How Should I Approach Candidate Salary Negotiations?
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...Profit sharing or share options – Paid to employees based on the success of the company as a whole.
• Additional paid holidays - Especially attractive to employees just out of education or those with young families.
• Education reimbursement – Helping employees continue their education shows you are willing to invest in their future.
• Life insurance - Ensuring your employees family will be well looked after if the worst happens gives them peace of mind.
• Pension - Adding your own contributions to employee’s monthly payments is a benefit many candidates will take seriously.
...Company car - Usually offered to employees who spend a large portion of their working life on the move or those with a long commute.
• Subsidised travel or season ticket loans – Any assistance you can provide on travel is generally well received.
• Flexible working – Allowing workers to achieve a better work-life balance is an increasingly important factor.
• Childcare – Either setting up an in-house facility or partnering with a local nursery.
• Gym membership - Whether subsidised or free, it's a great way for employers to offer a tangible benefit.
• Subsidised food & drink - the cost of snacks, coffee, water and lunch over the course of a year can be a frighteningly large chunk of a salary.
• Casual dress - It's not usually seen as a benefit, but think about how much money you could save an employee if they can wear the same clothes in the workplace as they do in their spare time.
You are free to theoretically negotiate with more than one candidate at a time, but only get into a deeper discussion with the candidate you are hoping to offer the job.
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