Q1. Ans – b

The compensation should be shared with the candidate in writing. With ever-increasing virtual communication, the easiest way to share a proposed compensation is over email. A written compensation not only sets things in stone but also helps the candidate attain clarity over the various components in the proposed structure. 

Q2. Ans – c

Candidates may generally take 1-2 days to get back to you with a decision on the offer. As a recruiter, you should give a candidate their space to review and understand the offer. You can follow up with the candidate to check for clarifying questions and to check if you could give them more insight into the proposed offer. Remember, this is an important decision for the candidate and more often than not they will be consulting their families before accepting an offer. 

Q3. Ans – c

It is crucial to understand from candidates what their expectations are. Each candidate may have a different set of expectations which depend on their personal life as well as a professional growth path. Some candidates may prefer a higher base salary with lower benefits, while some may prefer the opposite. Candidates may also prefer job benefits like flexible working hours and hybrid working models overcompensation. Once you understand your candidate’s perspective you may be able to re-process the offer with minimal change in total compensation but matching the candidate’s expectations. 

If required, you can always go back to the hiring managers or to your seniors to check on higher compensation. 

Q4. Ans – a

At the final stage when an offer is being rolled out a candidate already has clarity on the job role, on the company feedback and the location of the office. If a candidate still has questions on these, a recruiter should always be prepped to answer. However, it is safe to say that a candidate would not have proceeded with an interview without clarity on the role and office location. 

So, at the final stage, the component which plays an important role in the decision-making process is the additional benefits which come along with an offer. Remember, to highlight the benefits applicable to the candidate in the first proposed offer. Each candidate may look for a specific combination of additional benefits to support themselves and their families. Have a discussion with the candidate to check if anything could be added in the basket of benefits to make the offer more appealing. 

Below are a few articles you could go through to get a better understanding of what goes into a compensation negotiation discussion:

From a recruiter perspective:

https://recruitment.com/process/negotiate-salary 

From a candidate perspective:

https://hbr.org/2014/04/15-rules-for-negotiating-a-job-offer 

https://www.pon.harvard.edu/category/daily/salary-negotiations/?cid=12452