Learning Activity # 8: The Applicant Negotiation Consider this first-person account: I am a human resources manager, so every day I interview people following a list of job-specific questions the manager has given me; and finally discuss the job requirements, our company, and the pay/benefits. By that time in the process, the candidate usually has a good idea of the job and is eager to suggest a level of pay at the top of the advertised bracket or, often, above the pay bracket. However, this isn't always the case. One time in particular, an excellent candidate with outstanding qualifications surprised me by saying that since she wanted flextime, she would accept a rate be-low the pay bracket. Confused, I asked her whether she wanted a reduction in hours below full time. She said no, she expected to work full time and only wanted to come in a little late and would leave a little late to make up the time. I guess she figured this was a concession worth slashing her salary for, but our company has flextime. In fact, she could have asked for five fewer hours per week, still have been considered full time by our company policies, and negotiated for salary above the advertised pay grade. I knew the manager would be highly interested in this candidate and that he could probably get her to work the longer full-time hours at a lower rate of pay. That out-come might be best for the company, or it might not. The candidate obviously didn't fully understand the company policies in her favour, and she was unsophisticated about her worth in the marketplace. What should I have done? Questions: 1) What negotiation strategy and tactics mistakes did this candidate do? 2) What would you do differently as a candidate