Hiring managers should reflect on the needs and resources of the ENTIRE team. Managers need to act fast or else end up with the leftovers. Managers should be willing to pivot if the candidate has a particular skill set that was not a priority, yet not detrimental, and could be valuable for the company. The hiring manager has the ability to create a role around a candidate’s skill sets and talent.

The position should be described properly and the core values and culture of the company should be clear. The description needs to fit the desired target audience and speak directly to them. It is important to distinguish between “must-haves” and “nice-to-haves”

A job candidate makes a counteroffer if they disagree with the initial job offer. Candidates often counteroffer when they feel that the salary offered does not meet their needs, level of experience or the industry average. They can provide a specific salary amount or compensation request verbally or in a written format, such as a letter or email. In their counteroffer, the candidate expresses their thanks and states their request using supporting evidence or justification. From there, the hiring manager will decide whether to accept, decline or negotiate the counteroffer.