Prospective employers have a salary negotiation “window” from the time they offer a position to a
Employers are often advised to provide at least a salary range, if not a final amount, upfront in the job listing for the vacancy. This helps you to avoid getting inundated with candidates who are either overqualified or under-qualified for the job. Instead of wasting your time interviewing people who will never accept the compensation you’re offering, you’ll attract applicants who might work out.
Attracting and retaining top talent in a company requires giving prospective employees what they want, so it’s essential to determine what sort of compensation they expect for a certain job. Many military veterans have valuable transferable skills that your company could benefit tremendously from, but they aren’t going to work for less than they are worth in the job market. Another factor in this process is finding out what your candidate has earned to date, and adjusting your salary negotiation to the same range.
It’s important to determine well ahead of time how much flexibility you have for negotiation salaries for veterans. During the interview, you’re likely to discuss salary, benefits and working conditions, and it’s best to keep silent about what you can offer until you’ve determined what your top candidate might want.
There’s no point coming right out with the fact that you’re trying to save money on a
For many military veteran candidates, benefits are just as important as compensation. While you aren’t legally allowed to quiz a candidate about their private life, family structure or any other issues that could be discriminatory, you can listen for clues that they might let slip or provide deliberately. These include whether the applicant has a family or not, or if anyone in the family has special needs or requires additional care. If you have a great benefits package, playing up these advantages could help the candidate make a decision in your favor.
How badly you want a particular candidate also affects the level of compensation you’re prepared to pay in salaries for veterans. Factors include:
Be careful not to “over-capitulate,” which could make the difference between fair compensation and paying salaries for veterans outside of your comfort zone. The latter is bad for all parties, and nobody wins.