Negotiating the Offer as the Employer

You’ve found your next employee—CONGRATULATIONS!

We are all moving so swiftly, that finding a person ready to jump on our moving train is a challenge, and you did it!

Now is the time for the offer and negotiation.

First off, if you are hiring a woman or from a historically underrepresented community, remind them that they can negotiate.  This is a skills moment and if you are investing in your employee, then invest in their growth on day 1.  If you are unwilling to negotiate, then provide your best offer and let the candidate know this is the best you can do.  You need to be honest with yourself, your organization and your candidate right from the beginning.

Areas of negotiation.
1.  Salary:  we always think of salary as the first step.  Advertising a smaller salary range lets candidates know what their salary will probably be.  But, there is often a little room for negotiation.  As the employer, think about this clearly and thoughtfully and be prepared with a realistic number.  (I’m making the assumption here that you ran a salary survey or did some investigating on the appropriate pay range for this position and you are within acceptable market range.)

2.  Benefits:  what benefits do you offer?  Which ones are restricted by contract (health, retirement, etc.) and which ones allow for flexibility:  vacation/time-off, office-set-up expenses, mileage, etc.  If you really can’t budge on salary, benefits are a good place to show your potential employee that you are invested in their success and that you have professional boundaries.  You know time off is important and you value that.

3.  Professional Development:  are there industry conferences, professional development meetings, time-off to attend trainings?  These types of opportunities benefit you with additional training and benefit your new employee with opportunities to learn and move ahead.  Look around and see what opportunities may be available.

4 Flex time:  Are you hosting a hybrid office?  What does that look like for equipment, phones, using home offices?  Are you reimbursing staff on an on-going basis?  If you are requiring in-office work, what kind of flexibility can you offer for appointments, childcare, other emergencies?  Think these options through ahead of time to show your employee that you understand that life happens.

Salary and benefit negotiation is the first chance the new employee has to see you in action—as an employer.  You are still being interviewed by the candidate.  This is your chance to show how you invest in your team, set boundaries and value the work being done.  Don’t short-change this process.