Employee Perspective
“I wanted the job… but I felt undervalued.”
“I went through 2 interviews, did a case study, really liked the team.”
“Offer came below market & no clear path for growth or increment.”
“Not expecting crazy salary, I expected fairness, at least an amount that respected my experience and effort.”
“About benefits or flexibility? they said, We’re still small can’t afford those”
“Felt like I was being tested on how desperate I was, not how valuable I am.”
I said no, Not because I didn’t want the job but because I didn’t want to feel shortchanged.
Employer Perspective
“If they’re serious, they’ll join, no matter the pay.”
“We’re not a big company, we operate from a shop lot, they should understand that.”
“If they’re passionate, salary shouldn’t matter that much.”
“We’ll increase later if they perform well.”
𝗕𝘂𝘁 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵:
🧠Talented candidates do their research
📉Lowball offers send the wrong signal
If they join underpaid, they might leave the moment a better offer comes along
And worse! they might stay but stay disengaged.
𝗧𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆?
An offer isn’t just about the salary, it’s about your message, you're telling the candidate
🎯“This is how much we value your contribution.”
🧭“This is how we treat people.”
📈“This is what growth looks like here.”
If the message feels weak, unclear, or unfair, even excited candidates will walk away
𝗪𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗹𝗼𝘄𝗯𝗮𝗹𝗹𝗶𝗻𝗴?
1️⃣ Research market rates
Use platforms like LinkedIn, JobStreet, Glassdoor, Hays reports; benchmark within your industry and city
2️⃣Be transparent about your limitations & plans
Can’t offer high pay? Offer growth, learning, or flexible perks; Show what they can expect in 6–12 months if they perform
3️⃣ Offer total value not just salary
Things like Commissions, WFH, paid training, parking allowance, they count
4️⃣Make the offer discussion two-way
Ask them what matters to them; Show that you’re not just “offering a job” you’re building a partnership
𝗔 𝗿𝗲𝗮𝗹 𝗲𝘅𝗮𝗺𝗽𝗹𝗲
In a previous company, they offered RM500 below the last drawn salary, candidate declined but asked “What learning plan do you have for me and how I could grow, I'll consider it.” They revised the offer, added learning budget & quarterly coaching.
🌱The candidate joined, stayed beyond 2 years.
𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁
👉People don’t want to be bought; they want to be valued.
👉The best talent has options. Respect them and they’ll respect your business.
The right offer fills more than a vacancy, it starts a strong, lasting relationship.
I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace
#HRMythBusters #TalentRetention #FutureWorkplace
This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.