Another important distinction is whether your employment will be for a set length of time or “at will” – terminable at any point of your or the employer’s choosing. When you say “no,” be ready to lose the job forever. If there are four things you want, mention them all at once, and let the employer know the relative importance of each one. And finally, think beyond salary. If you are pressed to be more specific, ask what the salary range is and factor that in your response. This package is your counteroffer. Don’t invoke your sick spouse or your children’s rising daycare costs during the negotiation. Listen to your gut during the entire negotiation process. great post to read
Another 28 per cent said developing compensation packages and negotiating salaries is their greatest challenge. Presenting a competitive job offer is crucial for sealing the deal with top applicants. When asked to name the most common reason candidates decide not to join their company, 27 per cent of executives surveyed said it’s because their compensation and benefits are lower than expected. View an infographic of the survey findings . “With creative talent in high demand, hiring remains a challenge. Businesses need to be prepared with compensation packages that are commensurate with the value of candidates’ skillsets, experience and fit,” said Deborah Bottineau, senior regional manager of The Creative Group. “Coming to the table with a strong offer helps prevent a drawn-out negotiation process, minimizing the risk of losing candidates to competing offers.” Advertising and marketing executives were asked, “Which one of the following aspects of the hiring process do you find the most difficult?” Their responses: Generating interest from qualified candidates 31% *Responses do not total 100 per cent due to rounding. According to the newly released Salary Guide from The Creative Group, starting compensation for creative professionals in Canada is expected to increase 3.1 per cent in 2017. visit homepageIn-demand positions, such as user experience and mobile designers, are likely to see even bigger gains. “Conducting regular research on local hiring trends and salary benchmarks is essential for developing competitive compensation and benefits packages, and ultimately, for attracting and retaining skilled professionals,” added Bottineau.
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