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Julia Penny asked:

Research on negotiating salary shows that up to 80 percent of job offers are negotiable but that only a small number of job candidates actually enter into negotiations of the job offer and salary with prospective employers. The main reason given is that candidates feel ill-equipped to negotiate and as a result are intimidated by the negotiation process. You don’t have to be an expert negotiator to successfully negotiate a job offer. Knowing these basic negotiation strategies helps you to properly plan your salary negotiation and feel confident in the negotiation process.

Delay the salary discussion for as long as possible in the hiring process

The best time for  negotiating salary is after a firm job offer has been made. Your negotiating power is at its peak when the company has been convinced of your potential value to them and has decided that you are the best candidate for the job. If the salary question comes up early in the interview process it is best to remain as non committal as possible and suggest that your salary requirements are “open” or “negotiable” until you have learned more about the job. If pressed to give an amount state a wide range within which your salary requirements fall. Avoid giving  a specific salary figure on the application form and rather put “competitive” or “open to discussion”.

Find out the value of your skills in the marketplace

Information is your greatest tool in negotiating salary. Research your competitive market value. What are other organizations in your field and geographical area paying for your skills and experience? It is much easier to persuade the company to agree with your salary request if your negotiation proposal is firmly based in hard fact such as what people with similar skills and in similar jobs are currently earning. You can research salary data in a number of ways including visiting various free salary websites, asking people in similar positions, calling professional and trade associations, asking recruiters and employment agents and looking at similar job postings.

Know what you are worth to this specific company

Understanding your company-value helps you determine your real bargaining power. What is your value to this particular company? Consider factors such as the supply and demand ratio of your skills and experience in this industry and area, the number of candidates the company has interviewed, how urgently the company needs to fill the job and the direct and indirect contribution to company profitability of this position.

Evaluate the entire compensation package

Benefits can contribute up to 30 percent of the whole compensation package. Include the benefits in your salary calculations to get a more accurate picture of the dollar value of the whole compensation package. Put a direct dollar value on benefits such as medical, dental and life insurance, company bonuses, profit sharing, direct expense coverage such as parking, phone etc, company services such as child care and paid overtime. Decide which aspects are important to you and what you can negotiate to balance the base salary.

Calculate a realistic salary range to negotiate within

Work out how much you need to earn to cover your expenses. For each expense work out the amount of money you need and the amount of money you would like. The total of each amount provides you with an acceptable salary range within which you can negotiate. You will use this data for your salary decisions. However during the negotiations it is important to base your salary request on your value to the company and your skills and experience and not on what money you need to earn every month. The employer is unlikely to be interested in your expenses.  Begin negotiating at the top of your salary range to give yourself sufficient room for negotiation.

Always start your salary negotiations by thanking the employer for the job offer and highlighting your enthusiasm for the position and the company. Keep a positive attitude throughout the process of negotiating salary and make requests rather than demands. Know your true value and be confident of your ability to get the best job offer you can.

Go to Negotiating Your Salary for a complete guide to negotiating the job offer including free practical salary negotiation resources and tools.

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Lynne O\’Connor asked:

How do I handle questions on salary expectations in job search?

A small question with a big payoff that is high on the list for people in job search mode is quite simply, “How do I handle questions on my salary expectations?” The right approach can put money in your pocket.  Make a mistake and it can cost you — not just a higher salary but perhaps even the job offer itself.

This is tricky territory. You want to know the employer is paying top dollar for your skills. They want the best value possible for every new hire they make. Hello, negotiation.

Most of us negotiate finances infrequently so it’s understandable that it’s unfamiliar and uncomfortable. It’s also true that a lack of confidence works against you in most endeavors and negotiating is no exception. So if you find even the thought of discussing a starting salary, raise, or bonus makes you apprehensive, consider yourself in good company. As a source of career anxiety, talking about money is near the top of the list.

It is not easy to learn how to put a price tag on yourself — and to do it with style. A good career coach can make a difference by turning salary negotiations into core skills you can count on. With help, you can learn to translate your value to meet the needs of your new employer and deliver the message with conviction. Then the issue of how much you cost can become secondary to how much you are going to deliver.

