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Best book on salary and benefits negotiation
Recruiting & Staffing
Best book on salary and benefits negotiation
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If I could read only one book on salary and benefits negotiation from the HR professional's perspective, what would you suggest?
Also, is there any one negotiating book particularly popular with s
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Forums » Topic Forums » Recruiting & Staffing » Best book on salary and benefits negotiation
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Best book on salary and benefits negotiation
posted at 7/30/2011 1:38 AM EDT
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Posts: 49
First: 7/18/2009 Last: 8/17/2011 |
If I could read only one book on salary and benefits negotiation from the HR professional's perspective, what would you suggest?
Also, is there any one negotiating book particularly popular with savvy job candidates? I don't know how detail-oriented some of you are, but it seems to me it could be helpful to know what all the popular tactics might be. Seems to make sense to read at least one book each that treats salary and benefits negotiation from: 1) HR and the employer's perspective 2) The job candidate's perspective What resources have you found helpful in negotiating total compensation? |
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Best book on salary and benefits negotiation
posted at 7/31/2011 9:05 AM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I think the biggest mistake new recruiters make is approaching salary negotiations from the "what are you making now" viewpoint rather than the "what is the company/organization willing to pay for someone to do this job" perspective. You absolutely need to know the second bit of information before any negotiations can start.
You also need to try and find out what the candidate is making and what his/her expectations are - often the latter is very unrealistic. Since candidates can misrepresent their current salary, you also need to know or at least have a feel for what the market is paying for that candidate's particular skill set. If a stress/structures with 5 years of experience typically earns 85K and your candidate says she's earning over 100k, that should set off some internal alarm bells. On the other hand, if she says she's earning 75K, you've got some good negotiation leverage going. I don't like managers asking for a W-2 to prove earnings for salaried positions. Market research should be enough to tell you that a candidate's salary statement is realistic. So do your homework. Do the market research (easy to do on job boards - lots of jobs have salary ranges posted). I sense from your other postings that your company might be looking to pay bargain basement salaries - this will directly impact your ability to successfully recruit. After all, you get what you pay for. Pin the hiring manager down on what they'll pay for a job. Do some market research - if that amount is unrealistic (either too high or low), go back to the manager. Then find candidates will to take positions within that salary range. Makes life a whole lot easier in the long run. |
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Best book on salary and benefits negotiation
posted at 8/1/2011 4:47 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
If you have a compensation manager use this person to "price" the job and then find out the company policy with regard to hiring ranges. Many companies will not hire above the mid point of the range for example. However this can vary by company so you need to know where your boundaries are. |
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