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The top five issues that prompt job offer negotiations

Brits are particularly savvy when it comes to job offer negotiations, so bosses should brace for bartering, as over half of jobseekers have fought for changes to role opportunities during interview stage.
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According to CV-Library, some 52.9 per cent of UK workers have embarked on job offer negotiations with prospective employers. Interestingly it paid off – 72.8 per cent of those that did debate admitted their demands were met.

The trend of job offer negotiations comes as 61.8 per cent of respondents admitted they have high expectations when applying for positions, showcasing how important job satisfaction is in today’s marketplace.

Further findings found that 50.8 per cent said they would feel comfortable with job offer negotiations, which spiked to 66.7 per cent for those under 18. That said, people aged 25-34 were the choosiest, found to be most likely deterred from a job that didn’t tick every box.

Lee Biggins, founder and MD of CV-Library, said: “It’s fair to say that Britain is a nation of hagglers in every respect. Nowadays, negotiations aren’t just made at the local market, but in shops, hotels and even during the job hunting process!

“The shift in power within the job market means that many candidates know their worth and will only move for a job that meets all of their criteria.”

The top areas for job offer negotiations are:

(1) Salary – 73.3 per cent

(2) Working hours – 46.4 per cent

(3) Flexible working – 42.1 per cent

(4) Benefits – 36.3 per cent

(5) Holiday allowance – 25.5 per cent

“Salary continues to be the main driver for job hunters, with many refusing to move jobs unless they’re receiving a significant pay increase,” continued Biggins.

“What’s more, with work-life balance becoming more important in today’s working world, today’s candidates want confirmation that they’re not going to be glued to their desks for all hours of the day. Ensuring that you leave room for negotiation in your job offers is clearly more important now than ever.

“You should always ensure that there are early discussions with candidates around what their current package is, and what they’re looking for in their next position. After-all, this can help to avoid any surprise conversations later down the line. If you are confronted with higher demands, you should always think about how badly you need/want the candidate, how far your package can stretch to and what the decision would mean for your business.”

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About Author

Zen Terrelonge

Zen Terrelonge is the deputy editor of Real Business, specialising in media, innovation, technology and the digital sector. A media professional with eight years worth of experience he has worked for both startup and established publications.

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