Work with a coach who has the perspective you need to get your strategy right and build what’s called your “value proposition.” Use your coach to practice challenging negotiation scenarios and review possible objections. Develop flexible, collaborative language and maintain a relaxed approach. Learn how to look for points of agreements, when to pause the conversation and when to offer alternatives.

Sometimes the salary question is asked right in the job posting – “Reply stating salary expectations.”  Why do they do that?  They haven’t met you yet.  How can they possibly know how much you are worth?  It could be the employer is marketing-testing their proposed salary range. Perhaps they want to limit interviews to a narrow band in their price range (provided they can get qualified candidates at the lower end).

As one strategy, you can choose to ignore the request and trust your qualifications will be compelling enough to generate a call. Or, you could cooperate and name a salary range that you’ve researched.  Many Internet job boards have salary research information.  Recruiters and placement agencies you are working with can be good sources of salary information.  Your network of contacts may also offer some input on current marketplace rates. Another option is to add a statement to your cover letter indicating you will be happy to discuss salary in person once you have more information on the job responsibilities.  Is there a perfect response?  Not every time, but you can try a few different approaches to see what creates the best results.

Once you are in the door you’ll want to be alert on the salary question.  Many job seekers inadvertently stumble when asked and offer a quick lowball number. Unfortunately, this answer may get etched in stone and make later negotiating tougher. After all, they’ve literally got your number.

The main rule of thumb – The one who goes first loses.  So delay as long as possible without becoming aggravating. Defer the question politely, “Could we come back to that when I understand more about the job?  Bounce it back to them “Is there a range set for this role?” Another alternative is to outline the research you’ve done on comparable salaries in the industry. Whenever you do mention a number ask for feedback on it, “Is that the range you had in mind?”  If you are off the mark, be sure to mention your flexibility.

One exception to discussing salary upfront occurs when working with recruiters. Generally speaking they work on a need-to-know basis and may expect disclosure before representing you to a potential employer.

Overall, the earlier in the hiring process the salary question is asked, the more likely it’s designed to screen you out.  Salary gains are made higher up in the food chain, not at the HR level. It is the boss’s boss who gets to make the exception and approve the increase, especially for someone with exceptional talent like you.

In any selection process two key factors need to line up for you to achieve your optimum negotiating position.  When you have built relationships and mutual respect at higher levels in an organization and when they have decided you are the outstanding candidate for the job. Then, of course, you’ll want the offer in writing while you consider it.

Checking in with your coach once you have the offer is a smart move. Too often job seekers focus solely on the salary figure without taking into account other negotiable factors such as vacation, professional development, flex time, educational level, title and more. You can work with your coach to find the right approach and phrasing to address your key points.  On the other hand, there are times where the better choice may be not to negotiate at all and accept the offer as it stands. A coach who understands your search priorities can help you discover what may be right for you.

Of course, all of this takes confidence, marketing and strategy. Your goal is to convince the interviewers in every meeting that you are an exceptional applicant. You want to be seen not as a cost, but as an investment. And the very best time to negotiate?  When you have that written offer in your hand and they need you in the job tomorrow.

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Mark Wells asked:

Your employer finally told you that they want you to be a part of their company. But before getting any further, you must know how much dollars your skills will yield.

Here are some basic considerations during salary negotiation:

1.    Research

You need to be aware of what others are making in the same general category or job classification before you said yes. There are several ways to arm your self with that information. Try asking some friends working in the same capacity or use the power of internet.

2.   Inquire

Start by asking for a little bit more than you expect to get, everyone seems to think that they have succeeded in a negotiation. You will come out winner if you allow your employer to feel that they gained something from hiring you.

3.    Try leaving the salary requirement blank

Ask what does the company offers as a starting base. Wait to talk about money at the face-to-face meeting. Try convincing the hiring manager and see their reactions regarding your request. If they ask “how much do you work for this job”, answer this by saying that you are very interested in what the company has to offer. Depending on the job and what is expected of you, you can adjust your fees to fit their offering if you really want that job.

