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Slide Notes
Negotiating Salary 101: Tactics for
Better Compensation
Concerned about compensation? Arm yourself with data from Job Search Intelligence, which the US
Department of Labor says offers the most accurate salary information available. The salary calculator gives
you a personalized compensation value to take to your negotiations. Use this tool to guide the conversation
to get the compensation you deserve.
Collectively, women lose over $100 billion annually in wages due to pay inequity. This is due in part to an
unwillingness and insecurity in women to negotiate effectively. We want to empower you to do better for yourself in
this crucial area.
For starters here are a few tips on clear communication from one of our affiliates:
Here’s how to make your sure you’re heard.
By Susan I. Wranik
Better Compensation
Concerned about compensation? Arm yourself with data from Job Search Intelligence, which the US
Department of Labor says offers the most accurate salary information available. The salary calculator gives
you a personalized compensation value to take to your negotiations. Use this tool to guide the conversation
to get the compensation you deserve.
Collectively, women lose over $100 billion annually in wages due to pay inequity. This is due in part to an
unwillingness and insecurity in women to negotiate effectively. We want to empower you to do better for yourself in
this crucial area.
For starters here are a few tips on clear communication from one of our affiliates:
Here’s how to make your sure you’re heard.
By Susan I. Wranik
Negotiating Salary
Published on Dec 05, 2016
Based on Negotiating Salary 101: Tactics for Better Compensations
By Susan I. Wrank - From Women for Hire - February 10, 2016
MORE DECKS TO EXPLORE
PRESENTATION OUTLINE
Negotiating Salary
Strategies
Negotiating Salary 101: Tactics for
Better Compensation
Concerned about compensation? Arm yourself with data from Job Search Intelligence, which the US
Department of Labor says offers the most accurate salary information available. The salary calculator gives
you a personalized compensation value to take to your negotiations. Use this tool to guide the conversation
to get the compensation you deserve.
Collectively, women lose over $100 billion annually in wages due to pay inequity. This is due in part to an
unwillingness and insecurity in women to negotiate effectively. We want to empower you to do better for yourself in
this crucial area.
For starters here are a few tips on clear communication from one of our affiliates:
Here’s how to make your sure you’re heard.
By Susan I. Wranik
Better Compensation
Concerned about compensation? Arm yourself with data from Job Search Intelligence, which the US
Department of Labor says offers the most accurate salary information available. The salary calculator gives
you a personalized compensation value to take to your negotiations. Use this tool to guide the conversation
to get the compensation you deserve.
Collectively, women lose over $100 billion annually in wages due to pay inequity. This is due in part to an
unwillingness and insecurity in women to negotiate effectively. We want to empower you to do better for yourself in
this crucial area.
For starters here are a few tips on clear communication from one of our affiliates:
Here’s how to make your sure you’re heard.
By Susan I. Wranik
Photo by Mukumbura
1. Research Your Value
Company, Industry, Region
Research your value. Research the value of your talent in the employment marketplace. Find
sources that tell you what companies pay for the job you’re considering. The sources should take into
account the size of the company you work for and its industry and region. It is even more helpful if you
can use a source that helps you calculate the potential value of your personal skills and background
such as education, length of experience, certifications, and management responsibility.
https://www.jobsearchintelligence.com/jobseekers/search-input.php
sources that tell you what companies pay for the job you’re considering. The sources should take into
account the size of the company you work for and its industry and region. It is even more helpful if you
can use a source that helps you calculate the potential value of your personal skills and background
such as education, length of experience, certifications, and management responsibility.
https://www.jobsearchintelligence.com/jobseekers/search-input.php
Photo by tncountryfan
2. Don't Disclose a Number
Broad Range. Market Worth of Job
Don’t be the first to disclose a number. If possible, try to get the employer to disclose the pay for
the job before you tell your requirements. If you find this too difficult or awkward, consider providing a
broad range (based on the research you did above) and say you expect “a fair total pay package for
the job and my unique set of skills, including….” It is also fair to ask the employer what the market data
says the job is worth.
the job before you tell your requirements. If you find this too difficult or awkward, consider providing a
broad range (based on the research you did above) and say you expect “a fair total pay package for
the job and my unique set of skills, including….” It is also fair to ask the employer what the market data
says the job is worth.
