Reference no: EM132790295

Question

When you find a candidate who are full of herself and wants to be paid the tops range, it is important to pay her what you can and find some benefits that will value the employee they are being paid in the top range, this will keep them motivated every time and have a reason to work hard due to the motivational benefits attached.

It is not advisable to start the candidate or the new employee with a top salary in range of offer. This is because the candidate must prove that they are up to task through doing the actual duty not just through the word of mouth and possibly interview. Paying her the maximum will make her to feel that she has reached at the peak and hence will not have any reason to work hard since there will not be any expectations from them in terms compensation motivation. However, when you start her with small salary and come up with creative benefits for them, she will always tend to work very hard so that they consistently get the benefits, this will increase her productivity for the good of the organization and hence helping her in their career development too.

It might offer incentive initially but over time, however incentive lessens. Pay tends to go from good to entitlement shortly after we receive notice, we got it. So, we need something to work up to, to want. Now, most of the time if somebody who wanted tops, does not get hire because HRI could sense there were other things besides salary that this person would be incentivized by. Opportunity? Career development? More time with family? What are your thoughts?