Getting the Candidate to Say Yes Flashcards
How do you establish credibility?
Honesty, authenticity, consistency, awareness, communication
What might be open for negotiation with the job?
Job description, title flexibility, equipment options, growth potential
What might be open for negotiation with salary and benefits?
Annual salary, signing bonus, annual bonus, health benefits, other benefits (i.e. wellness programs, gym memberships, reimbursement programs, etc)
What might be open for negotiation with time and schedule?
Paid time off, flex schedule, telecommuting
What might be open for negotiation with training and development?
Internal professional development, tuition reimbursement, conferences, association memberships
What topics might be available for negotiation with a candidate’s offer?
Job, salary and benefits, time and schedule, training and development
Which cities or states currently have a ban on questions related to salary in the interview process?
Oregon, California, Massachusetts, Delaware, Puerto Rico, Philadelphia and New York City
What is the goal of negotiating with candidates?
The goal of the negotiation is to get the selected candidate to say yes and have both parties feel like they win.
Name 7 negotiation techniques.
Share information (to establish credibility)
Rank the negotiation topics
Set expectations
Determine the counteroffer
Establish timing
Remain neutral
Listen
What are the 5 negotiation styles?
Competitive, Collaborative, Compromising, Avoiding and Accommodating
Describe the competitive negotiation style.
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.
When would you use the competitive negotiation style?
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.
How do you approach candidates exhibiting competitive behavior?
Emphasize the uniqueness of the offer, leave room to give them something in the negotiation and make them feel like they are winning something.
Describe the collaborative negotiation style.
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
When would you use the collaborative negotiation style?
This style is common among recruiters.
A long-term relationship is important.
Create a win-win situation.
How do you approach candidates exhibiting collaborative behavior?
Acknowledge their willingness to collaborate
Ask what topics of the package are important
Be upfront about non-negotiable items
Describe the compromising negotiation style.
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.
When would you use the compromising negotiation style?
A long-term relationship is important.
Time is a concern.
How do you approach candidates exhibiting compromising behavior?
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
Describe the avoiding negotiation style.
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.
When would you use the avoiding negotiation style?
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
How do you approach candidates exhibiting avoiding behavior?
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.
Describe the accommodating negotiation style.
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.
When would you use the accommodating negotiation style?
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)
How do you approach candidates exhibiting accommodating behavior?
Consider the candidate’s motivation
Ensure you are creating a long term relationship
