When a candidate undervalues their skills, approach the conversation by emphasizing the value they bring to the role. Share a clear breakdown of how their expertise aligns with your organization's needs and goals, and outline the market standards for similar positions to set a baseline. Highlight the growth potential and the role’s responsibilities, encouraging them to see themselves as an integral part of the company’s success. Express your commitment to fair compensation by offering a competitive package that reflects both their current capabilities and potential contributions.

When candidates undervalue their skills, it’s a responsibility for us as hiring managers or recruiters to guide them toward fair compensation. A thoughtful approach not only supports the candidate but also ensures that the organization attracts and retains talent by valuing their contributions appropriately. Here’s how I handle such discussions: 1. Providing Market Data for Transparency I begin by gathering salary data for similar roles and experience levels to create a clear and informed benchmark. By providing this information to the candidate, we establish a fair market context, helping them see the industry standards for their skills and expertise.

Highlight the candidate's strengths and market value, explaining how their skills contribute to the role's success. Provide data or benchmarks to support a fair offer, and emphasize your commitment to compensating them appropriately for their expertise. This approach ensures they feel valued and confident in accepting a fair offer.

N?o se encomiza no capital intelectual! Penso que o nível da sua empresa é o nível dos profissionais que você contratar, n?o foque no desembolso e sim no retorno que esse profissional vai dar. Vejo três tipos de empresas, quem paga abaixo do mercado, quem paga a média de mercado e quem paga acima. Todas suas vantagens e desvantagens.