Most of the recruiting managers are accommodating when the candidate asks for the better
offer, In a survey found that. Nearly 60 percent of them say that they will extend the
new offer once, and 10percent will extend the new offer twice or more if they really do
want candidate. 30 percent of the recruiting managers say that the first offer is final.
A D V E R T I S E M E N T
Attempting to negotiate the better offer is almost always in the candidate's best
interest. In fact, nearly the one-in-ten recruiting managers say they do think less of
the candidate who accepts the first offer. Salary negotiations demonstrate the
candidate's determination, persistence and the recognition of the value he or she brings
to the employer.
Here are some of the ways you can do negotiate the better job offer:
Prove your worth.
Highlight the specific accomplishments and the results; 34 percent of the recruiting
managers say this is a most convincing way forthe candidates to negotiate the better
offer. Do not just say you managed the major accounts, instead the name specific clients
and the quantified results.
Have the strong references.
The candidate's references are a first thing nearly one-in the-three recruiting managers
say taht they do consider the salary negotiations. Be sure that the former employers and
colleagues on your reference list are prepared to give the glowing reports of your work.
Provide them with the "crib sheet" – a brief rundown of the projects that they are
Know about the market.
For 10 percent of the employers, the best way to get the increased offer is knowing the
average salaries for your position and the market. Online salary sites like
www.incomesdata.co.uk, and the industry websites are of great places to start. Educate
yourself on the industry averages and those in the geographical area.
Leverage the position with care.
13 percent of the recruiting managers say showing the offer from another company and the
willingness to walk away is the effective way to negotiate. But be careful with this kind
of tactic. It has the serious potential to backfire and cost you job completely.
When all else fails, ask for a six-month review.
If the job is everything which you have been looking for, but the recruiting manager
won't budge an iota on the salary, do not walk away. Ask if your new employer is
willing to conduct the review six months of your employment – with the possible raise
contingent on the performance.