SlideShare ist ein Scribd-Unternehmen logo
1 von 16
Downloaden Sie, um offline zu lesen
Offer Negotiation,[object Object],Candidate Experience,[object Object],Presented by Blake Cai,[object Object],June 13, 2009,[object Object]
Schedule,[object Object],Introduction of Win-Win Offer Negotiation ,[object Object],Scenario Study I,[object Object],Offer Negotiation-Preparation,[object Object],Scenario Study II ,[object Object],Offer Negotiation-Engagement,[object Object],Scenario Study III,[object Object],Offer Negotiation-Closing,[object Object],Q&A,[object Object]
What means Negotiation?,[object Object],Negotiation is a dialogue intended to resolve disputes, to produce an agreement upon courses of action, to bargain for individual or collective advantage, or to craft outcomes to satisfy various interests. ,[object Object],                                                                                                                  -”Wikipedia”,[object Object],During offer negotiation process, staffing consultant helps to reach a trust based “Win-Win” situation between employer and candidate by focusing on his/her circle of influence.,[object Object]
Win-Win Offer Negotiation Model,[object Object],Trust,[object Object]
I. Offer Negotiation-PreparationUnderstand Employer’s and Candidate’s Offers and Needs,[object Object],Scenario: we find a simple profile on LinkedIn. It probably fits for a  L62/L63 SDE position for Beijing Healthcare team. The candidate has more than 8 years exp. in healthcare industry, both oversea and domestic. He just came back from US 2 years ago. Currently is working for a start-up company which is located in SH.,[object Object],Question: What will you explain to candidate? What will you ask candidate in the phase of HRPS to help you close the deal someday?,[object Object]
Preparation-Understand Employer’s Offers & Needs,[object Object],An offer negotiation process does not start after a hire decision is made, it actually starts from the Requisition Review meeting with your client.,[object Object],Understand Employer’s (Hiring Team) Needs,[object Object],Core Value,[object Object],Level (CSP),[object Object],Technical Requirements,[object Object],Target Company,[object Object],Ideal Candidate Profile,[object Object],Team structure/project situation,[object Object],Understand Employer’s (Hiring Team) Offers,[object Object],Budget for International Candidate,[object Object],Budget for Relocation,[object Object],Budget for Soft Landing Package,[object Object],Pay (Salary, Variable Pay, Recognition, Stock),[object Object],Benefits & Perquisites,[object Object],Learning & Development,[object Object],Work Environment,[object Object],Product & Technology,[object Object],Job Scope & Impact,[object Object],Culture,[object Object],People Quality,[object Object]
Preparation-Understand Candidate’s Offers & Needs,[object Object],Understand Candidate’s Offers,[object Object],Check candidate’s background and ask core value based questions to decide whether he/she is worth further probing. ,[object Object],Let candidate talk about what value they can bring into Microsoft and the team during initial screen.,[object Object],The exact offering from candidate will be evaluated through interview process.,[object Object],Understand Candidate’s Needs,[object Object],Do we understand what candidates want?,[object Object],How can we get to know the real needs of candidates?,[object Object]
Ask yourself in mind, according to your observationwhy Chinese local senior talents join Microsoft?,[object Object],In a recent survey, L62+ employees who were hired locally chose top 3 factors which motivate them to accept Microsoft offer.,[object Object],We might have the stereotypes such as Chinese talents, esp. senior talents are very compensation sensitive when considering an offer, however, the survey result shows that only 1/3 think compensation is among the top factors to be considered. We might think work life balance is not that important for those who are considering Microsoft offer, but a significant 12.5% join Microsoft partly because of this!,[object Object],The top motivators are diversified with none taking the dominance. Thus it’s important to know your candidate’s motivators before making, presenting and negotiating an offer.,[object Object],NEVER take any ASSUMPTION!,[object Object]
How can we get to know candidate’s needs?-Probing Questions,[object Object],Always ask candidates the following questions during initial HR screen,[object Object],Why do you want to change your job? (Try to find the real leaving reason and overall satisfaction level.),[object Object],What are you satisfied with your current job? (Candidate usually would like to keep what they already have.),[object Object],What are you dissatisfied with your current job? (These are usually the biggest motivations.),[object Object],What are your expectation of your next job? (Instead of asking them salary expectation, ask them an overall expectation of a job.),[object Object],Why do you want to join Microsoft? (Learn their impressions of Microsoft and passion for our technologies and products, sometimes candidate might have a wrong impression of Microsoft which needs to be fixed during the process.),[object Object],Who besides you are likely to have the influence on your career decision making? And why? (Candidate himself is not necessarily the only decision maker on a job offer, try to find out other decision makers such as spouse and parents, get noticed and involved as early as possible.),[object Object],Ask more if candidate needs to relocate,[object Object],What might prevent you from relocating to a new place? (Parents? Spouse? Children? Real estate?),[object Object],[object Object],[object Object]
