How to Negotiate when it comes to Salary

Whilst it’s important to recognize that most of us go to work each week and month to pay the bills in life I wanted to provide you with some great tips on how can you each manage a new employers expectations when it comes to negotiating your salary at a job interview. Whilst I agree that it is not wise for a candidate to bring up salary at an interview but if you are asked the question by an employer during an interview it’s really important to not only answer the question but also to make the employer feel you are there to fix their problems and know your value to be paid fairly for doing such a role.

If you want to know where most people mess up when negotiating a suitable salary, it’s in their failure to make it clear during the actual face to face interview process that they understand their worth and are looking to create a long-term and successful engagement and partnership with a business. You are forming a mutually beneficial and trusted relationship and partnership.

Remember you don’t want to work for the company, you want to work with them and that means helping them understand up front not only what value or worth you can bring, but that you’ll want to be paid according to market rates for the value and key skills that you actually can bring to the team.

Ask yourself what problems can you potentially solve for the employer and ask at the interview what their pain points are. By understanding this in as much detail as possible, you can then demonstrate how you are the right person to fix these issues, solve their headaches and problems thus making them more open to negotiate with you at the end of the process should you be successful. Based on your skills and previous experience how your experience, knowledge and expertise can solve these issues and ability to then demonstrate what you have done in previous roles before that was so successful.

Then ask yourself given your new understanding of the role and the ongoing issues what is the value that you are worth to fix these issues. In fact, if you ask employer questions about the work, their existing challenges and what you’d need to do to make their lives better, it usually impresses the recruitment manager. The fact you know to ask these questions implies you have a handle on their problems and more important how to actually solve them.

Don’t be afraid to give an actually salary bracket and explain to the employer that for the right role you would be willing to negotiate based on the types of projects and challenges the role will bring to your career and the overall company package and additional benefits that they offer. Tell them it’s not always about the money but also a culture fit too. This way you are actually letting them know that if they decide to hire you and move onto an offer stage there will be a discussion around their entire employment package and how matches with what you need, what you have discussed and been honest about to the employer to make the new partnership seem suitable, not just how much they will pay you each year.

Always remember that negotiation is a meeting of two minds so be clear in your mind about what’s important and what you are not willing to negotiate on to make it easier to decide once an offer comes in.

Once you and the potential employer have had the whole salary discussions take a moment again to move the conversation back to their individual pain points and needs and requirements for this role. Make sure you tell them just how you would be excited to leverage your current skills and expertise to solve them. Ensure that you do show your enthusiasm about working for them in a long-term capacity for a permanent role. Given how much they are going to spend on hiring you, which if via an agency can cost tens of thousands of dollars, coupled with actual time investment with you at the beginning on their side they do want to know you genuinely do appreciate the opportunity to potentially work with their existing team and culture.

The more you can help them see that you actually do listen and more importantly do fully understand the challenges they are struggling with and how you can solve them in a way that will help them justify your salary, the better the negotiation will work in your favor. This is the time when you get them to actually understand and know they really can’t succeed without deciding to hire you. This is really the best position that you want to be in when negotiating a salary for a great new role.

When a job offer comes in always take your time to think the offer over. By time, I mean a day or two at the most. If the offer is lower than what you expected then to start with then do not worry, it’s an opening offer; most employers unless in the Government or Education sector can increase on an initial offer they are just testing the water. They will usually tell you up front if this is not the case on the first salary offering.

If however, you do feel you do deserve more, build up a suitable and adequate business case. Just like a business case that you would do at work. Make sure you ask yourself why should you get a higher salary? Have an explanation ready to justify your specific reasons behind this. Then, ask to speak to the recruiting manager personally over the phone or in a face to face meeting and state your case to them.

Mention to them your financial commitments and expectations and be clear about this. If they are unable to meet your current salary needs because they do not have the funding approved or adequate budget then always make sure you have a backup plan. By this mean that you could ask for more annual leave allowance or a different start or finish time or additional flexibility about working from home. Think of things over than salary that would be nice to have in a role.

Alternatively, another option might be that you could get in writing that they’d do a salary review in 3 Months’ time instead of the usual 12 Months. I firmly believe that as long as you can get them to agree to some additional provisions and benefits that can help you offset the lack of an increase in pay. One thing not to do is to go back and forth with negotiations, sending a variety of emails, it’s better to be done on the phone; or face to face; many a times in my recruitment career I have had job offers pulled by a client through a candidate unwilling to make their mind up. Know your value, explain what salary you are seeking and why and stick to this figure.

Once you start your new role I would advise to be very intent and deliberate on your overall efforts in the first year or so to remove the pain points that were discussed at the initial interview. Hopefully this will then lead to a successful partnership and maybe even a promotion. If you would like any help improving your existing Professional Resume in order to get shortlisted for interviews, cover letters for job specific applications or improving your Linked In social media brand and profile then contact Judi at Roo Resumes or the team today. Simply visit our website for a full list of who we are, why we are great and what we can do to personally assist you in your professional career. Good Luck!

Judi | Senior Resume Writing Consultant | Roo Resumes

John Assunto
Originally Posted on Linked In By: Judi Roo


Posted on November 20, 2015, in Uncategorized. Bookmark the permalink. Leave a comment.

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