NEGOTIATION

SKILLS

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 Negotiation is a tricky art. This involves two or more parties
who are having different goals and needs. Negotiating is the
process by find all parties work hard for a mutually
acceptable solution to an issue. As every human being is
different, so are negotiations. These are always influenced
by both parties' character, attitude and the way they see.

Negotiation Making an offer to a job candidate is a question of balance.

The end of negotiation always should be a win-win situation
In rather than one side losing it. The remuneration offered
should be balanced, acceptable and agreed by both the
Recruitment parties – the employer and the employee.

We often look at negotiating as unpleasant, because it

implies conflict, but negotiating need not be characterized
by bad feelings, or angry behavior. Understanding more
about the negotiation process allows us to manage our
negotiations with confidence which increases the chance
that the outcomes will be positive for both parties.
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 Barriers To Successful Negotiation
• Viewing Negotiation As Confrontational
• Trying To Win At All Costs
• Becoming Emotional
• Not Trying To Understand The Other Person

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 • 1. Understand the candidate first
• 2. Talk to who counts.
• 3. Prepare your case - benefits, perks, loopholes.
• 4. Be confident.
• 5. Manage Expectations.
Tips For • 7. Know the Limits.
Effective • 8. Create a gap in his expertise and the role demand to make him
inclined.
Negotiation • 9. Never make it personal.
• 10. Explain The Why before The What.
• 11. Be quiet and creative as per the scenario.
• 12. A Win-Win Situation.

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Understand The
Candidate First
•Every candidate is different from each other.
•We need to understand who they are, what they
need, what they have at present, before even
thinking to begin to discuss the exact
compensation.
•In the same scenario we also need to consider
what is the parity input, what is the market
standards, etc.
• Since human mind is very complex and there is
no single rule for every cases, we need to apply
our intelligence, logic with considering all other
relevant factors before we initiate the discussion
 Talk to who counts
• A recruiter must be smart enough to identify the ones who are
really inclined towards your offer which should not be limited to
the compensation hike only. The ability to identify such cases
need to be developed as soon as possible when you decide to
enter this industry. Your clairvoyant ability will play a big role
here.
• It’s not wise to spend time on a candidate who has different
aspirations than what you can offer.
 Prepare Your Case - Benefits, Perks, Loopholes

•Every negotiation is a different case, we can't have one method or yardstick to follow. As we had already
discussed that how every human being is different from another, the same need to be implied in the negotiation
also.
•Before we make a call or sent out an email regarding our offer, we need to prepare ourselves first on where we
are standing now.
•A proper diagnosis of each case will give us very clear picture about the Gap. Gap Analysis is very much crucial to
have be successful in any negotiation.
•Whenever someone is confident while sharing or transferring any information has always a higher convincing
power then the one who is not clear or unsure of what he/she is saying.
 Prepare Your Case - Benefits, Perks,
Loopholes

•Recruiter must acquire a clear idea about what is the compensation structure, hierarchy, the project for which
the candidate is being hired for. This helps in getting the required confidence and being in a governing state in
negotiation.
•There might be a few subsection which can hinder, but such segment even can’t shut one’s eye to.
•Since we all know that selling a midsize / start up company is never easy, we should explore the alternatives of
how to project ourselves, what to flaunt and what to avoid. Understanding the loopholes is always important.
•Similarly there are some components which we find hard to sell in compensation structure. So we need to do
retrospection and highlight the positive sides more about such.
•So preparing your case where you know about the minimum Benefits, the additional perks, and the loopholes
is a must for every case, whether it could be a junior req or you are hiring for an executive level.
 ONE IMPORTANT KEY TO WE ALREADY GET AN IDEA “NEGOTIATION IS LIKE
SUCCESS IS SELF- ABOUT HOW TO PREPARE, SPORT: EVERY SUCCESS IS
CONFIDENCE. AN NOW THE NEXT STEPS IS BASED ON TRAINING AND
IMPORTANT KEY TO SELF- TO REVISE YOUR CASE APPROPRIATE
CONFIDENCE IS AGAIN AND AGAIN PREPARATION.” – MARC O.
PREPARATION. BEFORE YOU PICK UP THE OPRESNIK. AND WE ALL
DIALER AND CALL THE KNOW THAT WHENEVER

Be Confident CANDIDATE. THE TEAM IS HAVING A

DISTRUST OR SCEPTICISM,
THEY LOOSE THE MATCH.