What is missing among these candidate’s complaints?,[object Object],My recruiter is lying sometimes anddisrespectpeople at low level which pissed me off. ,[object Object],Ensure that the initial exhilaration and enthusiasm from first level phone interviews is somehow maintained. The first level interviews went very well and therefore I am greatly surprised that the final job offer was such a complete disappoint.,[object Object],Would be cool if they can advise interviewee on things like reasons for delay of delivery of an offer.,[object Object],The interview duration take too longtime, it took 1 month from the initial HR call till I got the final offer.,[object Object],I found out that some promises from the recruiter during offering stage turned out to be liesafter my on-boarding.,[object Object],There will be no win-win between candidate and Microsoft if TRUST is not built between candidate and the ambassador of Microsoft, staffing consultant, during offer negotiation process.,[object Object]
How to build TRUST with candidate?,[object Object],Set expectations, make commitments and keep them,[object Object],Be Knowledgeable,[object Object],Mastery of all relevant information, processes, policies etc. ,[object Object],Be Honest ,[object Object],      Never exaggerate and over promise, be real. Let them know what we can do and what we cannot. ,[object Object],Be Consistent ,[object Object],      Same attitude and passion through whole process regardless of results.,[object Object],Be Prompt ,[object Object],      Follow up within 24 hours, always keep candidate posted.,[object Object],Be Helpful ,[object Object],Be candidate’s confidant and counselor. ,[object Object],Be Empathic,[object Object],       Be nice, show empathy to candidate’s concerns and needs.,[object Object],If candidate trust you, they are more likely to tell you their real needs and concerns, and less likely to play any under table trick. ,[object Object]
Offer Strategy & Closing Techniques,[object Object],III. Offer Negotiation-Closing,[object Object],Scenario: Hiring manager decided to offer candidate L63 Sr. SDE  position. Given his current expatriate package , offer a soft landing package in the relocation benefit. But even including soft landing, the total package is still less than 5% of his current on a rough number. But 40% of his current package comes from bonus.,[object Object],Question:  what’s your strategy to close this deal?,[object Object]
Offer Strategy-Prioritize Needs & Focus on the Circle of Influence,[object Object],Circle of Influence,[object Object],Understanding of Microsoft compensation guidelines,[object Object],Understanding of local tax regulations,[object Object],Understanding of work environment & culture,[object Object],Understanding of learning & development opportunities,[object Object],Hiring manager’s influence,[object Object],Relevant employee’s influence,[object Object],Industry celebrity’s influence,[object Object],Escalation to staffing manager/director for exceptional approval,[object Object],Category of Needs,[object Object],Compensation,[object Object],Benefits,[object Object],Perquisites,[object Object],Learning & Development,[object Object],Product & Technology,[object Object],Family,[object Object],Location,[object Object],International Exposure,[object Object],People Quality,[object Object],Find out what are the TOP NEEDS of candidates through probing, and work out an OFFER STRATEGY focusing on the area of influence accordingly. Example, if the candidate is compensation driven, take advantage of the wide pay scale and strengthen the Pay For Performance philosophy. If the candidate is family driven, introduce more about the flexible working hours and comprehensive benefit system. ,[object Object],We are not going to meet all their needs but only those matter most to them! And leverage on Microsoft most valuable asset, PEOPLE, to help you close the offer.,[object Object]
Closing Techniques,[object Object],Closing is a process finding common interests between employer and candidate.,[object Object],Before interview, let candidate know,[object Object],Hiring needs/requirements,[object Object],Job content (explanation of roles/disciplines, team & product),[object Object],After interview but before making offer, congratulate candidate and ,[object Object],Ask him/her whether he/she feels interested and passionate about the opportunity so far.,[object Object],Inform him/her we will closely work with him/her on the offer with hiring manager.,[object Object],Confirm his needs/expectations and check whether there is any difference compared with the original needs/expectations.,[object Object],Ask them whether they have any other offers and get the details of that offer if possible.,[object Object],[object Object],Explain the total package (compensation, benefits, perks) and send a written memo together with the offer letter to candidate afterwards.,[object Object],Leave time for them to talk about their concerns and ask questions.,[object Object],Have an agreement on a reasonable time frame to consider the offer.,[object Object],Let them know the circle of your influence. ,[object Object],Ask them whether there are anything you could help.,[object Object],[object Object],Involve hiring manager and hiring team in communicating and closing. ,[object Object],Suggest and help candidate to connect with Microsoft employees.,[object Object],Using your channel to understand the candidate’s exact position (example, if he has a close friend in Microsoft),[object Object],Leave enough time for candidate to consider the offer, NEVER PUSH!,[object Object],Be prepared for a counter-offer if he/she is a super star.,[object Object],It’s better to go NO DEAL than having candidate accept the offer reluctantly.,[object Object]
Q&A,[object Object],Thanks for Attending!,[object Object],Welcome Questions!,[object Object]
Offer Negotiation

