Salaries and benefits – What to offer?

Salary offer Ellis Fox Blog

It’s common expectation from a candidate perspective that taking on a new role will include a better salary, and possibly additional benefits to go along with it.  Also, current hiring trends indicate that many candidates seek more flexible working arrangements in addition to financial payment.

The challenge many companies face is knowing what the right offer will be for a particular candidate. After all, individuals have their own priorities they’re working towards as they progress in their career.

Consider having these discussions during the interview stage that can identify what specific candidates value most and what they’ll be most inclined to accept as an offer.

Talk about personal and professional development

During an interview, highlighting learning opportunities is important. This relates to both professional and personal development. Empowering employees with tools and methodologies can help them become more productive and improve their confidence in the workplace.  Additionally with so many new technologies making an impact on construction and the development of infrastructure, a willingness to invest in skills can make working for the company much more attractive.

Find common ground

Many employees want to work for companies that have values similar to their own. Candidates are often shy too ask where the company stands on key issues such as social and environmental responsibility in an interview. But sharing information on values and corporate culture can help to establish some common ground. This has two additional benefits. Firstly, it helps to establish where there’s common ground and helps candidates feel comfortable enough to ask questions or share what’s important to them. The second, more important benefit is that is can help shape what’s included in the offer, making it more personal and aligned to what the particular candidate values.

Remunerate the person rather than the role

While a role may carry certain requirements for qualifications and experience, no two candidates will be the same. In the interview seek to understand what additional value the candidate brings by asking about previous projects and achievements. There may well be a benchmark for what’s considered a good salary for a particular role. But if it’s clear that one candidate brings more, the offer should reflect that additional value.

While companies may be tempted to stick with a benchmark offer, consider that your role may not be the only one they’re interviewing for. Another company that recognizes their worth could well entice them with a much better offer.