Negotiating in Europe: what is important to candidates?
Congratulations, you've found a fantastic international candidate. The most difficult part of the recruitment process seems to be over. However, now it's time for the negotiation phase. Not to mention, the candidate still has to accept the offer. What elements are considered most important by European candidates? And how do you create a win-win situation?
Most candidates will not immediately accept an offer, but will negotiate first. In the worst case scenario, they may reject the offer entirely. Only 5% of candidates in Estonia and Hungary will immediately accept an offer. Moreover, to 73% of Ukrainians, having a good salary is important. These figures derive from the Global Talent Acquisition Monitor (GTAM), a study conducted by Intelligence Group into the European labour market in 28 different countries.
Most important factors
European countries differ greatly when it comes to negotiating potential jobs, which is why having additional insight into each country's expectations is extremely useful. By understanding what candidates find important with regards to labour terms, you will be able to anticipate this smartly and trigger them in the right areas, thus creating a win-win situation.
Almost half of all European candidates will negotiate their salary. This point is considered the most important in all countries, and will, for instance, be addressed by around 70% of candidates from Hungary and Ukraine. Italians and Irish are not as likely to negotiate their salary (32%), however, and candidates in the United Kingdom (32%) are also more reticent when it comes to this area of negotiations.
In these times of scarcity in the labour market, it is important to take candidates seriously and decide on a salary befitting of their position. Offering a too low salary will lead to candidates breaking off negotiations. Before the negotiations start, you should already consider what kind of salary will befit the function and current market. For example, how much responsibility comes with the job? What skills are required? Is it a rare profile? What is your budget? An attractive salary will make the candidate unlikely to retreat from the job application procedure. This is why it is also recommended to include the salary or salary range in the job vacancy description. However, don't forget to leave some room here for future negotiations.
About the whitepaper
The whitepaper ‘Negotiating in Europe’ is based on our survey into European labour market target groups, the Global Talent Acquisition Monitor (GTAM). The survey was conducted among 60,000 respondents in 28 European countries.
The Intelligence Group research demonstrate that European countries differ quite a lot when it comes to important negotiation points for potential candidates. Nevertheless, these differences do not tell the whole story: pull factors and negotiation points may also differ between professions. In international recruitment, it is important to determine each country's specific situation. You can gain international insights by using the European Recruitment Dashboard.
More insights in labour market data?
Would you like to recruit smarter with the European Recruitment Dashboard? This dashboard gives you access to data from 28 countries and 500 professional groups to improve your recruitment strategy on the European labour market. Would you like more information about what the European Recruitment Dashboard can do for your organisation? Request a demo.