Photo by Leo Reynolds
3. Prepare a Counteroffer
1st offer accounts for a counteroffer
Prepare a counteroffer. About half of all jobseekers accept the first offer that’s put on the table, but
most employers make offers expecting candidates to counteroffer – so go ahead, ask for what you
want. Remember that your counteroffer can include more than just base pay; it can include bonuses,
stock options, vacation time, and a flexible working schedule. Every time you speak with a potential
employer, you should be prepared with a complete, prioritized summary of your ideal offer, and you
should know in your mind how negotiable you are on each item.
most employers make offers expecting candidates to counteroffer – so go ahead, ask for what you
want. Remember that your counteroffer can include more than just base pay; it can include bonuses,
stock options, vacation time, and a flexible working schedule. Every time you speak with a potential
employer, you should be prepared with a complete, prioritized summary of your ideal offer, and you
should know in your mind how negotiable you are on each item.
Photo by andrechinn
Common Mistakes
- Accpeting the first offer
- Not being prepared with relevant info
- Neglecting to negotiate beyond base pay
- Not recognizing an opportunity to negotiate
- People pleasing
Accepting the first salary offer. Because employers anticipate a counteroffer, many include room for
negotiation in their first offer. This is truer for jobs at a higher level or higher salary. If you accept the
first offer, you may be leaving money on the table. This could be compounded as future bonuses,
salary increases, and insurance coverage are often based on the base salary level. Regardless of
whether the employer has room to increase the salary offer, you should be comfortable asking. But be
careful: don’t make demands or issue ultimatums unless you really are willing to walk away from the
existing offer.
2. Not being prepared with relevant information. Too many people rely on the potential employer to
determine the fair compensation for the job. Spending a little time learning how the relevant labor
market values a particular job and how your unique skills may further increase those values can have
a dramatic impact on your ability to maximize your total compensation. Knowing the facts and being
able to speak intelligently about them can support and justify your desired pay.
3. Neglecting to negotiate things beyond base pay. Base salary is just one of the negotiation points.
There are many more items to consider when negotiating your initial employment package, such as
variable pay, performance expectations, benefits, perquisites, schedule for salary increase, and
minimum severance. Once the salary negotiation is complete, moving on to the other components of
total pay can be rewarding.
negotiation in their first offer. This is truer for jobs at a higher level or higher salary. If you accept the
first offer, you may be leaving money on the table. This could be compounded as future bonuses,
salary increases, and insurance coverage are often based on the base salary level. Regardless of
whether the employer has room to increase the salary offer, you should be comfortable asking. But be
careful: don’t make demands or issue ultimatums unless you really are willing to walk away from the
existing offer.
2. Not being prepared with relevant information. Too many people rely on the potential employer to
determine the fair compensation for the job. Spending a little time learning how the relevant labor
market values a particular job and how your unique skills may further increase those values can have
a dramatic impact on your ability to maximize your total compensation. Knowing the facts and being
able to speak intelligently about them can support and justify your desired pay.
3. Neglecting to negotiate things beyond base pay. Base salary is just one of the negotiation points.
There are many more items to consider when negotiating your initial employment package, such as
variable pay, performance expectations, benefits, perquisites, schedule for salary increase, and
minimum severance. Once the salary negotiation is complete, moving on to the other components of
total pay can be rewarding.
Photo by Frederick Homes for Sale
Hard-style Negotiator
Don't let them rattle you
It’s also essential to prepare specific things to say depending on the style of your negotiator. You should have a plan
of attack for both. A hard-style negotiator is firm, with forbidding body language, and tends to say “no” to everything.
This type of person can be very intimidating. Don’t let them rattle you. Stand your own ground too.
of attack for both. A hard-style negotiator is firm, with forbidding body language, and tends to say “no” to everything.
This type of person can be very intimidating. Don’t let them rattle you. Stand your own ground too.
Photo by DesignFathoms
Soft-style Negotiator
Stick to what you want with no guilt
A soft-style negotiator is very agreeable and tries to work with you. Don’t be fooled by a soft-style negotiation front.
