Coming back to recruitment-related negotiations, today we were assigned the “Computron Pharmaceuticals” case. The assignment did not aim to help students get familiar with some basic concepts and tactics required in negotiation as in the “Salary Negotiation”. In fact, it focused more on job offer and what should be discussed as well as how to discuss them in the most effective way. I found this assignment really helpful for my job offer interviews as well as salary review in the future. Different from the role we had taken in the fist class (the candidate), in this case, we played the role of the recruiter. We were the senior manager at Computron Pharmaceuticals, prepared for the meeting with the potential job candidate with three main issues to discuss: salary, signing bonus and moving expenses. The vacancy we would like to fill was the position of MEDWARE program manager which needed SIMULINK expertise. With regard to the MEDWARE project, it was expected to be complete by February 1st to get a competitive advantage of $80,000. The first think we determined to prepare for the interview was our recruitment objectives. Because MEDWARE project timeline and budget were of our biggest matters of concern, we …show more content…
In particular, the more, yet reasonable, you value yourselves, the bigger chance that you could get the more desirable offer. That could be understandable because people, especially the recruiter, tend to evaluate the candidates based on the value that the candidates show off. Therefore, what a candidate should do is not immediately accept the first offer from the employer and be self-confident in his competences and skills and as a result, make offers based on how much he perceived his own value. Signaling the alternatives but not threatening also a good tactic to influence the recruiter’s perceptions on the candidate’s value and