How to Negotiate Salary With a Successful Job Candidate

Competition for talent in the energy and infrastructure industry is fierce. Hiring managers need to act quickly to secure the right candidate with an attractive compensation package before they accept an offer elsewhere.

According to the Bureau of Labor Statistics (BLS), demand for civil engineers in the U.S. is expected to grow by 8.4%, adding 23,600 new jobs by 2024. With such demand, salary negotiation is often an essential step in the hiring process.

The goal of a salary negotiation isn’t for both parties to make sacrifices but to reach an agreement where both feel valued and motivated. This guide provides strategies to help you negotiate salary successfully.

Set your limits before you advertise the job

Salary negotiations can be complex, but planning ahead provides a significant advantage. Before advertising a role, determine:

• The minimum salary that aligns with industry standards.
• The upper salary limit for exceptional candidates.
• Internal salary structures to maintain fairness within the organization.

Consider factors such as seniority, market conditions, required skills, and company performance when setting compensation levels. Use salary benchmarking tools like PayScale and Glassdoor to ensure your offer remains competitive.

Find out your candidate’s current salary

Candidates are not obligated to disclose their current salary, but it is acceptable to ask. Understanding a candidate’s salary expectations early in the process helps avoid mismatches and speeds up negotiations.

If a candidate’s salary expectations significantly exceed your budget, it may be worth reconsidering whether they are the right fit for the role.

Make a fair initial offer

A fair and competitive salary offer reduces the likelihood of a lengthy negotiation. Many professionals expect at least a 10% pay increase when moving to a new role, so your offer should reflect both industry benchmarks and the candidate’s value.

Avoid lowball offers, as they can create mistrust and damage your reputation. Conversely, offering a salary far above market rates may make your organization appear desperate, leading to hesitation from the candidate.

Highlight benefits beyond salary

If competitors can offer higher salaries, highlight additional benefits that enhance work-life balance and career growth, such as:

• Additional paid time off (PTO): Offering extra vacation days or unlimited PTO policies can be highly attractive.
• Flexible work arrangements: Options like remote work and flexible hours appeal to many professionals.
• Professional development: Training programs, career progression opportunities, and upskilling initiatives provide long-term value.
• Company culture: If your workplace prioritizes well-being and work-life balance, showcase staff testimonials and retention rates.
• Perks: Commuter benefits, gym memberships, free lunches, or social events can be valuable incentives.

These benefits can offset salary differences and make your offer more appealing.

Offer alternative monetary benefits

If a salary increase is not feasible, consider alternative financial incentives:

• Performance-related bonuses: Reward employees for achieving targets.
• Commission structures: Suitable for sales or business development roles.
• Signing bonuses: A one-time payment can help bridge the gap between expectations and budget.
• Salary review commitments: Offer a structured salary review after the probation period or following performance milestones.
• Equity or profit-sharing: Providing shares in the company can boost long-term engagement.

These options allow flexibility while demonstrating a commitment to the candidate’s long-term success.

Final thoughts

Salary negotiations are an essential part of the hiring process. Approaching them strategically, with fairness and transparency, will help secure top talent while maintaining internal pay equity.

By balancing salary with other benefits and opportunities, you can attract and retain skilled professionals who feel valued in their roles.