Balancing candidate expectations and hiring budgets
posted 09 Apr 25
Salary expectations are rising, and professionals across Technology, Legal, Accountancy & Finance, and Sales & Marketing are becoming more selective about where they work and why. With competition for talent still high, employers must strike the right balance between attractive offers and sustainable budgets.
Rather than viewing this as a challenge, it’s an opportunity to reframe how value is communicated. It's not always about offering the highest salary – it's about creating a compelling total proposition.
We speak with professionals every day who are weighing up more than just pay. Flexibility, purpose, learning opportunities, and progression matter. Businesses who understand and communicate these clearly are the ones hiring successfully.
1. Handling counteroffers proactively
Counteroffers are more frequent in today’s market, and when candidates are in high demand, employers often scramble to retain them.
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Get ahead of it: Ask early in the process whether candidates anticipate a counteroffer and how they would approach it. Understanding this can shape your engagement.
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Build commitment early: Go beyond the job spec – show what makes your opportunity different and why it aligns with their personal goals.
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Respond quickly and personally: If a counteroffer does arise, swift and honest dialogue can reinforce trust and keep your offer competitive in their eyes.
2. Balancing salary with benefits
While salary remains a key decision factor, it's rarely the whole picture. A well-rounded benefits offering can often tip the balance.
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Know your market: Salary benchmarking is critical. Ensure you’re aligned with what professionals expect across your sector and specialism.
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Make benefits tangible: Don’t just list them – explain how they support wellbeing, work-life balance, career development, or financial security.
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Tailor your offer: A rising star in Sales may value commission and autonomy, while a Legal candidate may be focused on flexible hours or hybrid options. Understand what drives the individual.
3. Communicating value beyond compensation
Candidates want to see that they’re joining a business that invests in people, not just pays them.
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Showcase progression: Clear pathways for growth make an offer more compelling. Talk about mentorship, stretch projects, and long-term development.
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Create purpose alignment: People want to contribute to something meaningful. Help them connect the role to broader company goals.
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Be transparent and consistent: Ensure messaging across interviews, online platforms, and written offers aligns. Mixed messages erode trust.
4. Creating a framework for flexible, fair offers
Having clear internal parameters for hiring budgets ensures offers remain fair, consistent, and competitive – without constant negotiation.
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Agree a salary band: Define your offer range for each role based on market data, and stay within it unless there’s a strategic case to flex.
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Consider potential: A slightly higher offer for a high-potential candidate may save future recruitment and onboarding costs.
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Empower hiring managers: Equip your internal team with the tools and training to have value-led compensation conversations confidently.
Balancing candidate expectations with hiring budgets is no longer a negotiation exercise – it’s a strategic part of the hiring process.
"A strong offer doesn’t mean the biggest number. It means the clearest story. When professionals understand what they’re getting, where they’re going, and why it matters – that’s when they say yes."
By approaching offers with clarity, empathy, and commercial awareness, businesses can attract high-calibre professionals without compromising internal equity or long-term sustainability. It's not about cutting corners – it's about raising the bar. If you are looking to discuss salary expectations or hiring requirements, get in touch with our dedicated recruitment team.