SO WITHOUT AMBIGUITY
WE CAN SAY THAT IF YOU
ARE NOT CONFIDENT
WHILE NEGOTIATION
THEN HALF THE BATTLE IS
LOST BEFORE THE CALL
ITSELF.

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 Sell The 30% Hike
• Offer the candidate a 30% increase. As you start the interview process just tell the candidate he or she shouldn’t take any job
unless it offers a 30% increase. Then tell the person this 30 percent should not all be money.
• Most of it should be career stretch, meaning the person will be handling a bigger job with more learning and more impact.
• Another part of the 30% should be career growth. This means the person is put into a company and situation that will enable
the person to continue growing at a rapid rate.
• Collectively, job stretch, and job growth should represent at least 20-25% of the total increase. The rest can be compensation.
• Then suggest to the candidate that he / she should evaluate your opportunity with this 30% multi-component approach as a
guide. Reinforce this by saying that whenever compensation becomes the bigger part of the package, the person will wind up
slowing her career, rather than growing it.
Sagar Raina
VP-Head Talent Acquisition at airtel

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 It is literally impossible to conduct a successful negotiation
without having a defined limit. This limit starts with you
and your business. The limit should be according the
market standards and company limit.

Know The Once you know where you stand, then you must
Limits understand where the candidate's limits is. At what point
do they walk away?

Your aim isn’t to close a deal that’s pushed right up against

the edge of their envelope in every area, but if you don’t
know what the boundaries are, your job becomes a
guessing game.
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 Manage Expectations.

WE TALK A LOT ABOUT HOWEVER, IN A LIVE WHEN THEY ASK FOR A THERE’S A PHRASE THAT YOU IT’S GOING TO GET YOU OUT
MANAGING EXPECTATIONS, NEGOTIATION WHEN THERE’S MARGIN HIKE, IF YOU SAY, “I’LL NEED TO LEARN, AND YOU OF TROUBLE AND MOVE THE
PARTICULARLY WHEN IT A POSSIBLE DEAL ON THE LINE, SEE WHAT I CAN DO”, THEN NEED TO BE ABLE TO DELIVER NEGOTIATION ON TO OTHER
COMES TO TELLING YOUR IT’S SOMETHING YOU MUST THEY WILL BE EXPECTING YOU IT WITHOUT FLINCHING, AREAS WHERE MAYBE THERE
MANAGER WHEN YOU’RE DO WELL. WHETHER IT’S YOUR TO DO SOMETHING. IF YOU WITHOUT SHOWING ANY KIND IS SOME FLEXIBILITY.
GOING TO GET THAT CLIENT OR YOUR CANDIDATE DEFER TO YOUR BUSINESS OF DOUBT, AND TOTALLY
REQUIREMENT CLOSED OR ASKING YOU FOR FLEXIBILITY AND SAY YOU’LL ASK YOUR WITHOUT SHAME…“THERE’S
DEAL CLOSED. ON SOMETHING, YOU NEED SALES DIRECTOR, THEY’LL NOTHING WE CAN DO FOR
TO BE TOTALLY ON TOP OF BELIEVE THAT YOU’RE GOING YOU THERE.”
THEIR EXPECTATIONS. TO BRING THEM GOOD NEWS.

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 Create A Gap

NEVER MAKE ANY IMPRESSION THIS MAKES CANDIDATE AWARE ALWAYS TRY TO CREATE A GAP LEARNING IS A MUST NOW A DAYS
THAT THE SELECTED CANDIDATE IS ABOUT SUCH SITUATION AND THEN BETWEEN HIS/HER CREDENTIALS FOR EVERY TECHIES TO SURVIVE, SO
THE BEST AND ONLY OPTION THEY GETS INTO THE DRIVER SEAT. AND THE ROLE THAT YOU HAVE TO WE MUST UTILISE THIS TO MOST IN
AVAILABLE FOR YOU, WHETHER OFFER IN A POSITIVE WAY. SHOW OUR FAVOR. WE SHOULD
THAT’S A FACT. THEM THE PATH AND THE SCOPE OF CAPITALIZE THIS ASPECT BY
LEARNING NEW THINGS, ADDING SHOWING THE NEW THINGS THEY
NEW RESPONSIBILITIES. AS WE HAD LEARN OR GET EXPOSE TO IN OUR
ALREADY DISCUSSED IN PREVIOUS ENVIRONMENT.
SLIDE - SELL 30%, THE CANDIDATES
SHOULD SEE THE GROWTH PATH
VERY CLEARLY IF THEY DECIDE TO
JOIN YOU.
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 NEVER MAKE IT PERSONAL.

