Both hiring managers and candidates have “hot buttons.” A hot button is a point of value, one that is meaningful to either the candidate or the manager. For example, a hot button for a candidate may be health insurance. The candidate is willing to give up some pay for better insurance. The health insurance is a key area of interest or “hot button” for the candidate.
Some other hot buttons are as follows: Compensation, 401K, Bonuses, Stock Options, Vacation Packages, Interesting Work
How can a hiring manager effectively use “hot buttons” without going overboard and potentially smothering a candidate?