After the interview process, an employment arrangement will push through during an employment negotiation. It is on this stage that preferable employment terms and conditions shall be attained by the employer and a prospective employee.
Negotiation is a process wherein two or more parties come up with an agreement about a certain matter. Here are the three steps by which an employment negotiation can be done.
Opening offer
Keeping in mind the disposition of the parties involved can be a good way to start your opening offer. It is through this that you would be able to arrange and discuss the possibilities of the general contract. Issues and concerns can be helpful as well as they can contribute to developing the contract as you go through.
Discussion
During this stage, you might be able to respond to the counteroffer of the other party. It is on this stage that the two parties may come into an agreement on how each might want to close the deal. Keep in mind that compromises are inevitable on this stage.
Closure
The closure is the final step of employment negotiation. During this stage, it is important to have a write up of all the previous agreements during the discussion phase. Be mindful of a possible last-minute offer that might affect previous agreements. Also, leave the negotiation open for further development in the future whenever you fail to come up with a common ground.
Furthermore, take note that your negotiation targets a mutual gain for both parties. Towards the negotiation closure, both parties must be happy and content with the agreement. Taking a closer look at other aspects than remuneration can be helpful for one to have an adequate assessment of the whole negotiation.
Here are some of the important documents during the negotiation process:
· National Employment Standards (NES)
· General Practice Registrars Australia’s guide for employment contract negotiation
Preparing for negotiation
Make sure that you understand all the necessary and relevant terms used in negotiation. This is one thing in preparing for a negotiation. Here are some of the terms that are usually used:
· Conditions/factors: this pertains to comprehensive terms and conditions along with an employment contract.
· Best outcome: this pertains to the best possible outcomes of a particular condition
· Must have: this pertains to the minimum outcome of a condition
· Tradeoff: this pertains to any prospective changes within the latter two categories that can be dealt with during the discussion phase