Here's how you can master negotiating and closing talent acquisition deals as an executive.

The foundation of everything is to listen and understand. Listening should be done with the heart, not with the ears. Why do they want something, what do they feel or want to feel when they say it? I believe that listening should not be detached from emotions; on the contrary, it should be done with the whole heart :)

Recruiter needs to identify what truly need behind this whole job seeking process. Does the person look for a change in terms of career development? compensation? or environment? By tackling the real needs, you can have the right foot to start the conversation.

Being a part of TA, one should always understand a candidate’s need regarding his expectations and he should always be crystal clear regarding what we can offer him puron his expectations.

Mastering talent acquisition deals involves strategic planning, interpersonal skills, and understanding both the market and candidates. Stay informed about industry trends and benchmarks. Research candidates' backgrounds and goals for personalized approaches. Promote a positive company culture and clearly articulate your employee value proposition (EVP). Prepare by knowing your limits and being flexible. Communicate effectively through active listening and clear messaging. Show empathy and confidence. Use data and technology to inform decisions. Create competitive, tailored offers. Handle objections with solutions in mind. Close deals with urgency and regular follow-up. Ensure smooth onboarding and seek feedback to improve.

Through active listening, understanding candidate profile and their motivations for the role they are being hired for, and by offering competitive compensation packages.

My experience has taught me that crafting a comprehensive offer package is vital. Consider the entire package, not just the salary. Think about benefits, flexibility, growth opportunities, and company culture. Be creative and flexible in your offer, and be prepared to explain the value behind each component. I've seen candidates accept offers based on factors beyond salary, such as a strong company culture or opportunities for growth.

I always try to seek out and provide the candidates I approach with complete transparency, especially when it comes to salary expectations, as we know how important this is for both those who recruit and those who are recruited.

I called it "Candidate Personas". After the needs identification, this will be where the conversation will be circling along with the compensation package including remuneration, as well as staff benefits. Don't forget to highlight EVP to the candidate.

Yes, crafting offer letters will always be more than a competitive and compelling salary. My experience is about not only sharing the best offer that the candidates are looking for but also as a recruiter taking time out to answer each query that the candidates raise once they go through the compensation structure and perks. This will help to avoid last minute turnover as nowadays every candidate is looking for a clear understanding of their compensation structure.

Before presenting the offer, Provide a comprehensive overview of the entire package, including perks, work-life balance, growth prospects, & the company's culture. It is also important to ascertain whether the candidate is currently considering other offers and details like the name or reputation of the organization, CTC and the reasons behind their continued exploration. The first offer should be as compelling as possible, considering the candidate's expectations and to the extent to which match the organization's requirements. It is advisable to keep certain elements such as Joining Bonus, Retention Bonus and RSU/ESOPS for potential negotiations.

Actively listen to what your candidate or internal stakeholders want, then sell them on what matters to them! When it comes to candidates specifically, being authentic about what you offer and filtering out in the early stages is just as important as closing the deal. If you mis-sell the opportunity they won't stay long and you'll be back at square one anyway.

Emphasize the distinct features of the role to strengthen its attractiveness to the candidate. Delve into the organization's advancements, accomplishments, and successful endeavors. Address the importance of work-life balance, the company culture, benefits, leave policies, healthcare and educational perks, flexibility in working arrangements, and opportunities for internal career progression. Outline the projected growth of the organization and the potential for professional development for employees in the next 2 to 5 years. Highlight the business operations, team dynamics, mutual respect, team outings, and commitment to equality within the organization.

by letting the candidate knows how much value they could potentially bringing in, and how much they could contribute - you already show where to start for them on their first few months. Make them feel valuable in coming in as everyone wants to make their next journey worthwhile and flourish with achievements.

The "Candidate Experience" is crucial throughout the entire recruitment process, starting from the initial phase and continuing until the candidate is onboarded into the organization. It encompasses timely feedback, ongoing communication, and keeping the candidate informed about the progress of interviews, offers, and approvals. It is essential to clearly communicate at every stage of the recruitment process.

One of the most important aspects of recruitment is building trust with prospective candidates. Clear communication is key in establishing this trust. While not every communication will necessarily result in a closed deal, it's important to remember that every interaction can help build a lasting relationship with the candidate. By prioritizing clear and effective communication, you can ensure that you are mapping out a candidate for life.

There's no point in having a good recruitment process and then failing when it comes to presenting the offer to these candidates. Make them feel comfortable.