It’s a common mistake for women to be very agreeable in return, while trying to be polite and make the negotiator like
you. You can easily end up walking away with less. The bottom line is you still have to ask for what you want without
feeling guilty regardless of whom you’re dealing with.
It’s a common mistake for women to be very agreeable in return, while trying to be polite and make the negotiator like
you. You can easily end up walking away with less. The bottom line is you still have to ask for what you want without
feeling guilty regardless of whom you’re dealing with.
Photo by emagdi
More Mistakes
- Shy from bold behaviors
- Fail to do homework
- Too Grateful - don't deserve more
- Taking Negotiations too personally
Photo by Frederick Homes for Sale
Speaking Skills
- State rather than ask - Be direct
- Ask yourself the question
- Avoid intensifiers
- Don't be too sweet
- Gestures that detract
- Smile and make eye contact
State rather than ask. When women make requests, they ask, often supporting, justifying and even
conveying appreciation. Men simply state their needs – take it or leave it. In business, and in dealing with
men in particular, less is more – and more easily understood. The best way to get your point across is to
be absolutely sure you have one; then be direct, be brief and be seated.
■ Ask yourself the question: And your point is? And be sure you can answer it in the fewest words
possible.
■ Avoid intensifiers: Very, really, truly and the all too common basically, essentially and fundamentally
which add little to content and can weaken your message.
■ Don’t be too sweet. Resist the temptation to soften your voice with a higher register or lower volume. To
find your natural pitch and range, open your mouth and say “ah” as you would for your doctor.
■ Gestures should strengthen, not detract. They compete with your message for your listener’s
attention. Don’t touch, toss or run your fingers through your hair – not even the periodic tuck behind the
ear.
■ Finally, smile and make eye contact – because confidence begets confidence!
conveying appreciation. Men simply state their needs – take it or leave it. In business, and in dealing with
men in particular, less is more – and more easily understood. The best way to get your point across is to
be absolutely sure you have one; then be direct, be brief and be seated.
■ Ask yourself the question: And your point is? And be sure you can answer it in the fewest words
possible.
■ Avoid intensifiers: Very, really, truly and the all too common basically, essentially and fundamentally
which add little to content and can weaken your message.
■ Don’t be too sweet. Resist the temptation to soften your voice with a higher register or lower volume. To
find your natural pitch and range, open your mouth and say “ah” as you would for your doctor.
■ Gestures should strengthen, not detract. They compete with your message for your listener’s
attention. Don’t touch, toss or run your fingers through your hair – not even the periodic tuck behind the
ear.
■ Finally, smile and make eye contact – because confidence begets confidence!
Photo by Brendan Biele
Never accept a job offer without discussing salary and benefits!
Photo by Luz Adriana Villa A.
Ideal Situation
- Hold off until offer
- Employer brings it up 1st
- If asked - Cover Letter
- Sidestep if asked too early
Discussing Salary
Some companies will ask for salary requirements in a cover letter. Some will actually ask you to accept the offer
before they even mention the word salary. There is no routine, no schedule for when companies will discuss salary
with you. There is, however, an ideal.
It is to your best advantage to hold off on discussing salary until after you have been offered the position. Wait for
them to bring it up, and try not to be the first to mention a range. Of course, the process rarely works this way. It is a
little messier, a little more random, so you need to be prepared with information on how to handle every situation.
If you are asked to name your salary requirement in a cover letter or résumé, do so. It may be the criteria used to
weed out overqualified candidates. If you do not include the information at all, your résumé will be quickly set aside
because you didn’t follow directions. Put down a reasonable range – such as $55,000 to $65,000-depending upon the
responsibilities of the position.
If your interviewer brings up salary before you are prepared to discuss it, try to sidestep the question. Say something
along the lines of, “Actually, I’d like to know more about the position before I can give you that answer.” Then ask a
question about the job’s responsibilities.
Some companies will ask for salary requirements in a cover letter. Some will actually ask you to accept the offer
before they even mention the word salary. There is no routine, no schedule for when companies will discuss salary
with you. There is, however, an ideal.
It is to your best advantage to hold off on discussing salary until after you have been offered the position. Wait for
them to bring it up, and try not to be the first to mention a range. Of course, the process rarely works this way. It is a
little messier, a little more random, so you need to be prepared with information on how to handle every situation.
