Tagged: salary negotiations

You Really Must Negotiate Job-Offer Salary!

The Muse offers these suggestions for negotiating the salary when you are offered a new position.   https://www.themuse.com/advice/can-i-negotiate-job-offer-when-the-description-lists-salary  Read the article below:

Negotiations are often nerve-racking for candidates because they don’t want to ask for too much and have an employer withdraw an offer.

But I want to give you reassurance that as much as you fear losing out on an opportunity, companies also fear losing great talent (like you!) by coming in below expectations. That’s why companies and candidates often have an open discussion to meet somewhere in the middle.

With that said, what can you do if the job description clearly states a salary—yet you want more? Are you still even entitled to that attempt to find some middle ground?

If you’re applying to the public sector (government jobs), the pre-determined salary range is usually close to the final offer. However, if you receive an offer, it doesn’t hurt to ask for a number that falls within the range displayed. As with any negotiation, focus on objective facts of why you believe you’re worth more (for example, the job description asks for two years of experience and you have four).

If you’re applying to the private sector (non-government jobs), I would absolutely recommend negotiating despite what was displayed on the job posting. Most companies work with a compensation benchmark system and have a low, mid, and high end of a salary range. Typically, the salary advertised is the median compensation, so it never hurts to ask for more—especially if market research data shows that your title, skills, and experience are worth a higher salary in your geographical market.

Again, you will want to remain objective in your approach: What specifically about your background adds value to the company and justifies why are you worth more? You should use measurable and tangible facts instead of subjective, loose opinions.

It might also help to know that employers expect employees to negotiate. Employers typically don’t withdraw offers because a candidate starts that conversation. However, they do withdraw offers based on how a candidate asks.

If you demonstrate that you’re polite, professional, and perceptive, an employer’s often eager to consider your requests. It’s the requests that come off as aggressive, demanding, and non-compromising that breaks the deal.

That’s why it’s never a bad idea to practice several times before the real conversation to make sure you know exactly what you want to say. You can even run through it with a friend to confirm that you’re coming off the way you intended.

Finally, if the company says they have given you the best offer, remember there are a lot of other benefits and perks you can negotiate aside from your salary.

For example:

  • Sign-on bonus
  • More vacation days
  • Telecommute perks
  • Tuition reimbursement or ongoing education and training allowance
  • Timing of next raise
  • Stock options
  • Competitive commission structure (if in a sales-related role)
  • Relocation bonus (if applicable)

Negotiating might always make you a little nervous (that’s normal!). But, in the end, remember this: You won’t get what you don’t ask for.

Let me add my own comments.  Women are earn less than men doing the same work.  One reason is that men are far more likely to negotiate starting with the first offer while women tend to accept the first offer.  To close the gap, women must adopt negotiation as the first step in getting paid what they are worth.  As the article points out, HR expects negotiation.

If the starting salary is lower for women, each raise that is a % of current salary will also be lower.  The gap gets wider with each salary bump.  Close the gap by asking for what you want.

In addition to the perks listed as alternatives to a starting salary, you can ask for a 90 day review with specific benchmarks that, if met, entitle you to a raise.  You can also ask for a performance bonus, an extra check for meeting specific performance criteria.

If you’re a little hazy on what you’re work is worth, lets figure it out together. stephanie@accessguidance.com , 610-212-6679

Same Job, Different Salary?

Salary differentials are fodder for office gossip everywhere.  Many office workers love to speculate on who makes what and why.  Resentments steep in the toxic atmosphere created when salaries are compared.

 

There are a variety of reasons for differences in salary.                                                                   -Length of time with company or in the industry; flexible work schedule               -Additional training or responsibilities                                                                                     -Different skill sets even for people with the same job description                                               -Level of performance

Rather than worrying about what everyone is making, focus on the whole compensation package.  Know what your skills are worth in the marketplace.  If you feel under paid, talk to your boss, ask for clarification.  A good time to have this discussion is when you have your performance review.

Sometimes workers who are long time employees are given regular raises but because they were paid less at the beginning when salaries were lower, they are making less than a new hire.   Most companies track compensation changes but if you feel this has happened to you, it should be brought to the attention of management.

Lets talk about compensation, negotiating and asking for a raise.  Give me a call at 610-212-6679 or stephanie@accesguidance.com.  Follow on Twitter @accessguidance.