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Question: Describe the four different job offer strategies and discuss when each should be used.

Low job offer: this is a job offer which keeps the employers costs as low as possible by offering a below-market total rewards package including benefits and compensation are included. This job offer may or may not offer negotiation. This type of offer is appealing to firms pursuing a cost-leadership to contain labor costs. This method is not meant for hiring key/important employees. Companies whom are looking for talent-based employees do not benefit from this method because a highly qualified applicant is less likely to accept a low job offer. A job that there is a high turnover and quality of people hired is not as important this is a great offer.

Competitive job offer: these job offers are still not likely to attract the best talent for a position, however this position is set up to avoid being over looked by applicants. A competitive job offer is one, which offers a salary and benefits package similar to what their competitors are offering for similar positions, by doing so they are not making themselves better than another company just essentially leveling the playing field.

High job offer: a high job offer is one that offers a total reward package that is above the market. These job offers tend to make an organization appear more attractive to employees whom value material rewards, and reputation as an employer. This offer is likely to offer a one-time sign-on bonus, early reviews resulting in salary increases. This offer is made to encourage the new-hires to stay employed for the long-term.

Maximum job offer: this is the absolute best offer a firm can offer. This offer does not offer any negotiation. The maximum job offer can be a low, competitive, or high offer. The most attractive part about this offer is that the finalist are informed that the firm is doing everything they can to recruit them, making the firm appear much more sincere. This is a...