How can you negotiate with remote or international candidates?

Negotiating with remote or international candidates can be challenging, but also rewarding. You can attract and retain top talent from different markets, cultures, and time zones, if you know how to communicate and compromise effectively. In this article, you will learn some tips and best practices for negotiating with remote or international candidates, such as:

Key takeaways from this article

Understand local market conditions:

Research salaries, benefits, and legal requirements in the candidate's location. This ensures your offer is competitive and realistic, aligning with both company and candidate expectations.### *Offer flexible incentives:Use creative non-monetary rewards like flexible hours or career development opportunities. This flexibility can make your offer more attractive to remote or international candidates.

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1 Understand their expectations

Before you start negotiating, you need to understand what the candidate expects from the role, the company, and the compensation. Ask them about their current or previous salary, benefits, and working conditions, and how they compare to your offer. Research the cost of living, tax rates, and legal requirements in their location, and adjust your offer accordingly. Be transparent and realistic about the scope, responsibilities, and expectations of the role, and how they align with the candidate's skills, goals, and preferences.

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Geraint Allday

Talent Acquisition Lead | Candidate Experience Advocate | Leveraging Tech & Insight to Find Top Talent
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You need to research and understand local market conditions, salaries and benefits etc. You also need to factor in whether your company has a legal entity in that country or not, and if they are to be a contractor or EOR and the costs that involves.

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Emi Dawson

Founder of Needlefinder
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I would be really careful using this tip "Ask them about their current or previous salary" It is illegal in many countries to ask candidates about their previous salary.

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Ryan Yost

Recruitment Project Manager @ Gardner Standard LLC | Talent Acquisition
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Familiarize yourself with the cultural norms and expectations of the candidate's region. Different cultures may have varying communication styles and negotiation approaches. Maintain clear and open communication throughout the negotiation process. Use video calls, email, or apps to bridge any language or time zone barriers. Be mindful of time zone differences when scheduling meetings or interviews. Find mutually convenient times to discuss details. Clearly define the remote work arrangement, including expectations for work hours, communication channels, and any equipment or tools provided by the company. Consult with legal experts to ensure that the employment contract and arrangements comply with international labor laws, regulations.

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Tahmina Aktar

Top Human Resources (HR) & Recruiting Voice | Headhunter | Co-CEO & Co-Founder @ Talen7 Workforce | Concordia Alumni | Creating Positive Change For Women In Bangladesh's Entrepreneurial Culture | We're Hiring!
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To grasp what employees expect, an organization must initially delve into the culture of the region from which it intends to recruit new team members. Often, within many countries, individual states or regions exhibit their own distinct cultural characteristics. It's equally important to familiarize oneself with the workforce dynamics of that specific country. For instance, when we hire in Bangladesh, we are well aware that the majority of organizations there adhere to a 6-day workweek. Consequently, when we extend an offer for a 5-day workweek, candidates tend to highly appreciate it.

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2 Be flexible and creative

Negotiating with remote or international candidates requires flexibility and creativity. You may not be able to offer the same salary, benefits, or perks as you would for a local candidate, but you can compensate with other incentives, such as flexible hours, remote work tools, learning opportunities, or relocation assistance. You can also use non-monetary rewards, such as recognition, feedback, or career development, to motivate and retain the candidate. Be open to different options and solutions, and listen to the candidate's feedback and concerns.

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3 Communicate clearly and respectfully

Communication is key when negotiating with remote or international candidates. You need to use clear and respectful language, avoid jargon or slang, and confirm that the candidate understands your offer and expectations. You also need to use the appropriate communication channels, such as phone, email, video call, or chat, depending on the candidate's preference and availability. Be responsive and timely, and follow up with the candidate regularly until you reach an agreement. Be polite and professional, and acknowledge the candidate's value and contribution.

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Ryan Yost

Recruitment Project Manager @ Gardner Standard LLC | Talent Acquisition
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Prompt Responses: Respond to emails, messages, and inquiries in a timely manner. Delayed responses can create frustration and erode trust, especially in international or remote settings where communication may be asynchronous due to time zone differences. Professionalism: Maintain a professional and courteous tone in all interactions. Avoid confrontational or aggressive language, as it can hinder rapport-building efforts.

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Geraint Allday

Talent Acquisition Lead | Candidate Experience Advocate | Leveraging Tech & Insight to Find Top Talent
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You need clear and open communication with the candidate to ensure all aspects of the offer and responsibilities are crystal clear to ensure there are no misunderstandings once they’re onboard.

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4 Build trust and rapport

Negotiating with remote or international candidates can be challenging, but also an opportunity to build trust and rapport. You can show your interest and appreciation for the candidate by learning about their culture, background, and interests, and by sharing some information about yourself and your company. You can also use humor, empathy, and storytelling to create a positive and engaging atmosphere. You can also involve other team members or managers in the negotiation process, to introduce the candidate to the company culture and values, and to demonstrate your support and commitment.

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Ryan Yost

Recruitment Project Manager @ Gardner Standard LLC | Talent Acquisition
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Active Listening: Pay close attention to what the candidate is saying. Show that you value their perspective by asking clarifying questions and paraphrasing their points to ensure you understand them correctly. Empathy and Understanding: Demonstrate empathy by acknowledging the candidate's feelings, concerns, and needs. Try to see the situation from their perspective and validate their experiences

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5 Close the deal

Once you have reached a satisfactory agreement with the candidate, you need to close the deal and secure their acceptance. You need to send them a formal offer letter, outlining the terms and conditions of the employment, and ask them to sign it and return it within a specified deadline. You also need to provide them with any additional information or documents they may need, such as visa, contract, or onboarding materials. You also need to celebrate the success of the negotiation, and welcome the candidate to the team.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you negotiate with remote or international candidates?

1

2

3

4

5

6

1 Understand their expectations

2 Be flexible and creative

3 Communicate clearly and respectfully

4 Build trust and rapport

5 Close the deal

6 Here’s what else to consider

Recruiting

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How can you negotiate with remote or international candidates?

1

2

3

4

5

6

1 Understand their expectations

2 Be flexible and creative

3 Communicate clearly and respectfully

4 Build trust and rapport

5 Close the deal

6 Here’s what else to consider

Recruiting

Rate this article

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