When you receive a job offer you expect to be paid the agreed salary. So, why is it any different when it comes to negotiating yours? Read this blog to find out.

As recruiters, we’d love it if everyone went to work for the pure thrill and love of the job. But unfortunately, that’s not the real world. We all go to work to earn money and so, salary is an important factor in any position.

We find many candidates don’t give this the proper consideration it deserves. Candidates may apply for roles under their salary expectation with the intention of asking for more once they have been offered the role.

We encourage salary transparency for this very reason. The recruitment process is a two-way street. If a company declares their salary bracket in their job advertisement, then it should be respected by the candidate that chooses to apply, with the assumption that that is the offer.

Under our candidate guidance service, we spend time in preparing every candidate for interview and setting expectations. So, when a candidate asks for more money at the last stage, it all goes Pete Tong. And as you can imagine, neither us nor the employers are the happiest of bunnies.

Let’s put it into perspective…

You are the successful candidate in question. You’ve gone through the entire application and interview process, and you’ve finally been offered the role. You might even have your heart set on the position, only when your offer comes in, the salary is much less than you’d originally agreed with the employer.

This would leave many people feeling undervalued and undermined. Many candidates would feel as if they had wasted their time and effort on a role for a company that doesn’t offer them the same respect in return.

Now, let’s imagine the shoe is on the other foot…

You are a company that has gone through the recruitment process and have a set budget in mind for the successful candidate. You have thought about your salary offer, aligning it to the value and duties of the role and have been transparent about your salary bracket from the moment you put up your job ad.

Finally, you’ve whittled down your applicants to the candidate that matches the role perfectly and you’re ready to pass on the good news. Only, when you make your offer, the candidate hesitates and asks for more money.

As a company, you’re more than likely going to be unimpressed. The candidate appears greedy and money motivated, not to mention the poor timing being quite unbecoming. This bad move by the candidate could even result in the company retracting their entire job offer.

Is it even worth the risk?

One of the most frustrating things that we come across is candidates taking a U-turn at the very last post. Not only does this leave a very bad impression on us, but also on the employer.

We understand that candidates have salary expectations and needs themselves, which is why we encourage upmost honesty throughout their interview process.

Many employers will state a salary bracket, dependent on experience. This acts as a gauge for their negotiating room and should not be cast over.

So, when you’re applying for a job, check out the salary and see if it meets your expectations. If not, the best thing is to move on to one that fits your criteria!

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