Weitere ähnliche Inhalte

Was ist angesagt?

Unit 2.2 19 recruitment & selection
Unit 2.2 19 recruitment & selectionUnit 2.2 19 recruitment & selection
Unit 2.2 19 recruitment & selectionThairshans
 
How To Get The Most Out Of Recruitment Agencies, Oussama Mansour
How To Get The Most Out Of Recruitment Agencies, Oussama MansourHow To Get The Most Out Of Recruitment Agencies, Oussama Mansour
How To Get The Most Out Of Recruitment Agencies, Oussama MansourThe HR Observer
 
How to hire and get hired
How to hire and get hiredHow to hire and get hired
How to hire and get hiredDavid Griffiths
 
Be a Hiring Machine: A Strategic Interview Guide
Be a Hiring Machine: A Strategic Interview GuideBe a Hiring Machine: A Strategic Interview Guide
Be a Hiring Machine: A Strategic Interview GuideGravityPeople
 
Overcoming Recruitment Inertia
Overcoming Recruitment InertiaOvercoming Recruitment Inertia
Overcoming Recruitment InertiaMike Meyrick
 
How to Successfully Work With a Recruiter
How to Successfully Work With a RecruiterHow to Successfully Work With a Recruiter
How to Successfully Work With a RecruiterElyse Turner
 
Headhunting and Mapping
Headhunting and Mapping Headhunting and Mapping
Headhunting and Mapping Rajiv Kumar
 
How To Make Sure You Are Hiring The Right Employees
How To Make Sure You Are Hiring The Right EmployeesHow To Make Sure You Are Hiring The Right Employees
How To Make Sure You Are Hiring The Right EmployeesReliableResumes.com
 
Candidate experience
Candidate experienceCandidate experience
Candidate experienceReshma Nair
 
Reference Check Form - SueMc - Tracy Zilm (1)
Reference Check Form - SueMc - Tracy Zilm (1)Reference Check Form - SueMc - Tracy Zilm (1)
Reference Check Form - SueMc - Tracy Zilm (1)Sue McClounan
 
