Negotiating Your Starting Salary
20 November 2011
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Stating salary expectations to a recruiter is a big dilemma for young candidates. Most can't give an exact amount without being underpaid or overpaid. The stakes are high: a random amount risks asking for too little or too much, given their skills.
To avoid this, preparation is needed once the interview is scheduled.
It's best to ask friends and family about market salaries, or competitors about similar roles.
If that fails, use the internet and social media. Don't forget yearly salary surveys, like those from Diorh.
So, never answer without prior research. Sometimes, especially those seeking their first job, aren't very demanding about pay. Negotiation is easy for recruiters and HR with this group.
Conversely, negotiating with experienced candidates is harder, especially those with expertise. They increasingly consider the whole package. Beyond salary, other benefits are important for well-being. This desire for well-being is growing among Gen Y and even Gen X.
The professional world is constantly changing.
"Anyone can have any ambition regarding responsibility or salary. That's not the question. But you must ask what's compatible with the company's resources and policies." - from the book "Preparing for your job interview" published by Studyrama.
Here are some tips for beginners to deal with HR and recruiters. According to Ali Serhani, "If the company decides to hire recent graduates, the hardest part is already done." So the candidate should:
- Know how to behave in an interview.
- Speak well.
- Be humble but dignified.
- Master the required work language.
- Know about the company and its sector.
- Never let your guard down during interviews. "Your interviewer might put you at ease, and that's when you might fall into a trap. Your true nature will come out and you'll forget you're in a job interview."
- Companies don't need jokers. They need serious people they can rely on, provided the company itself is respectable and keeps its promises to candidates.
"Companies with inconsistent pay are not recommendable."
Ali Serhani, HR Consultant & Associate Director - HR Gesper Services
After a successful interview, how do you prepare for salary negotiations?
First, during the interview, convince them you're the right person. This is the main rule before even thinking about salary.
Once this is done, we can talk about salary negotiation. But in two situations:
The first is for recent graduates. For this, let's be direct! Early in your career, experience, not salary, is most important. Hopefully, you'll land in a good place to learn the basics of professional life and good manners – in skills, behavior and social skills, which are vital. Regarding salary, well-structured companies usually have set salaries for new recruits, which are generally fair for a first job.
The second is for experienced candidates. They should already know market salaries and the company's pay policies. Using these, they'll know their minimum threshold for joining another company.
Beware of benchmarking against companies with extremely high salaries but poor HR. It's better to have a fair salary, enjoy your work, be happy and advance your career than to work in a company with stratospheric salaries but a feudal internal climate, with all the career consequences.
1. How to define salary expectations without overshooting or undershooting?
I think Oscar Wilde's quote doesn't apply to salary: "Aim for the moon; even if you miss, you'll land among the stars." Many candidates reason this way, but it's wrong. In structured companies, there's a defined pay policy. Period! They know what they can offer. No more, no less. Companies that think otherwise – with inconsistent pay – are not recommendable.
Common sense is key. Work in a good company with fair pay, rather than one where you'll waste your time, skills, and possibly your character. Again, find reliable sources on company salary policy to get an idea. If it meets your expectations, apply. Otherwise, look elsewhere. Simple!
Don't forget, beyond salary, other things are negotiable: a Master's degree, special medical coverage, great supplemental insurance, etc.
Finally, you can get what you want, but you must prove yourself. Even with the best pay, if you're bad during probation, you'll be shown the door.
2. How to successfully negotiate salary?
Be pragmatic; keep a minimum threshold in mind, and remember that a good negotiation is one where both sides win. A win-win deal.
Avoid appearing like a mercenary, only interested in money. This is crucial, no sensible employer will hire you, even if you're a Harvard and Yale graduate! In a company, anything is possible except dealing with a mercenary or bad-faith candidate.
3. For experienced candidates, how to highlight experience and ask for more?
Excellent candidates don't need to highlight anything. Their reputation does the talking. Recruiters know what to expect. Companies go out of their way to hire them.
For example, before approaching a candidate for headhunting, we discreetly ask their professional contacts, and get the answers we need. We know their intellectual, professional, and human worth, and their salary and benefits. This helps us determine what to offer. Many factors are considered. For example, even if a candidate is a Harvard graduate with extensive experience, if they are horrible, it's best not to approach them, as they will only bring negativity.
By Nadia DREF
Lematin.ma
Published November 20, 2011.
Online since November 20, 2011.
