Salary Negotiation Q&A - Continued
Question: If a candidate claims that he or she makes a specific salary at his or her current job, and I discover that the statement was false, do I confront the candidate on the issue?
Answer: Yes, tactfully address the issue head on. Sometimes there are legitimate reasons for a difference between a figure put on an application and that provided when you do your research. Say to the applicant, "We verified the compensation figure you stated on your application and there appears to be a difference. Can you explain?" After considering the explanation, then decide if you want to continue pursuing the candidate. If he or she has lied, drop the candidate!
Question:The old school of thought was to wear an emotionless "mask" when negotiating with candidates. Is that still the best course of action?
Answer: No. Be yourself. You need to show the prospect the human side of the organization and that you are listening to their input.
Question: When someone comes to me and says that he or she is worth more than I'm offering based on hard research such as regional salary surveys, do I ignore them and stick to my offer?
Answer: No. Always be open-minded, but certainly know your budget. Also, remember that different areas of the country will be higher or lower due to cost of living than the national averages. Try to look at city specific reports like those on payscale.com or salary.com to ensure you are making a fair offer.
