A lot of people find the subject of salary negotiation tricky. Do you wait to bring up the salary requirements or do you wait until the potential employer does it first? When you’re dealing with an internal recruiter or a recruitment agency, they should make sure that they know what your expectations are before arranging any interviews. Related: Recruiter Reveals 7 Salary Negotiation Strategies It is sometimes hard to be precise when stating your salary expectations. If you only mention your minimum required amount, you’re unlikely to get anything more at the negotiation stage. If you mention a number that’s much higher than your current salary – you’re risking pricing yourself out of the job. It is safer to give out a range that you’re interested in at the start of the process. There are a lot of salary surveys online (many published by recruitment agencies), so it should be relatively easy to get an idea what someone with your experience should be earning in your area. Your negotiating power of course depends on a variety of factors. The first is your negotiating skill – your ability to convince the employer to give you what you want. The second is the job market. If a lot of people are out there selling the same skills and experience as you, you lose some negotiating edge. The third factor affecting your negotiating power is the type of job you’re being hired to do. Generally, the higher up the corporate ladder you go, the more you can bargain for wages, benefits and perks. Let me give you some advice on how to make salary negotiation process a bit easier!
April 21, 2016