\u201cPay rises and offering higher starting salaries are firmly back on the agenda for many organisations.\u201d<\/p>\n
The top three factors that affect a company\u2019s willingness to increase a salary offer during candidate negotiations included people management responsibilities (38%); the candidate possesses highly specialised skills (37%); and filling an urgent hiring need (36%).<\/p>\n
Alexander said there was a consistent trend in how employers asses value during salary negotiations.<\/p>\n
\u201cCompanies consider a range of factors, with technical expertise, specialised skills, and strong soft skills often carrying the most weight,\u201d she said.<\/p>\n
Of the 250 businesses surveyed, 100% said where salary expectations couldn\u2019t be met, they would be willing to offer alternative perks and benefits.<\/p>\n
The most common perk was providing a higher performance bonus (53%), followed by more professional development opportunities (50%); and more flexible work arrangements (48%).<\/p>\n
A third of businesses (34%) were prepared to offer more paid time off.<\/p>\n
\u201cWhile competitive pay remains a cornerstone of talent attraction, non\u2011financial incentives can be equally influential in negotiations,\u201d Alexander said.<\/p>\n
\u201cEmployers are embracing more creative and flexible options to meet candidate expectations, particularly when hiring pressures are high and salary budgets are tight.\u201d<\/p>\n
ANZ\u2019s latest Business Outlook survey showed business confidence remained extremely high<\/a>, despite easing back in January from a 30-year high in December.<\/p>\n ANZ chief economist Sharon Zollner said the economy \u201chas clearly turned higher\u201d.<\/p>\n \u201cReported past activity (the best indicator of GDP) is suggesting a solid [fourth-quarter] GDP result could be on the cards, with a broad-based lift, and the strength has been largely maintained into January,\u201d she said.<\/p>\n