4.    Plot your salary history

Do not try to inflate your salary history. Instead, try to show compensation modules. List base pay and variable pay in one figure; give another figure for indirect pay; then add the figures together for the total compensation package.

5.    Make creative suggestions

Try asking for a company car, stock options, extra generous mileage reimbursement, parking privileges, additional paid vacations, and a sign-on bonus. If you’re negotiating for a job that pays below what you expected, try to get a shorter work week or flexible work hours, and take a second job to keep a roof over your head. If your spouse can cover you with health benefits, maybe you can trade insurance for cash.

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Prof.M.S.Rao asked:

NEGOTIATION SKILLS

BY PROF.M.S.RAO, ACADEMIC GUIDE, ICFAI UNIVERSITY,INDIA

Negotiation can be defined as the process of involving the different groups with different interests across the negotiating table through dialogue and discussion in order to resolve conflicts amicably. Great nations resolve their long standing issues by way of effective negotiations. Many an industrial dispute is resolved amicably through these means so as to achieve their goals and objectives which would have been hampered otherwise. It is the process which takes place in our day to day life in the families, at the work places, at all places either consciously or unconsciously.

Negotiations are of three types such as integrative process, distribution process or lose –win process. Integrative process is the one where both the parties sit together and negotiate amicably by finding out many new solutions to a particular problem and agreeing to it. It is also known as win-win situation because both the parties are getting benefit by resolving their conflicts amicably. The world’s fifth richest man, Mr.Lakshmi Niwas Mittal is a great negotiator as he acquired Arcelator another steel giant across the globe by this integration process. Initially he failed to integrate horizontally but due to his patience, perseverance and persistence, he succeeded in integrating and made Arcelator Mittal a global steel giant. On the other hand, distributive process is the one where one party wants to win at the cost of the other party by inflicting maximum losses which is also popularly known as win-lose situation or zero sum situation. It is like the proverb, ‘One man’s food is another man’s poison’. The third one is the lose-win situation where one party loses and the other wins.

Negotiator is a person who takes active part in the negotiation process and it is a great trait to be a successful negotiator. Any one who is good at negotiation skills can succeed in any field of life.

There are many characteristics a successful negotiator must possess:

• He should be a good learner and observer.

• Should know the body language of the people at the negotiation process.

• Should be open and flexible and yet firm.

• Exercise great patience, coolness and maturity.

• Should possess leadership qualities.

• Should radiate energy and enthusiasm and must be in a position to empathize with his opponents.

• Should build trust and confidence.

• Should be confident and optimist.

• Should have clear cut goals and objectives.

• If necessary, he should provide a face saving formula for his counter party.

• Should be able to grasp the situation from many dimensions.

• Should know human psychology and face reading.

• Should control emotions and not show his weaknesses.

• Should bargain from the position of strength.

• Should know and anticipate the pros and cons of his each move and its repercussions.

• Should be a patient listener.

• Should know how to create the momentum for the negotiations and must know when to exit and where to exit by closing the talks successfully.

• Should not be a doubting Thomas.

• Should plan and prepare thoroughly with relevant data and information to avoid blank mind in the process.

A skilled negotiator is born through continuous preparation and series of strenuous efforts which may culminate either in success or failure of talks. It is aptly said, “ A smooth sea never made a skillful mariner”. If required, a skilled negotiator may apply all types of tact ness and diplomacy so as to make the negotiation process a successful one.

Negotiation process is involved in all walks of life everyday. When a principal of a college engages extra coaching classes to teaching staff on holidays, the teaching staff requesting him to consider for a compensatory casual leave is a type of negotiation. Right at home, children ask their parents certain things and parents in turn ask them to perform academically well so that their wishes could be fulfilled are also a type of negotiation. When unemployed youth goes for an interview he negotiates his salary for which he fixes a lower and upper cut off amount in his mind. He puts his best to bargain from the position of strength, provided, he possesses requisite eligibility conditions and skills and abilities. If he reaches top of his own cut off amount framed in his mind then he becomes a successful negotiator. In case if he gets the salary between the upper and the lower cut off amount then it is quite reasonable and he can conclude that he managed to gain somehow. In case, if he gets the salary below the lower cut off amount then he failed to negotiate effectively. One can judge oneself at the end of the negations process whether one has come out successful or not.