If you are asked to name your salary requirement in a cover letter or résumé, do so. It may be the criteria used to
weed out overqualified candidates. If you do not include the information at all, your résumé will be quickly set aside
because you didn’t follow directions. Put down a reasonable range – such as $55,000 to $65,000-depending upon the
responsibilities of the position.
If your interviewer brings up salary before you are prepared to discuss it, try to sidestep the question. Say something
along the lines of, “Actually, I’d like to know more about the position before I can give you that answer.” Then ask a
question about the job’s responsibilities.
Photo by burrows.nichole28
Turn Around Politely
- What is the typical range
- What they had budgeted for
- You will consider any reasonable offer
- They are better informed to determine your worth
Once you have been offered the position, and it is time to discuss the salary, you want them to name a figure first.
This prevents you from naming a sum lower than they had been willing to pay, or a sum that is too high.
■ Ask what the typical range is for others in the company with that position.
■ Ask what they had budgeted for that job.
■ Say you will consider any reasonable offer.
■ Say that they are better informed to determine how much you are worth to the company than yourself.
All of these statements turn the situation around politely. It puts them in the position of naming a range first. If they
counter, simply move on to the next statement. More than likely, they will return the question back to you no more
than three times before they state a salary range.
This prevents you from naming a sum lower than they had been willing to pay, or a sum that is too high.
■ Ask what the typical range is for others in the company with that position.
■ Ask what they had budgeted for that job.
■ Say you will consider any reasonable offer.
■ Say that they are better informed to determine how much you are worth to the company than yourself.
All of these statements turn the situation around politely. It puts them in the position of naming a range first. If they
counter, simply move on to the next statement. More than likely, they will return the question back to you no more
than three times before they state a salary range.
Photo by chrismar
Previous Salary
- Let them ask you 1st
- Don't lie
- Answer with range your willing to consider
- Don't become defensive or refuse to answer
- How your salary increased; bonuses
Explaining your Previous Salary
It is probable that you will be asked your salary history at some point. If you were underpaid in your previous position,
you may not want to reveal this information. Employers may base their offer on what you were previously making, or
on the flip side, assume they can’t afford you. You want the employer to base their offer on your value, not your
previous salary.
■ Let the interviewer ask you about salary. Be prepared to answer the question.
■ Do not lie about your salary history. They can verify this information.
■ If you do not wish to tell your salary history, answer with the salary range you are willing to negotiate
within. If it is a reasonable range, they will more than likely drop the question of salary history.
■ Do not become defensive or refuse to answer the question. It will leave a bad impression and only make
the interviewer more interested in your salary history and possibly less interested in you.
From Women for Hire, accessed on February 10, 2016
■ Talk about how your salary increased over time, how you received off-cycle adjustments, or bonuses.
It is probable that you will be asked your salary history at some point. If you were underpaid in your previous position,
you may not want to reveal this information. Employers may base their offer on what you were previously making, or
on the flip side, assume they can’t afford you. You want the employer to base their offer on your value, not your
previous salary.
■ Let the interviewer ask you about salary. Be prepared to answer the question.
■ Do not lie about your salary history. They can verify this information.
■ If you do not wish to tell your salary history, answer with the salary range you are willing to negotiate
within. If it is a reasonable range, they will more than likely drop the question of salary history.
■ Do not become defensive or refuse to answer the question. It will leave a bad impression and only make
the interviewer more interested in your salary history and possibly less interested in you.
From Women for Hire, accessed on February 10, 2016
■ Talk about how your salary increased over time, how you received off-cycle adjustments, or bonuses.
Photo by bradleypjohnson
Named Salary Too Early
- Explain you didn't realize the full responsibly, with more information about position the sum is no longer relevant
- You done more market research, cost of living, similar positions, and have readjusted salary accordingly
Photo by dingler1109
If you earned $30,000 and the position is $48,000 what can you do to avoid being low-balled by employer?
What if you named a figure too early?
You messed up and named a figure too early. After some research, you found out that you deserve more, and they
were probably expecting to pay more. The time has come for negotiation. Now what? How do you go back and ask
for more when you have already named a figure?
