WHAT NOT TO DO IN SALARY NEGOTIATION

WHAT NOT TO DO IN SALARY NEGOTIATION

EVERYTHING IS DIFFERENT NOW


As a Career Coach, I really do everything I can to get clients ready to negotiate their compensation in the best way possible.

And, sometimes they listen—and sometimes they don’t.

For example, let’s take the case of Sam. He really aced Interview Training, and managed to get three sets of interviews with a medical facility. Everyone was on board with his expertise in working with addicted personalities in a therapy setting. He was ready, until-----

Someone asked him what his salary requirements would be. Now Sam knows that compensation comes in many currencies. It never is just bas salary. Total compensation includes benefits, vacation time, a possible bonus, sometimes stock, often professional membership dues, occasionally transportation costs to and from work, and even advanced educational classes.

Sam also knows—because I told him—that the first person who mentions money—loses. Sam, though, was feeling pretty secure, so he conveniently forgot his script. He knew they were impressed with his background, as well they should; so he mentioned a very high figure.

Everyone around the table nodded and smiled before he left.

A week and a half later, he got a formal offer in the mail—with the amount being offered being one-half of what he had requested.

He immediately phoned the head of the group and told him how astonished he was to get such a low offer, when everyone had agreed on his request for compensation.

Sam had, in fact, thought he was “back in the game” in this wretched financial time we are in. He was wrong.

An email followed the conversation, letting Sam know that everyone had agreed, across the board, that he was not worth what he was asking.

Moral: when someone, or a group, tries to get you to tell them what you want—don’t do it if you can possibly avoid the situation. Look them straight in the eye and say something like: “look, this is a great organization, and I am really hoping that I get the chance to work for you—but we are just not talking about duties and responsibilities—and I would like to keep doing that for a while. And, look, I know that a great organization like this will, if we come to an agreement that we want each other as work partners, make me a fair and equitable offer. Okay?”

Now you may not quite get away with this—but try. **Put off the mention of money as long as you can. For who knows what will be decided in the end.

There are so many parameters of a job that are not mentioned in a job description. Be sure you know what the job really is before deciding it should pay one thing or another. Until you actually have an offer in hand, you are still interviewing. You also may not yet know anything about your competition for the job.

Information is power. Be sure you have it all. Be really sure you only give away that information that is needed to convince them that you are the very best candidate for a specific position.

LAST: We are in a totally different economic climate from anything known before in this country. The strategy you bring forth in salary negotiation needs to be well thought out and focused. Competition is fierce. You won’t get a second chance. Do it right the first time!

NOTE: May 8, 2009 a fantastic--and accurate COMMENT was sent to my email. Here it is--copied for you:

"One thing to remember is that salary ranges are all very well, but the key to maximizing your compensation is about clearly demonstrating the benefits that you can bring to an organization. A well-documented performance which provides a prospective employer with quantitative results and shows him how you solved problems or accomplished tasks is pretty tough to argue with!"

A wise and accurate Comment.