Nucleus precision consultants engineering
Nucleus precision consultants   engineeringNucleus precision consultants   engineering
Nucleus precision consultants engineeringJon Surman
 

Was ist angesagt? (17)

Unit 2.2 19 recruitment & selection
Unit 2.2 19 recruitment & selectionUnit 2.2 19 recruitment & selection
Unit 2.2 19 recruitment & selection
 
Head hunting
Head huntingHead hunting
Head hunting
 
How To Get The Most Out Of Recruitment Agencies, Oussama Mansour
How To Get The Most Out Of Recruitment Agencies, Oussama MansourHow To Get The Most Out Of Recruitment Agencies, Oussama Mansour
How To Get The Most Out Of Recruitment Agencies, Oussama Mansour
 
Recruitment - Headhunting
Recruitment - HeadhuntingRecruitment - Headhunting
Recruitment - Headhunting
 
How to hire and get hired
How to hire and get hiredHow to hire and get hired
How to hire and get hired
 
Be a Hiring Machine: A Strategic Interview Guide
Be a Hiring Machine: A Strategic Interview GuideBe a Hiring Machine: A Strategic Interview Guide
Be a Hiring Machine: A Strategic Interview Guide
 
Overcoming Recruitment Inertia
Overcoming Recruitment InertiaOvercoming Recruitment Inertia
Overcoming Recruitment Inertia
 
How to Successfully Work With a Recruiter
How to Successfully Work With a RecruiterHow to Successfully Work With a Recruiter
How to Successfully Work With a Recruiter
 
Headhunting and Mapping
Headhunting and Mapping Headhunting and Mapping
Headhunting and Mapping
 
How To Make Sure You Are Hiring The Right Employees
How To Make Sure You Are Hiring The Right EmployeesHow To Make Sure You Are Hiring The Right Employees
How To Make Sure You Are Hiring The Right Employees
 
Integrity works ltd
Integrity works ltdIntegrity works ltd
Integrity works ltd
 
Integrity works ltd
Integrity works ltdIntegrity works ltd
Integrity works ltd
 
Candidate experience
Candidate experienceCandidate experience
Candidate experience
 
Reference Check Form - SueMc - Tracy Zilm (1)
Reference Check Form - SueMc - Tracy Zilm (1)Reference Check Form - SueMc - Tracy Zilm (1)
Reference Check Form - SueMc - Tracy Zilm (1)
 
Nucleus precision consultants engineering
Nucleus precision consultants   engineeringNucleus precision consultants   engineering
Nucleus precision consultants engineering
 
Oci Orientation 2013
Oci Orientation 2013Oci Orientation 2013
Oci Orientation 2013
 
Recruitment
RecruitmentRecruitment
Recruitment
 

Andere mochten auch

Negotiation
Negotiation Negotiation
Negotiation NIVETHA V
 
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of Negotiator
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of NegotiatorNegotiation,Definition,Types, Preparation Of Negotiation,Duties Of Negotiator
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of NegotiatorSEBIN CHACKO
 
Negotiation in business communication(2)
Negotiation in business communication(2)Negotiation in business communication(2)
Negotiation in business communication(2)ruru kumar sahu
 
How to Become a Thought Leader in Your Niche
How to Become a Thought Leader in Your NicheHow to Become a Thought Leader in Your Niche
How to Become a Thought Leader in Your NicheLeslie Samuel
 

Andere mochten auch (8)

Negotiation
Negotiation Negotiation
Negotiation
 
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of Negotiator
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of NegotiatorNegotiation,Definition,Types, Preparation Of Negotiation,Duties Of Negotiator
Negotiation,Definition,Types, Preparation Of Negotiation,Duties Of Negotiator
 
Negotiation
NegotiationNegotiation
Negotiation
 
Negotiation
NegotiationNegotiation
Negotiation
 
Negotiation in business communication(2)
Negotiation in business communication(2)Negotiation in business communication(2)
Negotiation in business communication(2)
 