■ Explain that you didn’t realize the full responsibilities of the job. Now that you have more information
about the level of the position and what it entails, that sum is no longer relevant. Then state the salary you
think you deserve.
■ Explain that you have done more market research, cost of living research, and researched salaries in
similar positions, and have readjusted the salary figure accordingly.
Remember that it was your mistake. You did say you would accept that salary, so you need to be willing to
compromise. Rather than refusing the offer, ask if you could have a review and salary increase after three months
rather than six. Ask if you can have a higher percentage raise increase the first year to make up the difference. Ask
for a signing bonus. You should decide beforehand whether you are willing to accept the sum you stated before yo
You messed up and named a figure too early. After some research, you found out that you deserve more, and they
were probably expecting to pay more. The time has come for negotiation. Now what? How do you go back and ask
for more when you have already named a figure?
■ Explain that you didn’t realize the full responsibilities of the job. Now that you have more information
about the level of the position and what it entails, that sum is no longer relevant. Then state the salary you
think you deserve.
■ Explain that you have done more market research, cost of living research, and researched salaries in
similar positions, and have readjusted the salary figure accordingly.
Remember that it was your mistake. You did say you would accept that salary, so you need to be willing to
compromise. Rather than refusing the offer, ask if you could have a review and salary increase after three months
rather than six. Ask if you can have a higher percentage raise increase the first year to make up the difference. Ask
for a signing bonus. You should decide beforehand whether you are willing to accept the sum you stated before yo
Photo by Sky Noir
Avoid Low-ball
- Be sure you're qualified
- Determine the content differences
- Determine benefit package differences
- Focus on market data for new job
If a jobseeker has been earning $30,000 and the position they’re applying for typically pays $48,000, what can
the candidate do to avoid being low-balled by the employer?
■ Be sure you’re qualified for the new position. A dramatic difference in pay like this (60 percent
increase) may actually indicate a promotion or perhaps a position that is significantly more demanding
than your current role. Whether or not it’s a significant change, and whether or not you are qualified for
the new job, you should be prepared to answer the question.
■ Determine the differences, if any, between the content of the current job and the new job. Knowing
the differences between the jobs will help to explain why the pay packages are different. It will also help to
demonstrate that you have the skills to meet the challenges of the new position. For instance, if you are
moving from a non-profit or government organization to a large corporation, you will most likely be able to
increase your pay significantly.
■ Determine all the differences in the total rewards packages including pay, schedule, benefits, and
intangibles. There may be differences other than just the base pay—this is particularly likely if there’s a
vast difference in the base pay but not a major difference in the job responsibilities. You may find
differences in bonus opportunity, profit sharing, stock options, benefit plans, and vacation time.
■ Reconcile the real differences between the jobs. Create a side-by-side summary of the individual job
responsibilities, qualifications, compensation, benefits, intangibles, etc. Add an extra column to
summarize the magnitude of the differences. Note the key differences in each category for use in
negotiations.
■ Focus salary discussions on the market data for the new job (rather than your current pay at your
current job). Your current pay is not really relevant if the market data for the job establishes a reasonable
pay of $48,000 and your skills and experience demonstrate you’re a fit for the job. Of course you
shouldn’t tell a potential employer that the information is not relevant, but you can lead them to that
conclusion by focusing on the much more relevant market data and value of the job in question and your
value as an employee with a set of skills that qualify you for that job.
the candidate do to avoid being low-balled by the employer?
■ Be sure you’re qualified for the new position. A dramatic difference in pay like this (60 percent
increase) may actually indicate a promotion or perhaps a position that is significantly more demanding
than your current role. Whether or not it’s a significant change, and whether or not you are qualified for
the new job, you should be prepared to answer the question.
■ Determine the differences, if any, between the content of the current job and the new job. Knowing
the differences between the jobs will help to explain why the pay packages are different. It will also help to
demonstrate that you have the skills to meet the challenges of the new position. For instance, if you are
moving from a non-profit or government organization to a large corporation, you will most likely be able to
increase your pay significantly.