As a skill, negotiation in the industrial level plays a pivotal role at the purchase level. If the purchase manager negotiates effectively and purchases the raw material then the cost of the production can be brought down. When the input cost is reduced then the cost of the production comes down resulting in higher profits for the company. One who goes for a placement as a purchase manager, this ability is tested vigorously or else the purchase manager may prove to be counter productive.

Many industrial disputes are settled by effective negotiations as any lax in their approach proves to be very costly for the company. Either the conflicts between the management and the employees or amongst the employees is to be nipped in the bud for sound and healthy industrial relations.

United Nations played a major role, as a negotiator, in averting many conflicts by effective intervention and negotiation in order to ensure global peace and harmony. As we all know how costly the wars are! Although the UN failed to negotiate in resolving some conflicts but overall it played a successful role in averting conflicts at the global level.

Failure of Sino-Indian talks resulted into 1962 war with Chinese aggression. Failure to follow it up effectively proved costly for India. Pundit Nehru failed miserably in averting 1962 war. Again the failure of Indo-Pak talks resulted in three wars in 1948, 1965 and in1971 which highlights the importance of negotiating skills at the diplomatic levels. At times, it requires a lot of patience to resolve long pending boarder issues.

In Mahabharata epic, Kurukshetra battle broke out as a result of failure of negotiations between Pandavas and Kauravas. All this signifies tremendous importance attached to negotiation skills.

The job seekers need to possess soft skills so as to work smoothly at their work place. Negotiation skill is one of the greatest soft skills treated to be the most powerful and is a sine quo non. The interviewing officer lays emphasis on this trait along with communication skills indicates its growing significance.

Everyone must get equipped with the negotiation skills and it is not inborn but can be cultivated over a period of time by way of training and continuous practice. It is imperative to possess the skill to succeed in this cut-throat competitive world.

T H E E N D

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Allen Voivod asked:

If it weren’t for the whole “copyright violation” thing, I’d reprint a certain article in its entirety on my blog. It’s called “The Salary Game,” by Donald Asher, and I love, love, LOVE it. It made me laugh out loud, and it reminded me strongly of the absolute impenetrability advised in my favorite section of J.P Donleavy’s hysterical book, The Unexpurgated Code: A Complete Manual of Survival and Manners. (That would be “Upon the Sudden Reawakening of Your Sordid Background.”)

It’s from the US Airways in-flight magazine, and Asher’s “Save Your Career” column in the February 2008 issue, and hopefully you can still read it online by the time you read this article. He has a wealth of practical responses you can use to turn the salary question back on a prospective employer.

The simple truth is, employers start with the upper hand when it comes to salary. They know what their budget is, they know what range of compensation they set, they know what the last person got paid, they know how much money they need to save on the next person they hire, and if they’ve got a bead on two otherwise identical candidates, they’ll go for the one who’ll take the lower salary.

What’s more, money’s still one of the greatest taboo topics in our nation. Sure, we constantly hear about the millions that celebrities make, but when it comes down to you and me – regular folks who happen to be good at what we do and deserve to be well-compensated at it – we often find ourselves uncomfortable when it comes to asking for the money we deserve. Not out of greediness, but from a place of sheer authenticity and integrity.

So when it comes to salary and negotiation, I beg these three things of you:

1. Read, re-read, and find more. Commit Asher’s article to memory, and keep seeking out more ways to handle the salary conversation.

2. Role-play. Find someone you feel comfortable with, and practice putting these tactics into action. You want them to feel so natural coming out of you that, when you get into the real situation, you get the hiring managers to automatically bend to your will.

3. Focus on the value, not the cost. Sales-type questions, like “What would you have to see in the first 60-90 days to know you’ve made the right decision?” take the focus off salary (an expense in their eyes), and put it on results (their income). And making a point throughout the hiring process to focus on results and performance makes it easier for a hiring manager to choose you over a candidate who may take a lower salary but isn’t as results-focused. That way, there’s a clearer ROI with you than the other person, and an easier decision.

