No Nuance, No Negotiation

This was something.

Something I had never seen before.

It was great TV for sure, but a very unusual situation to say the least.

Trump and Zelensky came together in the Oval Office last Friday.

The meeting, intended to solidify U.S. involvement in Ukraine's mineral industry and support efforts to end the ongoing war with Russia, quickly deteriorated into a public spectacle of raised voices and accusations.

A bona fide shouting match.

What was supposed to be a diplomatic discussion turned into a public confrontation, each side pushing, prodding, and ultimately going nowhere productive.

I watched with some degree of fascination and horror while wondering: what if we conducted our business negotiations this way?

Imagine approaching your boss, a potential client, or a job candidate with the same confrontational finger-wagging shouting tactics. What would be the outcome?

You already know.

When it comes to hiring in construction - which is also a negotiation - imagine if we handled it the same way as Trump and Zelensky did.

Picture either one as a candidate.

What if we approached top candidates with aggression, ignored their concerns, and made them feel like they were under attack rather than being negotiated with?

If you think that sounds ridiculous, think again - I've seen many hiring managers, recruiters, and construction companies take an approach that’s just as ineffective when they try to negotiate with the best candidates.

The Negotiation Mistakes Made in Hiring

You've seen me say it before: the best candidates are those with options. They have experience, leadership skills, and industry respect. They don’t need to take your job offer because they have plenty of choices.

It bears saying that we all have options - it's just that the best understands this dimension better- and know how to capitalize on their options.

And yet, they are regularly pushed away with tactics that resemble bad political negotiations more than a winning hiring strategy.

1. The Aggressive Push

Think about what happened in the Oval Office Friday - two powerful figures trying to outmaneuver each other in real time. No one backed down. No nuance. No empathy.

No one won.

Too often, companies take a similar approach with top candidates:

• "Here’s our offer - take it or leave it."
• "You need to decide now."
• "We’re done. We're not negotiating."

Sound familiar?

This kind of hardline stance might work when hiring entry-level laborers, but when you're talking to an experienced Superintendent, (or a leader of a country) for example, that's not going to work. They demand respect.

High-level candidates are evaluating you just as much as you’re evaluating them. If you try to bulldoze them into a deal, they’ll walk.

2. Talking Over the Candidate

One of the biggest mistakes made in the Trump-Zelensky meeting? Neither leader seemed to truly listen to the other. It was a battle of wits and words, each talking over the other.

The same thing happens in hiring all the time. Companies get so focused on selling the role that they forget (or don't care) to ask:

• What does this candidate want?
• What do they value in their next job?
• What are their concerns?

If you’re not listening, you’re not negotiating - you’re just talking at someone. And high-caliber candidates won’t waste their time with companies that don’t seem to care about their needs.

Winning Strategies for Negotiating with Top Candidates

So, what’s the right way to approach these high-value hires?

1. Court Them Like a Deal, Not a Job Post

Stop treating job offers like a take-it-or-leave-it transaction. Instead, think of them as a business deal because that’s exactly what they are. If you were negotiating a multimillion-dollar construction contract, you wouldn’t just throw an offer on the table and hope the other side signs. You’d strategize, build trust, and create a deal that works for both parties.

Do the same with top candidates. Engage them early, understand their motivations, and make them feel wanted.

2. Play the Long Game

The best candidates aren’t always looking to jump ship today. That doesn’t mean they won’t in the future.

Develop a pipeline of talent by building relationships over time. If someone isn’t ready to make a move now, stay in touch, check in occasionally, and be their first call when they are ready.

3. Be Flexible on What Matters Most

Some companies take a rigid stance on salary, benefits, or remote work policies. But top candidates know their worth and they’re looking for the best overall package, not just a paycheck.

Sometimes, a small tweak like a slight salary bump, an extra week of PTO, or a flexible work schedule can be the difference between securing your dream hire and losing them to a competitor.

4. Sell More Than the Job, Sell the Vision

High-level candidates tell me all the time: they are not just looking for another job. They want to know:

• What’s the bigger picture?
• What impact will they have?
• What’s the company’s long-term vision, and how do they fit into it?

The best companies don’t just hire for a position; they hire for purpose. If you can make a candidate feel like they’re part of something bigger, you’re far more likely to land them.

The Trump-Zelensky shouting match was a masterclass in how not to conduct a negotiation.

It's incredible to think that each thought the display they showed to the world Friday can be a winning strategy. The result was so predictable.

No nuance, no negotiation - but know nuance, know negotiation.

Got a situation you're currently negotiating? How's it going? Let us know in the comments. ??

Photo credit: UPI