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2. Evaluate all of the elements of the job offer letter and determine how each one measures up to expectations. The best way to do this is in writing or on a spreadsheet. Create three columns on the page. In the first column write a vertical list of categories such as salary bonus vacation benefits 401k etc. At the top of the second column write "Job offer letter" and at the top of the third column write "Expectations". In the "Job offer letter" column summarize the main points of the offer letter next to each category. So for example next to salary indicate the salary offered in the offer letter.
To ensure that the offer is a smooth transition in the overall recruitment process incorporate the following four steps: 1. Begin with the end in mind 2. Set the tone 3. Be prepared 4. Always be in control Begin with the end in mind. The salary negotiation process begins with the first conversation you have with the candidate during the phone screening. A typical phone screen lasts 30 minutes. This beginning conversation should evolve around what skills the candidate has how their skills can benefit the company how our role can benefit the candidate career and what is the candidate salary history along with their salary goals. Set the tone. By beginning with the end in mind you are also setting the tone.
Many candidates think a company will use their salary information against them to come up with a lower figure but that simply isn t the case it is the recruiter s job to educate the candidate on the offer process and how you come up with a figure. Also many candidates feel that if they are earning too much money the company will not consider them for a lower paying role again that is not the case especially if they have a good reason for applying such as wanting to gain skills for a different field or wanting to leave a very small company to a global one where they will work on larger more complicated projects.