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Michelle Dumas asked:

ding the process of salary negotiations and following these five simple steps can pay you back many times over with higher compensation in your next position.

Salary Negotiations Tip #1: Know your value and be able to clearly articulate the returns that an employer can expect from hiring you. Never forget that as an employee you are investment. When a company hires you, they are making a financial investment through the compensation and benefits that they provide you (as well as many other expenses involved in hiring), and they are doing so with the expectation that their returns on that investment (ROI) will be greater than the cost. It is up to you to know what your worth is, to make sure the potential employer is clear on what that is, and to make sure that they pay you the best possible price for your contributions.

Action Step: Document 6-12 of your most impressive career achievements. Jot notes about the challenges and problems that you were facing, the actions you took to meet those challenges, and the results of those actions. Now quantify those results. Dollar figures or percentages of increase or decrease that represent dollar figures are often the most powerful way to present results. But, even if you don’t have dollar figures, there are often other quantifiable measures that you can use to express the value of your contributions and achievements in the workplace. Now, review all your success stories and practice until you have committed the details of each to memory and are comfortable discussing all aspects of them. These are the stories that you will use during your interviews with companies, to establish and illustrate your financial worth and your proven ability to deliver a strong ROI to your employers.

Salary Negotiations Tip #2: Wait until the right time to talk about salary with a potential employer. Wait until a job offer has already been made. When a potential employer brings up salary prior to a job offer, it is almost always for the purpose of screening you. Before the job offer, if you answer a salary-related question with an actual dollar amount and you give a figure lower than their range, believe it or not, you are likely to be screened out. Why? Because the employer may think that your low amount indicates that you are not capable of handling the responsibilities of the position. And sadly, even if you do make the cut and eventually win a job offer, your salary offer will be held down by the low-ball figure you mentioned too early in the process. If you mention a figure that is too high, you will also be screened out. At this early stage you have almost certainly not had the opportunity to establish your worth and value to the employer. So wait…postpone discussion of salary until you have a job offer.

Action Step: Think of ways that you might respond to questions about salary and practice saying them out loud until you are comfortable doing so. You’ll want to find your own natural words for this, but here is one suggestion for postponing when you are asked that inevitable question: “Salary? If I’m the right person for the job I’m confident that we can come to an agreement. Before we discuss salary, let’s make certain that I am the right person.” Or, “I’m sure you pay a fair salary, and I clearly understand that I need to make you more money than I cost, so I’m sure that when the time comes, we can come to a fair salary agreement.” You could soften either of these statements with a preface statement, such as “I’m very interested in this position and I’m a little concerned that a discussion of salary at this point could screen me out or box me in…”

Salary Negotiations Tip #3: When you are offered the job, and it is time to talk salary, let them talk first. If you have been offered the job and have now been asked about salary, just respond with a simple: “What range did you have in mind?” If you have accomplished what you set out to do and have clearly established your value and worth during the interview stages, you should have a fairly easy time getting the employer to state either a salary figure or range. Now, put a look of thoughtful consideration on your face, and restate the figure or the highest figure of the range with a question in your tone. In other words, say something like “Hmmm…$50,000…” – and then, just be quiet and look thoughtful.

Action Step: Prepare yourself mentally to be comfortable with silence. Know in advance that the silence is necessary and a key part of your negotiations. If you must, keep tally quietly in your head for a count of 30. The most likely outcome of your silence is that you will make the employer slightly nervous that they will lose you as an employee and all of the benefits that hiring you will bring them. Don’t be surprised if, in response to your silence and thoughtful stance, the employer proactively raises the offer before you even have a chance to say anything.

Salary Negotiations Tip #4: Be prepared with market research. With the Internet, you have numerous resources available to determine the salary ranges and all the related salary statistics for people who do the type of work you do in your geographic area. Use the resources available to you and be armed with the facts when you enter salary negotiations. The salaries that others are making are just one piece of the puzzle, but these statistics are an important piece of the puzzle. Having printed research from reliable sources that you can reference to support your desired salary during negotiations, and to help you realistically evaluate job offers that have been made to you, will be invaluable at this stage of the negotiation game.

