Be honest about less-than-stellar compensation
By Paul Dodd

Even though compensation packages have returned to earth after years
in the dot.com stratosphere, and competition for candidates is
perhaps less intense than it was a few years ago, you still need to
ensure that your offers are competitive for your industry.

There are a multitude of salary surveys and other tools that can help
you benchmark what's appropriate for the positions you have
available. Use them. Don't try to low ball candidates in an
effort to save a bit of dough. The good ones will be insulted and
will take their skills elsewhere.

If your hands are tied by higher-ups or you simply don't have the
resources to offer a competitive salary, you may be able to offset a
smaller wage with other perks. But no matter what you add to the mix,
be up-front with the candidate during negotiations.

When dealing with lower-than-average compensation, set appropriate
expectations early on so that no one is surprised or disappointed.
The candidate is going to learn of your compensation offer eventually
so don't think you can skirt the issue until the last minute,
hoping to dazzle them with other, more positive, topics. Such a
tactic will almost always backfire.

Be both honest and fair. This is the only way to get your
relationship off to a solid start.


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