Negotiations & Verbal Offer Objections

Poll

When does candidate control start?

• Before Sourcing

• Sourcing

• Screening

• Submitting / Interviewing

• Closing

Poll

How comfortable do I feel with negotiations and closing candidates now?

• Not super comfortable yet

• Somwehat comfortable

• Comfortable

• Very Comfortable

CONGRATULATING
THE VERBAL OFFER

***

( CREATING EMPATHY & ADVOCACY )

Praise efforts to get

to this point

Promote their

abilities and successes

UNDERSTANDING MUST HAVE GREEN & RED FLAGS

***

( VALIDATING REQUEST & REMOVING BIASES )

“Must Have” Green Flags

•New interviews at higher rates now (same roles) – want to be fully engaged to this position for longevity

•Further information now needed:

•“What are the statuses and timelines of these roles (First stage, second stage, etc.. )?”

• Are they willing to wait for a hopeful offer and lose out on this guaranteed offer?

•“Of the roles you are interviewing with, what is the role that is the most interesting to you?”

•Now that they have interviewed, there is a higher responsibility in the role that the Job Description didn’t
outline?

•Is this a request for a title change? Is this a request for more money or perks?

•A request that meets their motivations for looking at new roles in the market

Is the “Nice-to-Have” request necessary to bring up right now with the stakes at hand?

“Must-Have” Red Flags

•There shouldn’t be any, we need to understand the request, empathize with the reasoning

and breakdown the appropriate response – if something is not reasonable, where did we miss?

OUTLINING – THE CLIENT INTERVIEW PROCESS WAS JUST

REACTIVATED

***

( INTRODUCING THE CHOSEN PATH –> TWO-WAY OR ONE-WAY STREET )

• Prior to this request, the interview process for the client was completed. Requesting something that is not

currently awarded re-opens further assessments.

•What is incorporated in this re-assessment

•Candidate abilities vs. candidate request (looking at ROI here)

•Monetarily – is this feasible request to stress the business budget?

•Seniority – do we need someone at this level?

•Additional candidates?

•Maybe re-released for other people? Or offer goes out to another interviewee

•Your personal character / cultural fit

•Why has this been requested now and not before – is this a reasonable request?

•Primma Donna moment (what else do I not know about?)

•The role itself

•Can the business meet this request? What else suffers?

•Does this request go above all other employees' current statuses? (on-site, rate, flexibility, etc.)

Poll

Has anyone ever taken this approach with a candidate before?

• Yes - tell the story!

• This is new to me

REMINDING – ASPIRATIONS

***

( WHY THIS ROLE WILL BE ACCEPTED )

Everyone works for the ability to live the life they want. Money drives a lifestyle, but does not drive a life

***

• In our first call, we spoke about why you were looking for something new. Does this position fulfill your

original motivations of getting?

• Motivations include:

• More.. Work Life Balance

• A … Promotion OR Higher Compensation
• Away from … Professional Conflicts

• Into … specific tech, company or initiative

• Re-iterate the request back to the candidate and have them confirm it

(something in your head does not always sounds the same

• When this request is granted, am I authorized to accept the role on your behalf?

REQUESTING ALTERNATIVES

***

( COME TOO FAR TO FAIL )

If we know that a request will not be granted ONLY

Permanent:

• Outlining entire package worth (bonus, stock, vacation, etc)..

• Additional bonuses options?

• Annual bonus? Sign-on bonus? Retention bonus?

• Additional Vacation (no upfront cost to company)

Contractor:

• Rate increase upon tenure

• Upon 6 months, increase of $___OR ___%

• Remote-based role

• Identifying the savings in travel costs, commute time, lifestyle, etc..

Open Ended

Any more ideas?

CLOSING THE “CLOSED CANDIDATE”

***

( SEE IT THROUGH )

• Receiving required documents in a timely fashion

• Specific emphasis on contracting with ID’s, Incorp, HST, Banking details, etc..

• Communication remains consistent

• Provide milestones

• Backcheck confirmations

• Confirm paperwork

•Received, signed and comfortable with process & timeline

• Onboarding details

•VPN

•Hardware or software needs ( tracking number? )

•First Day Details

HOLD THE DOOR

***

( HODOR )

IMPORTANCE OF SHOWING THIS
PROCESS IS ENTIRELY FOR THE

CANDIDATE

• Closing out other interviews: Confirming other active

interviews have been cancelled

• Protecting candidate professional identity and personal brand (IT

market is small – could see this HM again as this position may or
may not be forever)

• Closing out current role: Confirming resignation and advising

appropriate strategies of resigning

• Eliminate counteroffers - sharing resignation template (if

necessary)

• Confirm date / time of resignation & follow up on status of

resignation (how did it go?)

A FINAL AND REAL
CONGRATULATIONS

***

( CANDIDATE FOR LIFE )

Give yourself a
congratulations

Give them a

congratulations

Set up a meeting convenient for your candidate to celebrate the
success you both have just had (before starting, first week of
starting, first month of starting)
-Coffee meeting

-Lunch

-Dinner

Poll

How comfortable do I feel with negotiations and closing candidates now?

• More comfortable then before

• Increasingly more comfortable

• Still comfortable

• Still very comfortable