Action Step: Go to the Internet now and Google “salary research.” Spend an hour or so researching, compiling, and printing salary research relevant to your situation. Be willing to pay for a comprehensive salary report. It will be money well spent and it will give you the ability to respond confidently to a job offer and associated salary offer with a researched response. If the offer made is just what you were hoping for or higher, go ahead and seal the deal. But, if it is a little low, you now have the researched knowledge to respond with a sincere “From my research, I estimate that positions like this for a person with my qualifications pay between X and Y. What can you do in that range?”

Salary Negotiations Tip #5: Remember that monetary compensation in the form of a salary is only part of the deal. What other benefits and perks might be important to you? Once you have come to an agreement with the employer on an actual salary figure, it is time to continue your negotiations to win an offer complete with the benefits that are most important to you.

Action Step: Take some time right now to think about the benefits that would be important to you. Take out a sheet of paper and list them so that you are prepared to discuss and negotiate them when the time comes. Examples may include sales commissions, performance bonuses, insurance, vacation time, a flexible work schedule, professional memberships, expenses for relocation, investment programs, use of a company car, special training or education benefits, and company discounts.

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Shaun Z. Stevens asked:

Timing is everything when it comes to salary negotiation. When you negotiate is as important as how. Raising the issue of salary , benefits or compensation overall too early and prematurely can be a kiss of death in your venture to seek employment , change jobs or careers or upgrade your job position level with a promotion. In addition by raising the question too early in the process can limit your ability to negotiate later in the process to a great deal and even hamper your compensation awarded at the end of the whole interview and negotiating process.

When you bring up the subject of “money” too soon, then the issue of compensation overshadows what you really want to convey. Your job at hand is to convey to the whole interview army that you are the person who among all the candidates can do the job in the best fashion and that the firm , group or organization should hire you , almost at that instant on the spot.

Before money even comes on the table most employers as well as corporate interviewers generally see you as one of the available possibilities. Why distract the interviewer from his single task at hand – that of picking candidates that the process is serious enough about to move these candidates along to stage two of the interview a hiring process – that is the second interview stage.

As such uncluttered by any “preconceived notions” of expense, you have the opportunity at the correct time, to convince those involved in the hiring process that you have what it takes and are the best candidate at hand. A candidate that will surely get the job done.

The second interview is a much better and appropriate time to talk salary, benefits and compensation. The first interview is a fact finding stage for both parties on both sides of the interview process. Now that you are a more serious step and both parties know more about the other one it’s a good time to talk salary. If you think about it how on earth on the first interview with limited information and ability to verify the information at hand can either side rightly be in a position to ask for, debate or settle compensation issues. This comes later at this second stage of the interview process sometimes as well starting, finishing or verifying at an agreement in the third and final stage of the interview process – that is the third interview in the chain.

A good time to talk salary and money is when the company or organizational representative has in effect decided that you a strong candidate for the position at hand.

A great time to talk salary is when “they” think that “they” cannot live without you on board. The ideal time to discuss salary is when you have been offered the job. You may have to talk salary before then however. When the employer begins spending an increasing amount of time trying to convince you of the fascinating challenges of the position and the vast opportunities in the organization, you can be sure that the time to talk salary has arrived – or will arrive soon and presently.

It can be said that it is not always easy and transparent to recognize that “magic moment”. If one major point is be stressed and emphasized it is that in interview an hiring process that salary , money , compensation and benefit packages are often discussed too early rather than later and often as a result that magic moment never materializes or arrives for the job seeker in the employment interview process.

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Nicholas Tan asked:

Money is the most sensitive issue in the whole hiring process. Discussing the compensation often causes anxiety on both employee and employer. Here are seven ways to make the process of salary negotiating efficient.

1) Research: Before the interview process begins, contact the professional organization that represents your field of career. As soon as they provide you with your salary information, you can now examine your monthly cash requirements. Remember that once your taxes are added to your paycheck, approximately 30% of your gross monthly salary is deducted.

