If it hasn’t already, it’s going to happen — a prime job candidate will balk at your initial compensation offer. How should you handle it? Here’s some advice.
State that you’re very confident the level of pay for the position has been placed properly — then drop it, suggests compensation consultant Chuck Csizmar, principal of CMC Compensation Group.
This accomplishes something very important: It gives no credence to the candidate’s argument. By debating the issue, you hand the challenger a partial victory, says Csizmar.
If that happens, the conversation could head in a number of directions — possibly even getting heated and costing you the candidate all together.
Stand your ground
These challenges are only going to become more common as more compensation data becomes available online and workers continue to try to squeeze every dime possible out of employers.
Existing employees will even begin to speak up if the sources they use in their research make them seem underpaid.
But bending to the criticism once could come back to bite you if word gets out to other candidates — or current workers — that your company’s resolve may be weakening.
Share your insight: What do you do when workers question your pay practices? Do you agree with Csizmar’s solution? Let us know in the Comments Box below.