Negotiation ppt
Negotiation pptNegotiation ppt
Negotiation ppt
 
NEGOTIATION POWERPOINT
NEGOTIATION POWERPOINTNEGOTIATION POWERPOINT
NEGOTIATION POWERPOINT
 
How to Become a Thought Leader in Your Niche
How to Become a Thought Leader in Your NicheHow to Become a Thought Leader in Your Niche
How to Become a Thought Leader in Your Niche
 

Ähnlich wie Offer Negotiation

How to hire 1,000 Software Engineers & Does the Market Actually Hate You
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouHow to hire 1,000 Software Engineers & Does the Market Actually Hate You
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
 
Helping you to hire the right person!
Helping you to hire the right person!Helping you to hire the right person!
Helping you to hire the right person!Nathan Smith
 
Technical recruiter
Technical recruiterTechnical recruiter
Technical recruiterharigopala
 
E book - Hiring tool kit for Smart Recruiters
E book - Hiring tool kit for Smart RecruitersE book - Hiring tool kit for Smart Recruiters
E book - Hiring tool kit for Smart RecruitersTalview
 
9 Interviewing Tips every Interviewer needs to know
9 Interviewing Tips every Interviewer needs to know9 Interviewing Tips every Interviewer needs to know
9 Interviewing Tips every Interviewer needs to knowInterview Mocha
 
15 Questions You Need To Prepare For
15 Questions You Need To Prepare For15 Questions You Need To Prepare For
15 Questions You Need To Prepare Fordavid_harvardbrown
 
The ultimate guide to defining a successful recruitment strategy
The ultimate guide to defining a successful recruitment strategyThe ultimate guide to defining a successful recruitment strategy
The ultimate guide to defining a successful recruitment strategyGary Skipper
 
Building a Best-in-Class Recruiting Function
Building a Best-in-Class Recruiting FunctionBuilding a Best-in-Class Recruiting Function
Building a Best-in-Class Recruiting FunctionRecruitDC
 
The New Rules Of Job Search for 2011
The New Rules Of Job Search for 2011The New Rules Of Job Search for 2011
The New Rules Of Job Search for 2011Chan Ngee Key
 
2015 Ultimate Hiring Toolbox For Small & Medium Businesses
2015 Ultimate Hiring Toolbox For Small & Medium Businesses2015 Ultimate Hiring Toolbox For Small & Medium Businesses
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
 
the-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newthe-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newShirisha M.S
 
the-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newthe-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newArabinda Das
 
Dna Of Hiring A Comprehensive Guide From Enhance Academy
Dna Of Hiring   A Comprehensive Guide From Enhance AcademyDna Of Hiring   A Comprehensive Guide From Enhance Academy
Dna Of Hiring A Comprehensive Guide From Enhance AcademyBobby Mathew
 
Guide for Hiring Manager
Guide for Hiring ManagerGuide for Hiring Manager
Guide for Hiring ManagerInterview Mocha
 
The Interview Process Gc
The Interview Process GcThe Interview Process Gc
The Interview Process GcGreg Consulta
 
Restricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRestricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRidaZaman1
 

Ähnlich wie Offer Negotiation (20)

Talent Acquisition
Talent AcquisitionTalent Acquisition
Talent Acquisition
 
How to hire 1,000 Software Engineers & Does the Market Actually Hate You
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouHow to hire 1,000 Software Engineers & Does the Market Actually Hate You
How to hire 1,000 Software Engineers & Does the Market Actually Hate You
 
Reflections
ReflectionsReflections
Reflections
 
Helping you to hire the right person!
Helping you to hire the right person!Helping you to hire the right person!
Helping you to hire the right person!
 
