When you changed jobs for a 10 or 15% increase in pay you could understand that it was worth trading some security for the added revenue but with people moving for as little as 5% these days other considerations come into the equation. What's the point of all the upheaval of relocation for a hike that's little more than inflation, if you move to a company that is about to fold?
So the challenge for candidates in the food manufacturing or food product development or food management sectors is; do your homework. Don't be fooled by flashy offices or smart suits. Look at the last year's accounts. For a few pounds you can get hold of the company's accounts from www.companieshouse.co.uk. Read the trade press and ask around. Most of the firms that are on shaky ground are well known to industry insiders like journalists.
Like in any other negotiation there will be some other variables that may be important to you such as the opportunity for flexible working, pensions and fringe benefits like gym membership or private healthcare.
Also check out how they behave towards suppliers, employees and their local community. You might not want to work for a firm that doesn't share your own ethics.
If you are a food sector employer you might want to take on board the fact that candidates will be checking you out for financial stability and corporate social responsibility (the two usually go together.) Make sure you get the message out there that you are well run, well financed and profitable, with a realistic vision for the future. Time to get HR and PR working together.
Working in personnel for some ten years I agree with the comments.
Some candidates seem to chase the buck, or sometimes stay when back offered. The reality so many times is the overriding issue that led them to think about a move has not been changed and the money is purely a short term fix that quickly wears off.
Please please please remember your values and think does a business match those...you will be a lot happier!!