■ Determine all the differences in the total rewards packages including pay, schedule, benefits, and
intangibles. There may be differences other than just the base pay—this is particularly likely if there’s a
vast difference in the base pay but not a major difference in the job responsibilities. You may find
differences in bonus opportunity, profit sharing, stock options, benefit plans, and vacation time.
■ Reconcile the real differences between the jobs. Create a side-by-side summary of the individual job
responsibilities, qualifications, compensation, benefits, intangibles, etc. Add an extra column to
summarize the magnitude of the differences. Note the key differences in each category for use in
negotiations.
■ Focus salary discussions on the market data for the new job (rather than your current pay at your
current job). Your current pay is not really relevant if the market data for the job establishes a reasonable
pay of $48,000 and your skills and experience demonstrate you’re a fit for the job. Of course you
shouldn’t tell a potential employer that the information is not relevant, but you can lead them to that
conclusion by focusing on the much more relevant market data and value of the job in question and your
value as an employee with a set of skills that qualify you for that job.
Photo by Jeremy Brooks
Avoid Low-ball
- Avoid saying current salary
- Focus on new position salary
- Use compling differences
- Other current job offers
- Be bold, shoot for $55,000
Avoid disclosing your current salary if possible. If the potential employer does not know your current
salary is $30,000, there is no problem. If asked what your current salary is, you can try to deflect the
question by responding with something like, “I’d expect to be paid reasonably for someone with my skills
such as [name a few] working in this job. Based on what I’ve seen, it seems that would be between
$46,000 and $53,000.”
■ Keep discussions focused on the new job, the salary for that job, and you in that job. (Leave the
past in the past.) Being underpaid at your current job doesn’t give your new employer license to
underpay you as well. It does, however, give you a justifiable reason to look for a new job.
■ If your current salary is known, use the three to five most compelling differences to justify why
you deserve the $48,000. Don’t try to overwhelm a potential employer with an impressive litany of
differences between the two jobs that justifies the pay differential. Selectively choose three to five of the
major reasons. Including a lot of the minor differences will simply dilute the impact of the major ones.
■ If possible, use other current salary offers to justify what you are worth and to mitigate the effect
of your current pay. If the employer thinks your current salary is relevant, you can bring in salaries from
other current job offers. These have the added effect of implying a value for you in the job as well as the
fact that you are a desirable employee for this type of job. (Of course, this cannot work with the first new
offer.)
■ If you have a lot of nerve, try to justify why you deserve $50,000 to $55,000. The job typically pays
$48,000—perhaps you’re better
salary is $30,000, there is no problem. If asked what your current salary is, you can try to deflect the
question by responding with something like, “I’d expect to be paid reasonably for someone with my skills
such as [name a few] working in this job. Based on what I’ve seen, it seems that would be between
$46,000 and $53,000.”
■ Keep discussions focused on the new job, the salary for that job, and you in that job. (Leave the
past in the past.) Being underpaid at your current job doesn’t give your new employer license to
underpay you as well. It does, however, give you a justifiable reason to look for a new job.
■ If your current salary is known, use the three to five most compelling differences to justify why
you deserve the $48,000. Don’t try to overwhelm a potential employer with an impressive litany of
differences between the two jobs that justifies the pay differential. Selectively choose three to five of the
major reasons. Including a lot of the minor differences will simply dilute the impact of the major ones.
■ If possible, use other current salary offers to justify what you are worth and to mitigate the effect
of your current pay. If the employer thinks your current salary is relevant, you can bring in salaries from
other current job offers. These have the added effect of implying a value for you in the job as well as the
fact that you are a desirable employee for this type of job. (Of course, this cannot work with the first new
offer.)
■ If you have a lot of nerve, try to justify why you deserve $50,000 to $55,000. The job typically pays
$48,000—perhaps you’re better
Photo by Horia Varlan
The negotiation process revolves around two factors: what you are worth and what they are willing to pay for you.
The negotiation process revolves around two factors: what you are worth and what they are willing to pay for you. To
negotiate successfully, take these factors into consideration and research them thoroughly. Research, after all, is one
of the few steps in the negotiation process that you have full control over.
The first step in researching these two factors is to consider the position you aspire to. Know the required skills and
job responsibilities, as well as the company’s size, industry position, clients, goals, and challenges. Use this
information as perspective or context in for your preparation to negotiate.
