Trying To Get Talent Cheap? The consequences and impact this may have on your business…

The first questions to ask yourself when recruiting a new employee are

1) How much do you want this individual in your business?

2) Do you want to retain great talent?

I was recently reading another blog on this subject and it really struck a chord as this actually happens quite often…

‘It’s a common occurrence; a recruiter arranges an interview for a client, the candidate attends and it goes well, the client requests a second interview, and this goes well too.  The candidate likes the company and wants the job, and the client can envisage the candidate being an asset to the company.  The client has been advised what the candidate’s skill set is worth and their salary expectation.  Now it’s time for the client to make an offer and the client offers under the candidate’s salary requirements and market value!! What??..

The Consequences

By doing this and chancing your arm it will inevitably result in a negative outcome, the candidate will feel undervalued and the chances are even if you up the offer, the candidate will walk away.  It could also affect the following elements:-

**Impact the branding of your business as people tend to share their negative experiences

**It will affect the partnership and trust between your organisation and the recruiter

**It may make it harder to recruit the role in question

When it comes to salaries, quite frankly, I don’t believe there should be any negotiation.  If  the candidate is worth what they are asking for and you want to retain great talent in your business, don’t barter.  Why risk offering a candidate a lower salary than they are currently on, it can be quite insulting.

What you should consider when making an offer, which will create a positive impact on your business and ensure you get the talent you want

Here is an example for you…

We were recruiting for a complicated job whereby our client was looking to recruit an individual from a Top 4 Practice, the business was based in a difficult location and the client was looking for a specific skill set.  We found them an excellent candidate and our client was over the moon.  They offered the candidate £5,000 over what they were looking for, plus a bonus.  The candidate, as you can imagine, was ‘chuffed’ and of course accepted.  Why?

**He felt valued

**He could see that the organisation wanted to invest in him, and his longer-term career

**He was so chuffed, he shared his positive experience over various social media platforms

I am not suggesting that in all cases you should offer a candidate £5k over their salary expectation ‘but’ to really think about the bigger picture, your company branding, reputation, and your end goal – and surely that is to secure the best talent!!!!!!