Think about the position that you offering the candidate. What skillset did they demonstrate that you thought would make them the perfect candidate because those skills will more than likely be showcased at offer stage. You have to expect someone in a commercial focused role to negotiate. You have to expect someone who analyses a huge amount of data to take the offer away and think about it. And never put pressure on a candidate. Yes, show enthusiasm, how keen you / the team/ the organisation is about the thought them joining the company. An MD once said to me "You're a Commercial Manager, here is the offer, I expect you to go away, come back and negotiate, but don't take the ****." I still have a huge amount of respect for him.

Transparent communication is the most important part. Everything has to be done in official language and method for both verbal and written. If there is any question regarding the offers, candidate have the right to highlight while recruiter should be able to accomodate in order to build trust upon the joining. Doing so also beneficial to candidate experience journey.

My experience has taught me that flexibility is a powerful tool in negotiations. Be open-minded and willing to consider creative solutions that meet the candidate's needs. Whether it's flexible work arrangements or a trial project, think outside the box to find a mutually beneficial solution. I've seen candidates accept offers based on flexibility alone, so it's worth exploring.

It's common that candidate will have a comment or two on the job offer, and we must be ready to listen to find solution instead of listen to response. Any insight that the candidate provides may comes in as a value market insight that we could possibly use to negotiate or further discuss with internal hiring team.

I think Flexibility in negotiations and talent acquisition can be a game-changer. It allows you to adapt to changing circumstances, find creative solutions, and build rapport with candidates. Being open-minded about terms, benefits, and work arrangements can help you close deals that might otherwise fall through. Flexibility shows that you're willing to accommodate the needs and preferences of the other party, making them more likely to agree to your terms.

In today's talent market, flexibility is crucial when hiring for challenging roles. Here's why: - Agility: Flexibility allows quick adaptation to market shifts and candidate availability. - Wider talent pool: Being open to diverse backgrounds expands the candidate pool. - Speedy decisions: Flexibility speeds up the hiring process with swift decision-making. - Enhanced brand: Flexible recruitment portrays adaptability, enhancing employer brand. - Mitigates shortages: Flexibility helps mitigate talent shortages and skill gaps.

In a world where life conditions are getting tougher every day, flexibility is really one of the most important things people are looking for. Telling them how to make their lives easier instead of making them harder is definitely the biggest contribution. Especially nowadays when there is an exodus of talent, many people move with their nuclear family and other members of the family stay in their home country. so I think it is more of a necessity than a gesture to give people flexibility in time and life balance when they need it. Choose people/companies that make your life easier :)

In my experience, finalizing the deal requires attention to detail and clear communication. Ensure all parties are on the same page, and summarize the agreed-upon terms. Provide a clear outline of next steps, and follow up with a written offer letter or contract. I've seen deals fall through due to miscommunication, so it's crucial to get it right. Celebrate the successful negotiation, and welcome the new team member!

Once you've negotiated the terms, it's time to seal the deal. Confirm the candidate's acceptance in writing and outline the next steps in the onboarding process. Make them feel welcomed and valued from the start by expressing enthusiasm about their future with the company. A smooth transition into their new role will reinforce their decision to accept the offer and lay the groundwork for a successful long-term relationship with your organization.

It is recommended to reject a candidate during the screening or initial discussion phase if their salary and expectations do not match the company's standards, or if they have unrealistically high salary expectations that cannot be satisfied by an offer.

1. Goal Clarity: Define clear objectives for talent acquisition deals, focusing on securing top talent, meeting budgets, & aligning with company culture. 2. Market Insight: Stay updated on industry trends, competitor actions, & salary benchmarks. 3. Relationship Building: Cultivate strong relationships with potential candidates & stakeholders, fostering trust & rapport to facilitate smoother negotiations. 4. Effective Communication: Listen actively to understand the needs & motivations of both candidates & the organization, & communicate the value proposition beyond just compensation. 5. Adaptability & Evaluation: Be flexible during negotiations. After deals are closed, evaluate the negotiation process to identify areas for improvement.

Firstly, research the candidate’s background, skills, and aspirations. This helps tailor your offer to their needs and expectations. Building rapport is crucial. Establish a connection with the candidate to foster trust and openness. Effective communication involves clarity about the role, expectations, and benefits. Be transparent about the company culture, growth opportunities, and compensation. Negotiation is a two-way process. Be open to the candidate’s counteroffers and concerns. Finally, close the deal by reiterating the offer’s value and the opportunities the role presents. Follow up promptly on paperwork to seal the deal. Remember, every negotiation is unique. Adapt your approach based on the candidate and situation.