• Negotiation Is Not A Competition. Please Always Keep This In Mind.

• Remember; This Person Could Work With You For The Foreseeable Future And You Really Don’t
Want To Start Off On The Wrong Foot.
• Behaving Ruthlessly, Arrogantly And Stingily Isn’t Going To Go Down Well.
• Make Sure There Is Some Give And Take (Another Reason To Offer Slightly Lower Than Your Upper
Limit In The First Place).
• It’s Also Important Not To Get Emotional. Giving Away Signs Of Anger Or Aggression, Upset Or
Frustration Isn’t Professional And Will Simply Put The Candidate Off Taking The Job In The First
Place.
 Explain The Why before The What

WHENEVER WE DISCUSS WITH HAVING CONTROL DOESN’T EVEN THE RIGHT WAY IS JUST THAT’S WHY THE THE FINAL CALL MUST BE
ANYONE ABOUT WHAT WE MEAN THAT YOU SHOULD TO ENSURE EVERYTHING IS NEGOTIATION SHOULD BE FOCUSED AROUND THE CTC
DO, WHAT WE OFFER, WHAT IGNORE THE OTHER END EXPLAINED IN MANNER THAT DIVIDED INTO 2 PARTS WHERE COMPONENTS AND
WE WANT WE SHOULD CARRY COMPLETELY. A SENSE OF THERE IS NO CONFUSION ONE SHOULD BE FOCUSED EXPLAINING THE HIKE
THE WHY WITH IT. MORALITY AND AWARENESS AROUND THE ROLE, THE INTO THE ROLE, DESIGNATION, AGAINST THEIR CURRENT CTC
WILL HELP YOU DEFINE THE DESIGNATION, THE COMPANY CULTURE, DOJ AND OR ANY COUNTEROFFER IF
SPOKEN AND UNSPOKEN COMPENSATION AND THE TO GAUGE THE EXPECTATION ANY.
QUESTIONS OF THE COMPANY CULTURE. AROUND THE COMPENSATION.
CANDIDATE.

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 BE QUIET AND CREATIVE AS PER THE SCENARIO.

•Sometimes in negotiation you can just keep quiet and listen to what the other side is saying to you.
This will help you in 2 ways. First, they can get assurance that the Recruiter is listening to them and
second that this silence can also create a fear in them whether if you have decided to walk away. So
when and where to be quiet, this is something you must decide it by your own using your intelligence.

•The recruiter can’t be conservative all the time, they must be creative when the time demands.
Depending upon the candidate, his current organization, current CTC, the offer that he/she is holding
will give you an idea where you can change the gear and be in a commanding state.
•The focus of these 2 should to get the best out of the discussion in favor of you.
CREATE A WIN-WIN SITUATION

NOW AS WE HAVE ALREADY BY SAYING SO, WE ALSO MUST KEEP WIN-WIN NEGOTIATION CAN IT'S PARTICULARLY USEFUL WHEN
INVESTED SO MUCH TIME FROM THE COMPANY AND MARKET ENABLE BOTH PARTIES IN A YOU HAVE AN ONGOING
SOURCING TO NEGOTIATION, WE STANDARS AS TOP PRIORITY DISCUSSION TO FEEL THAT THEY RELATIONSHIP WITH THE OTHER
WOULD NEVER WANT TO LOOSE A BEFORE OFFERING A CANDIDATE. HAVE MADE A SATISFACTORY DEAL, PARTY, AND YOU WISH TO REMAIN
PROSPECT WHO CAN FULFIL OUR AND THAT NEITHER IS THE "LOSER." ON GOOD TERMS.
REQUIREMENT. INSTEAD, WE
SHOULDN’T LOOSE A SINGLE CASE.

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“NEGOTIATING A DEAL CAN
ONLY TAKE PLACE WHEN
THERE ARE TWO PARTIES.
IF YOU WAIT TOO LONG,
THE OTHER PARTY MAY
ALREADY HAVE
NEGOTIATED A DEAL WITH
SOMEONE ELSE.”

THANK YOU  
DIP SANDIP PADHI   

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