Despite careful research and perfect alignment with current salary trends, sometimes your offer just isn’t high enough to appeal to your chosen candidate. You may have taken every step to provide a number that’s at or above your competitor’s rates for similar positions in your geographic area, and you may believe your offer is generous given your candidate’s level of experience. But there’s still a chance that she may not agree. What should you do if your best offer is met with a shrug? Here are a few steps that might prevent a return to square one.

1. First, make it clear that you’re willing to deal. If you really want this candidate, don’t just take no for an answer and walk away. But as soon as you end the conversation, get to work immediately on assembling a better offer. The longer you wait, the more likely she is to nail down an agreement with someone else.
2. Review your benefits package. Are there any adjustments you can make to your health insurance package, pension, commission or bonus rates? Break out the numbers and make it clear to your candidate what these benefits are worth in dollars.
3. Assemble a list of perks. Beyond your salary offer and benefits, what does your workplace provide that she might not find anywhere else? Start with the obvious, like an onsite daycare center, a company gym, flexible scheduling, free parking, and a short commute to her home address. Then add intangible perks like close access to downtown attractions and a friendly work environment.
4. Ask the candidate to suggest a counter offer, if she hasn’t already. Ask her specifically what she might accept in terms of perks and non-monetary compensation.
5. Don’t leave your offer on the table indefinitely. If she gives you a definitive no, you’ll need to move on and staff the position with the next candidate in line. So be clear about the timeline in which she can still change her mind. 
6. Don’t go too far. Keep in mind that no matter how valuable the candidate may be, some salary offers are simply too high. Calculate what you’ll be paying this employee in five years with regular percentage-based increases. And remember that luring a candidate in with money can leave you overpaying for a bored and unmotivated worker who would rather be somewhere else. If she isn’t happy, neither of you will be happy, regardless of the money exchanged.

For more on how to negotiate with reluctant but highly talented candidates, reach out to our staffing experts. With local ties to California and arms that stretch across the country, we have the experienced recruiters on hand to assist you with your hiring needs! Contact our team today!