Salary Negotiation when you get a Job Offer – 4 Tips

How can you negotiate your salary after you get a job offer? 

Negotiating salary is an exercise that many people find uncomfortable.  It is worthwhile remembering that regardless of the economic climate, good candidates are always hard to find.  An employer is looking for a specific combination of qualities – relevant work experience, technical and IT skills, cultural fit, ability to fit in with the team – so when they identify their preferred candidate they are usually willing to negotiate on salary.  With this in mind, how can you increase your influence at the negotiating table?

Research – know the market rate for your skills

Find out what your skills and experience command on the market place – you need to know that your desired salary is not completely out of kilter with the marketplace.  Speak to recruitment consultants, head hunters and look at salary surveys.  Make sure to look at sector and location specific information as salary rates can vary significantly across the country and across different industries.   This will help give you an idea as to what you can expect in an offer.

Take a business partner approach when asking for a higher salary

All companies are focused on being more efficient, more productive and better than the competition.  If you can demonstrate to an employer that you can save them money, you will be in a much better position to command a strong salary.  Highlight examples of where you used innovative ideas, changed processes, made better use of IT systems or other resources to save on costs and add to the bottom line.  Having a commercial outlook is a rare talent and will increase your value in the eyes of an employer.

Look outside the box. If they can’t raise your salary, what else can they do instead?

Be sensitive.  Many employers are on a tight budget and may not be able to afford your desired salary.  However, by thinking outside the box, a compromise can be reached that works for all parties.  Remember that a package is made up of many elements – basic salary, paid holiday, flexi-time, pension, bonus, share options, health care, educational assistance etc.

If an employer cannot meet your salary requirements, why not suggest a salary review after six months?  You can suggest that this review be linked to meeting specific performance targets.   If moving the basic salary is a sticking point, why not suggest working for the stated salary but at reduced hours?  Another option is to see if you can increase your annual leave entitlement.   Or why not negotiate working from home thus saving on commuting time and expense?

Timing is important. Only bring up salary when you’ve bargaining power

Salary negotiation is all about timing.  It should be done as late as possible in the interview process – the more an employer buys into you, the stronger bargaining power you have.  If salary is brought up in the first interview, politely avoid the question as you could risk pricing yourself out of the process.  At this stage a good tactic is to say that the position is of more importance to you than the salary and that you are open to all reasonable offers.  When an offer does come through, do not be afraid to negotiate, especially if you feel that you have been offered less that market rate.

Conclusion

Approach salary negotiations with diplomacy, professionalism and tact.  Be prepared to give evidence as to why you are worth a particular salary.  By taking a “business partner” approach during the salary negotiations you will show that you understand the commercial pressures facing your future employer and their need to get value for money.

If done well, your negotiations will be seen in a really positive light – these are exactly the skills the employer is looking for once they onboard you.   .

About the Author

Laura McGrath is a qualified executive coach, EMCC Certified with over 20 years’ experience in executive search and recruitment.  She’s the owner of Interview Techniques, a leading provider of interview and career coaching services and has been a guest lecturer with Trinity College Dublin and TU Dublin.  She’s given master interview classes with Institute of Chartered Accountants. For a consultation, please call 087 669 1192 or go to https://interviewtechniques.ie/contact/

Public Sector Experience: She’s been on public sector interview panel for the Civil Service interviewing Clerical Officers/Executive Officers/Higher Executive Officers/Administrative Officers and Assistant Principal Officers. She’s also been on Local Authority, County Council, HSE, Irish Prison Service, Garda Siochana and numerous semi-state boards, interviewing using both the Capability Framework and Competency Models.