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skip to main | skip to sidebar procurement recruitment advice and commentary. procurement professionals seeking jobs, procurement leaders seeking procurement talent. tuesday, october 6, 2009 negotiating a job offer - if you are making the offer once again, the jobs in procurement team is not about to set about teaching its readers anything at all about negotiation. we are going to put forward our thoughts on making an offer of employment to a candidate that you really want to hire - our aim being to maximise the chance of your offer being accepted by that candidate. from the earliest stage of the recruitment process, it is important that you have a clear understanding of the candidate's current remuneration package, including details of bonus and the date at which their next pay review is going to take place (and its likely outcome). this is information that your chosen recruiter should help you with as part of their service. throughout the recruitment process your recruiter, yourself and your hr colleagues should spend some time managing the expectations of the candidate(s) that you interview. with their current remuneration in mind and an understanding of where the role that you are interviewing for fits into your salary bands etc., make sure that the candidate has in her mind that your offer is going to be 'something around €xx.' the very detailed discussion comes later, but sowing the seed from an early stage of the process is important. when it comes to making the actual offer to a candidate, the choice of whether to do that directly or via your recriter is for you to make. our advice? whichever you feel most comfortable with. some recruiters will insist that they are best placed to broker the offer. in some cases that may be true but, if you feel strongly that you want to make the offer to the candidate, go ahead. preface the offer with some warm words: we are delighted to have found you... we think you will do a great job and have an excellent future with our organisation... that type of thing. set out the offer in detail and be sure to include every element that has value: base salary, bonus, car allowance, relocation, share schemes, staff restaurant, product allowance, holidays, flexible benefits, pension scheme, expat allowances, joining bonus, healthcare costs, etc. be sure to include when the salary is up for review too. it is recommended that you make as close to your absolute best offer as you can first time. this is not the time for a multiple round negotiation process: ideally the offer will be as good as the candidate is expecting and that can be pointed out: 'we talked about a base salary of €85k being the level that would make this role attractive to you, well i am pleased to say that the offer we are making to you is actually €87k.' once the offer is on the table, its ok to make it time bound. whilst it is acceptable that the candidate needs some time to think it over and talk with her family about it, a long delay in making a decision at this stage is not ok - over one weekend is the maximum that we can recommend. as you are involved in the recruitment of a procurement professional, expect them to come back with a small negotiation point, or at least a point of clarification. experience tells us that this is likely to be for something small if the process has been handled correctly from the outset. once the offer is verbally accepted, get the written contracts exchanged quickly and agree a start date with the new member of your team. ♦ diggit! ♦ add to del.icio.us ♦ add to technorati faves posted by editor at 2:18 pm labels: recruitment , remuneration sunday, september 6, 2009 negotiating a job offer - if you are the candidate the jobs in procurement team is not about to launch into any attempt to tell its audience of procurement professionals how to negotiate. its your job and there is not a lot that we can tell you about general negotiation skills. in this short post, we do offer some advice to the candidate side of the recruitment process on negotiating the salary etc. offered with a new job. next time we will offer up some advice to the employer side of the process. first up, remember that you are likely negotiating with your (future) boss and potential colleagues. it is important that you strike the appropriate balance between demonstrating that, as a procurement professional, you are a competent and effective negotiator and going so far that these important relationships are damaged or the offer is withdrawn. if you are working with a recruiter, work with them on this part of the process too. take their input and use them as a third party conduit to exchange information with the new organisation. as with any negotiation, there is background research needed - especially if taking the job results in any significant change in circumstance for you and your family. be sure that you clearly understand the implications and mechanisms involved in: relocation (e.g. schooling, tax status, residency and work permits, electrical appliance compatibility etc.), bonuses, company car schemes, shares or share schemes, pension scheme, health insurance, product allowance etc. draw up your own checklist and satisfy yourself that you have a good understanding of the situation. be honest about what you have now. it is never good to start a relationship with a new employer with any dishonesty. do make sure that your current remuneration is properly calculated and communicated to the people that need to know. the aim of making a career move is, of course, to improve your current situation in some way. whilst it is very unlikely that money is the only motivation to make a move, it is - as all parties to the process know - an important factor. taking into account any differences in costs of living associated with the move and if the job is a promotion along the lines of natural career progression, it is usual in the market today that a move be accompanied with an increase in overall remuneration of something of the order of 7 - 12%. sometime in the interview process it is likely that you are asked 'what are you looking for in salary terms?' answering this with a number is, we think, a mistake. an answer something like: 'money isn't at the top of my list of priorites to make this move but, as you specifically asked, i have in mind an increase of something in the range of 12% versus my current package. i think this fairly reflects the benefits i will bring to the organisation and offers me an incentive to make the move.' once an offer is extended to you by the new employer, there is a chance to negotiate it. the jobs in procurement team recommends that there is just one round of any such negotiation: you go back (through your recruiter) with a justified (e.g. if you are going to walk away from a 5k bonus by leaving before the year end, its ok to use that as a negotiating point; if you are walking away from a company car, that is too) counter offer to ask for a little more. make it clear that this is your final request and that you aren't then going to come up with other reasons to ask for more and also make it clear that you are ready to accept if your condition is met. once the offer is acceptable, accept it enthusiastically and make it very clear to all concerned that you are excited about the new role and are looking forward to joining the new team at the earliest opportunity. ♦ diggit! ♦ add to del.icio.us ♦ add to technorati faves posted by editor at 2:30 pm labels: interview tips , remuneration monday, august 17, 2009 the three questions that interview process boils down to from the candidate side procurement job interviews, in the experience of the jobs in procurement team, are very interactive. based on our discussions with candidates at different stages of the recruitment process, we believe that theses three questions are at the core of the candidate’s decision making process. often these questions aren't asked directly by the candidate, b

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Domain name:
jobsinprocurement.co.uk

Registrant:
Jonathan Powell

Registrant type:
UK Individual

Registrant's address:
The registrant is a non-trading individual who has opted to have their
address omitted from the WHOIS service.

Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 10-Dec-2012

Registrar:
Namesco Limited [Tag = NAMESCO]
URL: http://www.names.co.uk

Relevant dates:
Registered on: 04-Nov-2003
Expiry date: 04-Nov-2019
Last updated: 04-Nov-2017

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Registered until expiry date.

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WHOIS lookup made at 21:22:26 12-Apr-2018

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  ARGS jobsinprocurement.co.uk

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  TYPE domain

OWNER

  ORGANIZATION Jonathan Powell

TYPE
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ADDRESS
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DOMAIN

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STATUS
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NSERVER

  NS0.PHASE8.NET 81.88.63.114

  NS1.PHASE8.NET 85.233.160.68

  NS2.PHASE8.NET 85.233.164.62

  NAME jobsinprocurement.co.uk

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