Getting the Candidate to Say Yes

Question 1

How do you establish credibility?

Answer 1

Honesty, authenticity, consistency, awareness, communication

Question 2

What might be open for negotiation with the job?

Answer 2

Job description, title flexibility, equipment options, growth potential

Question 3

What might be open for negotiation with salary and benefits?

Answer 3

Annual salary, signing bonus, annual bonus, health benefits, other benefits (i.e. wellness programs, gym memberships, reimbursement programs, etc)

Question 4

What might be open for negotiation with time and schedule?

Answer 4

Paid time off, flex schedule, telecommuting

Question 5

What might be open for negotiation with training and development?

Answer 5

Internal professional development, tuition reimbursement, conferences, association memberships

Question 6

What topics might be available for negotiation with a candidate’s offer?

Answer 6

Job, salary and benefits, time and schedule, training and development

Question 7

Which cities or states currently have a ban on questions related to salary in the interview process?

Answer 7

Oregon, California, Massachusetts, Delaware, Puerto Rico, Philadelphia and New York City

Question 8

What is the goal of negotiating with candidates?

Answer 8

The goal of the negotiation is to get the selected candidate to say yes and have both parties feel like they win.

Question 9

Name 7 negotiation techniques.

Answer 9

Share information (to establish credibility)

Rank the negotiation topics

Set expectations

Determine the counteroffer

Establish timing

Remain neutral

Listen

Question 10

What are the 5 negotiation styles?

Answer 10

Competitive, Collaborative, Compromising, Avoiding and Accommodating

Question 11

Describe the competitive negotiation style.

Answer 11

Simple Definition: The negotiator is primarily concerned with his or her own goals regardless of the impact on others. AKA “fight or dominate style”

Details: In competitive negotiation, the negotiator is primarily concerned with achieving his or her own goals regardless of the impact on others. The negotiator views the negotiation as a win-lose rather than a problem-solving activity where both parties could win. The competitive negotiator often will use manipulative tactics or other aggressive behavior to achieve the outcome he or she wants.

Question 12

When would you use the competitive negotiation style?

Answer 12

A long-term relationship is not important.

A short-term task is important.

There is little negotiation ability.

It can be helpful when you have a large applicant pool and little to no negotiation ability. The role might be one that is high turnover or more entry-level.

Question 13

How do you approach candidates exhibiting competitive behavior?

Answer 13

Emphasize the uniqueness of the offer, leave room to give them something in the negotiation and make them feel like they are winning something.

Question 14

Describe the collaborative negotiation style.

Answer 14

Simple definition: The negotiator focuses on problem-solving methods to create value and discover mutually satisfactory agreements.

Detail: The collaborative negotiator focuses on problem-solving methods to create value and discover mutually satisfactory agreements. The negotiator will tend to be assertive about his or her needs and cooperative with the other side

Question 15

When would you use the collaborative negotiation style?

Answer 15

This style is common among recruiters.

A long-term relationship is important.

Create a win-win situation.

Question 16

How do you approach candidates exhibiting collaborative behavior?

Answer 16

Acknowledge their willingness to collaborate

Ask what topics of the package are important

Be upfront about non-negotiable items

Question 17

Describe the compromising negotiation style.

Answer 17

Definition: Both parties will need to concede to find an agreement.

Detail: A compromising negotiation falls between accommodating and competitive. It is useful when time is a concern or there is a strong relationship between the parties. Both parties will need to concede to find an agreement.

Question 18

When would you use the compromising negotiation style?

Answer 18

A long-term relationship is important.

Time is a concern.

Question 19

How do you approach candidates exhibiting compromising behavior?

Answer 19

Leave room to compromise when making an initial offer

Think about trade-offs for topics that are fixed

Ask what is most important to the candidate in the job offer

Do not give everything away on the first offer

Question 20

Describe the avoiding negotiation style.

Answer 20

Definition: The negotiator is primarily concerned with avoiding intrapersonal conflict

Detail: The avoiding negotiator is primarily concerned with avoiding intra-personal conflict. It is useful when the stakes of a negotiated outcome aren’t worth the potential conflict.

Question 21

When would you use the avoiding negotiation style?

Answer 21

This style should not be used commonly.

Use when it is a short term task that is not important

Use with demanding candidates

Consider using when you have made the best and final offer

Question 22

How do you approach candidates exhibiting avoiding behavior?

Answer 22

Do not get into the game of chase with them.

Be methodical

Set clear timelines and expectations

Remember: Avoiding is not ghosting. You still need to communicate clear actions and timelines to the candidate.

Question 23

Describe the accommodating negotiation style.

Answer 23

Definition: The negotiator is primarily concerned with the relationship between the parties.

Detail: The negotiator is primarily concerned with the relationship between the parties. The negotiator will give the other side concessions to support the relationship but often gives too much too soon.

Question 24

When would you use the accommodating negotiation style?

Answer 24

Use for specific situations only.

Short-term and Long-term relationship is important

Use when there is only ONE right person for the job (i.e. exec level positions)

Question 25

How do you approach candidates exhibiting accommodating behavior?

Answer 25

Consider the candidate’s motivation

Ensure you are creating a long term relationship