It's really important to have a set minimum and maximum range that you are willing to pay, but we strongly recommend flexibility as well as other perks. Candidates don't always consider the guaranteed salary as the most important incentive.
Other incentives can include (but are not limited to):
- Vacation time
- Equity/stock options
- Company-wide performance incentives
- Bonuses, either guaranteed or performance based
- A shorter commute or the possibility of flextime/telecommuting
- Corporate culture
- Flexibility within the work given
These are all factors that can be either pros or cons depending on the candidate's personal preferences. While other incentives are certainly relevant to the acceptance of the offer, candidates still have responsibilities to meet and a competitive salary does help. While we like to customize our process extensively to our client's specific needs, when we are asked we typically always recommend flexibility. That way, we are able to produce an array of candidates of different calibers, and you are able to make your decision accordingly.
There have been many times when we have realized a candidate's ability to contribute to an organization effectively in a way significantly higher than the salary they are requesting, who have been rejected due to a restrictive budget. On the other side, we have also found excellent candidates who are requesting less for an exchange of growth potential or other factors. We strongly advise all our clients to be flexible in order to make the most effective decision for their organization.
To get a better idea of what the market rates are in your area, try using our salary checker tool.