Technical recruiter
Technical recruiterTechnical recruiter
Technical recruiter
 
E book - Hiring tool kit for Smart Recruiters
E book - Hiring tool kit for Smart RecruitersE book - Hiring tool kit for Smart Recruiters
E book - Hiring tool kit for Smart Recruiters
 
9 Interviewing Tips every Interviewer needs to know
9 Interviewing Tips every Interviewer needs to know9 Interviewing Tips every Interviewer needs to know
9 Interviewing Tips every Interviewer needs to know
 
15 Questions You Need To Prepare For
15 Questions You Need To Prepare For15 Questions You Need To Prepare For
15 Questions You Need To Prepare For
 
The ultimate guide to defining a successful recruitment strategy
The ultimate guide to defining a successful recruitment strategyThe ultimate guide to defining a successful recruitment strategy
The ultimate guide to defining a successful recruitment strategy
 
Building a Best-in-Class Recruiting Function
Building a Best-in-Class Recruiting FunctionBuilding a Best-in-Class Recruiting Function
Building a Best-in-Class Recruiting Function
 
The New Rules of Job Search
The New Rules of Job SearchThe New Rules of Job Search
The New Rules of Job Search
 
The New Rules Of Job Search for 2011
The New Rules Of Job Search for 2011The New Rules Of Job Search for 2011
The New Rules Of Job Search for 2011
 
2015 Ultimate Hiring Toolbox For Small & Medium Businesses
2015 Ultimate Hiring Toolbox For Small & Medium Businesses2015 Ultimate Hiring Toolbox For Small & Medium Businesses
2015 Ultimate Hiring Toolbox For Small & Medium Businesses
 
the-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newthe-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-new
 
the-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-newthe-ultimate-hiring-toolbox-new
the-ultimate-hiring-toolbox-new
 
Dna Of Hiring A Comprehensive Guide From Enhance Academy
Dna Of Hiring   A Comprehensive Guide From Enhance AcademyDna Of Hiring   A Comprehensive Guide From Enhance Academy
Dna Of Hiring A Comprehensive Guide From Enhance Academy
 
Guide for Hiring Manager
Guide for Hiring ManagerGuide for Hiring Manager
Guide for Hiring Manager
 
The Interview Process Gc
The Interview Process GcThe Interview Process Gc
The Interview Process Gc
 
RECRUITMENT End to End - Muzammil Torgal
RECRUITMENT End to End - Muzammil TorgalRECRUITMENT End to End - Muzammil Torgal
RECRUITMENT End to End - Muzammil Torgal
 
Restricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRestricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptx
 

Kürzlich hochgeladen

Data skills for Agile Teams- Killing story points
Data skills for Agile Teams- Killing story pointsData skills for Agile Teams- Killing story points
Data skills for Agile Teams- Killing story pointsyasinnathani
 
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKELtd
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
Scrum Events & How to run them effectively
Scrum Events & How to run them effectivelyScrum Events & How to run them effectively
Scrum Events & How to run them effectivelyMarianna Nakou
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...Khaled Al Awadi
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursKaiNexus
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..dlewis191
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023Steve Rader
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003believeminhh
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyHanna Klim
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Winbusinessin
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Onlinelng ths
 
Amazon ppt.pptx Amazon about the company
Amazon ppt.pptx Amazon about the companyAmazon ppt.pptx Amazon about the company
Amazon ppt.pptx Amazon about the companyfashionfound007
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...AustraliaChapterIIBA
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 

Kürzlich hochgeladen (20)

Data skills for Agile Teams- Killing story points
Data skills for Agile Teams- Killing story pointsData skills for Agile Teams- Killing story points
Data skills for Agile Teams- Killing story points
 
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
WAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdfWAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdf
 
Scrum Events & How to run them effectively
Scrum Events & How to run them effectivelyScrum Events & How to run them effectively
Scrum Events & How to run them effectively
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, Ours
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Investment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV IndustriesInvestment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV Industries
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agency
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Online
 
Amazon ppt.pptx Amazon about the company
Amazon ppt.pptx Amazon about the companyAmazon ppt.pptx Amazon about the company
Amazon ppt.pptx Amazon about the company
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 

Offer Negotiation

  • 1.
  • 2.
  • 3.
  • 4.
  • 5.
  • 6.
  • 7.
  • 8.
  • 9.
  • 10.
  • 11.
  • 12.
  • 13.
  • 14.
  • 15.