order to cause the employer / recruiter to want to ” buy ” us.
We should adapt our negotiating strategy to the situation that arises at the meeting. Here we must also take into account who is sitting in front of us: the decision maker or the person who is looking for someone to a certain template prepared in advance and it is not she who decides. In the first case, we have more room for maneuver. Such a person may come to the conclusion that, even if she was originally looking for an employee with a slightly different profile and skillshowever, it is our personality, perhaps charisma, passion that can be useful in the company and bring a new quality to it.
The previously prepared at home “account of conscience” mentioned earlier was also intended to help answer the question, who we would like to be and what we really want. The point is not to set up immediately “under the company” to which we apply, not to give up and take into account our own expectations. Therefore, during the negotiations, it is worth to make it clear that it was not only the recruiter who chose us and invited us to the meeting, but we also chose this company, and not another, and decided to apply for this position. We came here because we have heard a lot of good things about this employer, but we do not yet know whether we really want to work here or whether it suits us. Let’s leave a certain margin, a field for action for the other side. After all, negotiation is the art of compromise. It is important to build trust during negotiations, but it is worth showing courage, consistency and assertiveness.
How much would you like to earn?
Negotiating is an art, so it requires some skill, even cunning, and certainly at least minimal knowledge mechanisms that drive human behavior. The latter we learn most often through everyday experience-contact with another person. This knowledge should be used at a recruitment meeting. Professional negotiators also suggest what not to do during negotiations: do not attack, do not defend (because negotiations are not a fight), do not argue (the other person automatically turns on defensive reflexes) and do not negotiate prices.
The issue of earnings should not be taken at all until the topic is “imposed” by the other side. However, it is worth realizing that if we do not value ourselves, others will have less motivation to do the same. A healthy self-esteem-without arrogance and excessive modesty-is something worth working on. This is useful in every field of life, not only when negotiating wages.
At the time of, when the question arises, how much would you like to earn? Just give me the amount.. However, decide beforehand which contract you are talking about and whether the question refers to a gross or a net amount. Having built up a good position, credibility and trust during the previous negotiations during the recruitment meeting, it will now be easier for us to gain anything more than the sum originally proposed.
The question ” what kind of earnings do you expect?”always causes discomfort and nervousness. Say what? It is known that we want to earn as much as possible, but will it not be too much for the employer? Our behavior should depend on the stage at which such a question arises. Once we are sure that our candidacy has been accepted, or at least has aroused clear interest, we are in a better negotiating position. Of course, it is necessary to check salary forks in a given position in advance, so that our proposals do not deviate from reality. The Moment of hiring a company is the best opportunity to negotiate good wage conditions. After that, getting a raise may not be so easy. By the way, please note that we can negotiate not only the amount of salary, but also other non-payment benefits.
Negotiation skills are useful in both work and private life. We often negotiate in various everyday situations without even knowing it. Negotiation skills are constantly gaining importance in many areas of human activity, especially in business.