2) Determine your skills: You should understand that different segments of the economy require a variety of skills depending on the industry setting. Once you have established what your skills are and what they are worth to the current employment market, you would know the limitations of your negotiation.

Salary range information is available at American Almanac of Jobs and Salaries, National Association of College and Employers, Career Center, and professionals in your related field.

In stating your salary range, avoid basing your desired salary on your current salary. Always tell the truth when it comes to your past salary. It is acceptable to extend a range to approximately $6,000 to show that you are within the company’s price range but interested in more compensation.

3) Weigh the company’s compensation package: To determine your fair market value for a specific job, you should consider the economic, geographic, and industry factors of the job offer. Weigh the benefits of compensation and promotions, insurance, allowed time off and retirement settlements of the offer to ensure a fair proposed salary.

4) Sell yourself: If you know what you could offer the company requires a larger income, never say it directly. Once you sell yourself discreetly, the interviewer would understand that the proposed salary is not appropriate for your background.

5) Have a positive attitude: In negotiating, never compete. Negotiation is basically a process which could benefit both parties. Understand your needs and those of the company.

6) The final offer: Be aware when the negotiation is done. Pushing further when a deal has been set could give a negative first impression on your part.

7) Show what you are made of: The interview is only the first step in having an enhanced compensation. Once you are hired, offer your skills to the company and prove your worth by doing quality work. You may even get a promotion for doing so.

Based from a survey conducted by the Society for Human Resource Management, four out of five employees are willing to negotiate compensation. Understanding these basic tips will allow you to enhance the terms of your new job.

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Tony Jacowski asked:

Ideally, the mutually-accepted final salary structure will be the outcome of a successful interview process. However, your expectations must be realistic. A little research on deciding upon the expected salary will be helpful.

A realistic assessment should be done to calculate your worth as an employee, which should be tested against the present market or industry standards. Several factors such as type of industry, kind of work, geographic location, supply and demand, or simply the growing need for a professional workforce in a specific industry play an important part in salary considerations.

After preparing yourself in these areas, it will be helpful to follow a three-point formula for the actual salary negotiations during the interview.

Never Be the First to Bring Up the Topic of Salary

Do not rush to bring up the matter of salary in your interview. First, let the employer decide whether you are suitable for the position. Eventually, the topic will come up in the interview – but avoid starting it if possible.

You will blow your credibility if you start the discussion by asking for a particular figure. This gives the impression that salary is your major consideration in applying for the job.

Just as in a card game, it is always best to hold your trump card until it’s time to play it. Announcing your anticipated salary early in an interview may very well eliminate your chances of getting the job, especially if the figure turns out to be too high. If you have set your limit low, it eliminates the opportunity of getting a higher figure if the employer is already thinking of one.

Therefore, it is best not to include salary expectations in your resume unless salary has been specified in the job-opening announcement.

Do Your Homework

Some research is needed before you go on the interview. Explore details such as average salary for that position in the job market, and evaluate your experience, expertise and educational qualifications. Other factors to take into account are the reputation of the company, the hierarchical status of the position offered, and the geographic location.

The perks that come with the salary, if any, should also be considered. Feedback from friends working in that company or colleagues working in the same industry is helpful in getting such details.

Don’t overlook websites that deal with employment and job opportunities.

Do Not Jump At the First Salary Offered

Don’t grab the first offer instantly. Take time, a couple of days perhaps, to consider the offer. Consider some hitches that might go unnoticed. Review the offer; consider all the possible aspects as well as your chances of getting ahead in the position before accepting it.

If you find it doesn’t meet your expectations, let the employer know the salary you anticipate and justify it by pointing out the requirements of the position and your experience and expertise for earning it.

This may not always result in getting you your asking salary; it’s entirely likely that you may need to negotiate and come down a bit. Even if that happens, you will come into the position with your own self-worth established.

Like marketing, successful closing is important in an interview. If you are marketing your worth in an interview, make sure to successfully close the deal and negotiate your salary.

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