4. The Lowball Applicant

The issue in this case is a job applicant who for all apparent purposes was extremely highly qualified, but perhaps did not fully understand the company policies regarding the job she was applying for. She was offering to accept a lower salary for flextime which was already in the company policy. She could have worked fewer hours per week and still be considered a full time employee. Above all, because of her qualifications she could have commanded a salary above the advertised pay grade. How should the interviewing human resources manager approach this issue? Should she clarify for the applicant the policies in the applicants favour, or should she save money for the company by being silent and accepting the applicants offer?

A. If the human resources manager were to coach the applicant to request a higher salary, would the coaching work against the interest of the organization? Is it the responsibility of the human resources manager to put the organizations financial interests first?

B. What do you see as the potential downside of the human resources manager abstaining from discussing the pay issue further with the candidate?

C. If the candidate were hired at the reduced rate she proposed, how might the situation play out over the next year when she gets to know the organization and pay standards better?