¿Cómo maneja el rechazo de los clientes a los salarios de los candidatos propuestos o a los paquetes de compensación?

When handling client pushback on candidate salaries it's essential to share clear market trends that show how a smaller talent pool leads to higher compensation. Highlight that the limited availability of skilled professionals increases their market value especially for roles requiring specialized skills. Emphasize the specific requirements of the role, including work conditions and flexibility which can also lead to higher salaries. Being transparent about the candidate’s expectations and how these align with current market data helps clients understand why offering competitive salaries is crucial for attracting and retaining top talent.

Ask why they’re hesitant and listen. It might be budget constraints or market misalignment. Once you get the full picture, you can address their worries more effectively and find a middle ground that works for everyone.

To handle client pushback on proposed candidate salaries: Present Market Data: Use industry salary benchmarks to justify the proposed compensation. Set Expectations Early: Discuss salary ranges upfront to manage client expectations. Educate Clients: Explain the risks of below-market offers, such as losing top talent. Negotiate Flexibility: Explore alternative compensation elements like bonuses or benefits. Document Conversations: Keep records of salary discussions for reference. These strategies help advocate for candidates while maintaining client relationships.

My first thought is that this situation shouldn't come up as a surprise. This critical topic should be addressed upfront during the intake meeting. In my experience, I've found that setting clear expectations about compensation from the start establishes a transparent foundation. Early discussions about market rates and the value of the role help clients understand the investment needed to attract top talent.

Keep In Mind: To use this approach, it’s essential to have actually done your research first; you need to have hard data to back up your assertions. You might even show copies of your findings to your boss or the manager or offer to share your information with HR. Also, if you’re negotiating for a new position, be aware that you should only use this approach if you’re willing to risk losing the current offer. If you feel strongly that you won’t take the job unless the salary comes up to the level that you want, then this is a great strategy. But if you will be devastated if the hiring team offers the position to someone else, then don’t use it.

If you hear: “My hands are tied on the salary—it’s based on the corporate band for this level of employee.” What to Say: “I definitely understand, and I’m wondering if we might be able to make a case together to HR about my unique credentials and experience. I’ve done quite a bit in my previous roles that I feel justifies my move into the next salary band.”

Keep In Mind: If you try this, be sure that you’re prepared to spell out precisely what you’ve achieved that makes you rise above other candidates. Hard data is critical here—your goal is to quantify your achievements and prove your value through specific accomplishments. For example, if your fundraising efforts grew your department’s contributions by 30% last year, be sure that’s on your resume, and be ready to talk about it in detail.

If you hear: “I can’t bump up the salary offer, but we may be able to add a little more vacation time instead.” What to Say: “I really appreciate that, and benefits are an important part of the package. But I would be more comfortable if we could find a way to meet in the middle about the salary. Is there any way to find flexibility in that number, given my experience level and strong credentials?”

Be direct when addressing your client feedback, anchor the conversation with market data and value proposition. You want to help your client to make a data-driven decission. Arm yourself with salary benchmarks and market research, and share comparative data about what your client's competitor offer in their package vs what they offer. Additionally, frame as strong as you can the unique value that the candidate can bring to the company goals. Reframe the problem, it's not a cost problem, it's an investment opportunity here to secure top talent.

Know Your Worth There’s no guarantee that any specific salary negotiation efforts will prove fruitful since the outcome depends on several factors that are not in your control (like the department budget). But by continuing to push back against salary negotiation pushback, you just might talk your way into the number you want.