This Internal KB Article consists the Standard Operating Procedure for Negotiation Rounds in the Candidate Onboarding Process
Negotiation, the pivotal sixth round of our selection process, is a nuanced art requiring meticulous planning and execution. Here’s a comprehensive guide for the negotiation phase:- Responsible Party:
The negotiation round falls under the purview of the HR Team, ensuring a systematic approach. - Timing is Key:
Negotiation Round is scheduled by the recruitment team as soon as the management feedback is provided. Notes are updated in the deal so that the HR Team is aware about the pros and cons of the candidate while negotiating. - In-depth Candidate Understanding:
Prior to the negotiation, the HR team must delve into the candidate’s HubSpot Deal notes and meticulously assess their LinkedIn profile. Understanding the candidate's strengths and weaknesses vis-a-vis the job role is imperative. - Clarity on Offer Details:
The HR Team must possess crystal-clear insights into the package details, including job responsibilities, compensation structure, security deposit, remote work options, commitment period, shift timings, provision of equipment, and infrastructure status. The recruitment team is responsible for updating the HR team with all the necessary details. - Justifying the Offer:
The team member conducting the negotiation should be prepared to articulate compelling reasons behind the specific offer made to the candidate. Due research on the candidate, career opportunities and market standards is a must. - Decision-Making Protocol:
- After the negotiation meeting, it is imperative to notify the decision-making authority, the Management team. Sustained communication through designated Slack channels, particularly ‘d-hr-rec,’ is crucial. This ensures rapid decision-making during the discussion, facilitating a seamless negotiation process.
- Additionally, the Management will provide a predefined range. It becomes the responsibility of the team member conducting the negotiation to adhere to this range diligently. The team member must present viable options to the candidate within this specified range, fostering an environment conducive to acceptance of the offer. Clear communication and adherence to the provided range are pivotal in securing a mutually beneficial agreement.
- Thorough Candidate Queries Resolution:
Address all candidate queries comprehensively, covering aspects related to onboarding, work, and company policies. - Confirmation of Acceptance:
If the candidate accepts the offer during the negotiation, promptly confirm the candidate's joining date and update on d-hr-rec channel - Post-Negotiation Update:
After the meeting, update the Deal Notes promptly and notify the Management about the negotiation’s outcome. - Effective Follow-Up:
If the candidate requests time for consideration, diligently follow up as per the timeline.
Final Note:
Negotiation rounds are pivotal moments; thorough preparation is essential. While being persuasively convincing adds value, it's paramount to maintain integrity. Ensure accuracy and honesty; refrain from conveying incorrect information or making false commitments to the candidate.
Upon acceptance of the offer, we will initiate the comprehensive Joining Process, outlined in detail within the following Internal Knowledge Base article. (Onboarding Process).Please feel free to refer to this resource for a thorough understanding of the steps and requirements to facilitate a seamless onboarding experience.
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Published by Saumya Singh on 31st October 2023