In the midst of round-the-clock candidate searches for open jobs and overwhelming hiring processes, there is one very important fact to keep in mind: recruiters will usually value you the most during the recruiting process. For this reason, you will have significant negotiating leverage at this time, so it’s important to consider what negotiating points matter the most to you (“the candidate”) when receiving an offer of employment.
If you are on the other side of the equation (i.e. if you are trying to recruit a potential employee), it is just as important for you to have a strong understanding of what negotiating points are most important to Mexican job candidates.
While the obvious answers to negotiating points within a job offer usually include things like salary and bonuses, Mexican job candidates are also inclined to highly value the following:
1. Professional Growth Inside a Company
Nobody wants to remain stagnant, but especially not someone who is looking to be offered a new job. The main reason that person began a job search in the first place is likely to avoid stagnation; ultimately, they are seeking a new and better employment opportunity, and if that opportunity is one that won’t allow them to grow professionally, it is unlikely they will choose to stick around. Offering strong professional development opportunities and training shows that the employer is willing to make an investment in the candidate’s career, serving as an incentive for the employee to agree to come on board. In fact, according to LinkedIn’s 2018 Workplace Learning Report, 94% of employees would stay with a company longer if it invested in their career. Not only do professional growth opportunities inside a company allow employees to cultivate important leadership skills, but they also catalyze a powerful investment into the company’s future success by combating skills shortage and attracting more talent in the long run.
2. Company Stability
This is especially important to Mexican job candidates due to excessive market competition, the scarcity of job security as a result of re-structures, consolidations and mergers and acquisitions, and the abundance of cheap labor alternatives in other competing developing countries. Knowing that the company they are working for is stable, or at the very least that their job is secure, serves as reassurance that they will be able to satisfy their short-term concerns, whether those be paying the bills and putting food on the table, or comfortably affording their children’s college tuition. This freedom from worrying will allow them to perform at higher levels (even more so when they see a correlation between their performance and their future within the company) but will also bolster the reputation of the company as a good employer.
3. A Higher Position Title
Mexican job candidates tend to be forward-thinking, so they recognize that their position or job title can have a major impact on their future employment prospects. With that in mind, they also understand that the position will not only affect them in the long-run, but also in the short-term, influencing how they are perceived among both colleagues and clients. A higher position can be regarded as a symbol of status in the Mexican workplace, so affording a candidate a higher level job title (like “manager” instead of “supervisor”) sends a message that their talent is valued, which may very well increase satisfaction and enable them to perform their job better.
This can mean a lot of different things to different people when it comes to employment, but ultimately it implies the possibility of maintaining a healthy and positive work-life balance. Competitive pay can only go so far when it comes to retaining top-tier talent, especially when it comes to the Mexican job candidate. Offering flexibility– whether that means a flexible work schedule or other flexible workplace policies such as rethinking how work is done– shows a commitment to the well-being of employees not only in their work lives but also in their personal lives, which may not only signify respect but also boost productivity.
The Mexican workplace has undergone significant transformation in recent years and continues to evolve. Digitalization keeps us engaged and connected with work around the clock. Workforce mobility has become very important. Living expenses are rapidly increasing. Family time is becoming scarce and lives are generally more complicated. As a result, vacation time is becoming increasingly important to job candidates. Typically Mexican law requires a minimum of 6 days vacation but many companies are offering 10 to 15 days vacation and even more in the first year of employment. As a result of increasing health costs and more stressful lives, health, dental and life insurance has become more important to employees and their families. Perks such as retirement plans, pensions, car allowance, and sports club memberships are becoming more valuable to higher level executives and also increasingly offered by companies.
When it comes down to it, there’s a lot at stake in accepting a job offer. Considerations that applicants make go far beyond financial security, and the Mexican job candidate is no exception. Thinking about the negotiating points that matter most to your pool of applicants is an important step in the hiring process, and one of the many things smart companies are doing to get ahead of the competition. Visit our blog to learn more ways to make the most of your team, such as how to activate talent and HR trends to look out for in Mexico.
By Barbachano Staff
At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at email@example.com. Experience the
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