■ Make a list of your credentials. What degrees do you have? What other training or education do you
have? You may have handled design and layout of the newsletter at your previous position, a very
impressive responsibility, but only if it is relevant to the position you are applying for. If it’s not, you
shouldn’t expect to be compensated for it.
■ If you held an impressive title in the past, use it to your advantage. Did you have a respected position with
your previous employer? Did you work for a well-known, successful company?
■ What measurable successes have you had in your previous positions? Did you raise sales by 15
percent? Did you save your company $50,000? Did you organize a seminar for 1,000 guests? The eye is
drawn to numbers and statistics, so include as many as you can.
From Women for Hire, accessed on February 10, 2016
■ What is included in your skill set? Make sure you can meet every responsibility of the job and can provide
specific examples of the skills you have to fulfill them.
■ Think value-added. Maybe you can bring excellent finance experience with you to a human resource
position. Do you have any technology specialties or marketing know-how? Are you bilingual? If so, you
may deserve higher compensation.
■ What is your work ethic? Are you willing to come in early, stay late? Can you be counted on in a crisis? If
you can document this or provide references, it may increase your worth.
When you are in the interview and negotiation stages, briefly and clearly list the most impressive qualifications you
have as support for the salary you are requesting. Show them exactly why you deserve the salary you are asking for.
negotiate successfully, take these factors into consideration and research them thoroughly. Research, after all, is one
of the few steps in the negotiation process that you have full control over.
The first step in researching these two factors is to consider the position you aspire to. Know the required skills and
job responsibilities, as well as the company’s size, industry position, clients, goals, and challenges. Use this
information as perspective or context in for your preparation to negotiate.
■ Make a list of your credentials. What degrees do you have? What other training or education do you
have? You may have handled design and layout of the newsletter at your previous position, a very
impressive responsibility, but only if it is relevant to the position you are applying for. If it’s not, you
shouldn’t expect to be compensated for it.
■ If you held an impressive title in the past, use it to your advantage. Did you have a respected position with
your previous employer? Did you work for a well-known, successful company?
■ What measurable successes have you had in your previous positions? Did you raise sales by 15
percent? Did you save your company $50,000? Did you organize a seminar for 1,000 guests? The eye is
drawn to numbers and statistics, so include as many as you can.
From Women for Hire, accessed on February 10, 2016
■ What is included in your skill set? Make sure you can meet every responsibility of the job and can provide
specific examples of the skills you have to fulfill them.
■ Think value-added. Maybe you can bring excellent finance experience with you to a human resource
position. Do you have any technology specialties or marketing know-how? Are you bilingual? If so, you
may deserve higher compensation.
■ What is your work ethic? Are you willing to come in early, stay late? Can you be counted on in a crisis? If
you can document this or provide references, it may increase your worth.
When you are in the interview and negotiation stages, briefly and clearly list the most impressive qualifications you
have as support for the salary you are requesting. Show them exactly why you deserve the salary you are asking for.
Photo by Georgie Pauwels
Know Your Worth
- List your credientials
- Impressive title, company
- Measureable successes
- Skill Set
- Added Value - something unique
- Work ethic: come early, stay late
- Counted on in Crises
Photo by Cayusa
Got Offer!
- What is included in Salary and benifit package?
- How much vacation or sick leave do I get?
- Is there a 401k plan or retirement plan?
- Deduction from check, total?
- How often will I get paid?
Photo by Tax Credits
Got Offer!
- When will I get a review and be eligible for raise?
- Opportunities for advancement?
- Bonus opportunities?
- Other benefits I should be aware of?
Photo by rafael-castillo
Evaluate Company
- Advancement & growth Opportunity
- Culture
- Location
Advancement and Growth Opportunity: Most of us have a long term plan and the ideal position will
mesh nicely with our goals. Sometimes a job is ideal because it affords us the opportunity to gain new
skills and experience that will be essential toward achieving the ultimate position. Will this employer
provide internal or external training and development to complement your existing skill set? If you’re just
launching a career or are in a mid-career transition, will this position be an effective bridge to the next step? Beyond assessing this particular position, you’ll also want to know if the company has a formal
policy for promoting from within. This often sheds light on your potential opportunity for growth at this
particular employer.Culture: Dress code, workspace, office hours, and employee diversity all contribute to the culture of any
organization. Will you work 70-hour weeks in a T-shirt and jeans? Are family picnics and an active
commitment to the community part of the routine? Is there a sense of teamwork and camaraderie, or is
everything and everyone independent and autonomous? Do your best to determine the values of the
organization by talking to current and former employees, studying the “About Us” section of its Web site,
and reading media accounts and annual reports.
■ Location: While this may seem relatively unimportant compared to some of the other criteria, a long
commute can make your job miserable. Make the drive (or train, bus, or subway ride) a few times during
rush hour, not just in the middle of the day, to get a realistic sense of what you’d be in for. If you’re hoping
for a telecommuting arrangement, it’s important to negotiate this up front – or at the very least broach the
subject upon a satisfactory orientation and initial completion of mutual goals.
mesh nicely with our goals. Sometimes a job is ideal because it affords us the opportunity to gain new
skills and experience that will be essential toward achieving the ultimate position. Will this employer
provide internal or external training and development to complement your existing skill set? If you’re just
launching a career or are in a mid-career transition, will this position be an effective bridge to the next step? Beyond assessing this particular position, you’ll also want to know if the company has a formal
policy for promoting from within. This often sheds light on your potential opportunity for growth at this
particular employer.Culture: Dress code, workspace, office hours, and employee diversity all contribute to the culture of any
organization. Will you work 70-hour weeks in a T-shirt and jeans? Are family picnics and an active
commitment to the community part of the routine? Is there a sense of teamwork and camaraderie, or is
everything and everyone independent and autonomous? Do your best to determine the values of the
organization by talking to current and former employees, studying the “About Us” section of its Web site,
and reading media accounts and annual reports.
■ Location: While this may seem relatively unimportant compared to some of the other criteria, a long
commute can make your job miserable. Make the drive (or train, bus, or subway ride) a few times during
rush hour, not just in the middle of the day, to get a realistic sense of what you’d be in for. If you’re hoping
for a telecommuting arrangement, it’s important to negotiate this up front – or at the very least broach the
subject upon a satisfactory orientation and initial completion of mutual goals.
Photo by swanksalot
Take it or Leave it
- Rejecting the offer, but only if you mean it
- Refuse the position, send a thank you: restate your position
- Don't burn any bridges
If you cannot negotiate a mutually acceptable offer with the employer, consider whether you need to walk away. This
isn’t a viable option for everyone. Only you can make that determination based on whether or not you’ll be happy and
content with the deal you agree to, and whether or not you can afford not to take the offer.
■ Rejecting the offer can be a strong negotiation tactic, but only if you’re genuinely willing to walk away.
Don’t use this threat if you want or need the job. The employer may come back with the offer you were
hoping for rather than let you walk away. It is expensive and time-consuming for employers to interview
candidates. But they might also opt to pass on your candidacy.
■ Even though you refused the position, send a thank-you note a few days later restating the salary you
would be willing to accept and reiterating your interest in the position and the company. After they have
thought about it for a few days, your salary requirement may seem more reasonable than they had initially
thought.
■ Be careful not to burn any bridges. If you stay on good terms, you may get a call a few months down the
road for a similar position with a better salary. Conduct yourself professionally at all times.
isn’t a viable option for everyone. Only you can make that determination based on whether or not you’ll be happy and
content with the deal you agree to, and whether or not you can afford not to take the offer.
■ Rejecting the offer can be a strong negotiation tactic, but only if you’re genuinely willing to walk away.
Don’t use this threat if you want or need the job. The employer may come back with the offer you were
hoping for rather than let you walk away. It is expensive and time-consuming for employers to interview
candidates. But they might also opt to pass on your candidacy.
■ Even though you refused the position, send a thank-you note a few days later restating the salary you
would be willing to accept and reiterating your interest in the position and the company. After they have
thought about it for a few days, your salary requirement may seem more reasonable than they had initially
thought.
■ Be careful not to burn any bridges. If you stay on good terms, you may get a call a few months down the
road for a similar position with a better salary. Conduct yourself professionally at all times.
Photo by boltron-
