"Salary negotiation" is one of those topics that many of us avoid discussing. Women, in particular, have been taught not to ask—we have always been taught to be self-sacrificing, not self-serving.
Some of us do ask, but we don't always ask for what we want or what we are truly worth. But, whatever your reason, the fact remains that by refusing to negotiate, you are putting your long-term opportunities and earning potential at risk.
Here are some pointers to help you stand your ground when it comes to asking for what you deserve:
1) Complete your 'Negotiation Homework':
This is one of the first questions almost every employer will ask: what salary range are you looking for? Make preparations ahead of time because if you are caught off guard, you risk underestimating yourself or saying something that will harm you later in negotiations. Do your homework ahead of time so that you can respond appropriately. There are several websites that provide salary calculator options, and you can easily determine your market value.
2) Do not lie about your previous salary:
Do you intend to forge your current salary in the hope of obtaining a higher offer from a potential employer? Avoid the concept before it backfires. Employers nowadays verify employee salary history by requesting a recent pay stub or directly contacting your previous employer. The following is a list of things to do if you want to know what to do next.
3) Allowing the employer to base your offer on your previous salary history:
Refrain from discussing the specifics of your previous pay package. Nobody cares about your salary history, and employers are perfectly capable of determining if your work will be valuable to them without knowing what you have previously been paid. Try mentioning that you previously worked for a lower salary because you wanted to learn new skills and build on an enriching experience, and money was not as important to you at the time. Instead, focus on what you want to earn now and what you are deserving of.
4) Stop believing that negotiating will result in the employer withdrawing the offer entirely:
A reasonable employer would never withdraw an offer simply because you are attempting to negotiate, as long as you are professional and pleasant and not adversarial in your demeanor. Employers value competent candidates, and if you are one, you won't have to worry about this. If this does occur, it is a rare occurrence and a sign of a dysfunctional employer. And, thankfully, you're usually better off not working with them!
5) Quoting a wide salary range only to receive an offer at the low end of it:
So, when asked about the salary range they are looking for, most candidates are duped by employers. Choose your salary range wisely, keeping in mind that the recruiter may only be interested in the lower end. The same thing could happen if a candidate only focuses on the top end of an employer's range and is then disappointed when they are offered the bottom end.
6) Be prepared for tough follow-up questions:
Many job applicants have been confronted with difficult questions they had hoped to avoid:
- Do you have any other offers?
- Will you accept an offer from us today?
- Is it safe to say that we are your first choice?
If you are unprepared, you may say something inelegantly shifty or, worse, false. My advice is to never lie in an interview. It will return to harm you as often as possible; even if it does not, it is untrustworthy. The other risk is that when confronted with difficult questions, you may make a good faith effort to please and end up losing influence. The truth is that you must prepare for questions and issues that will put you on edge, make you feel awkward, or expose your flaws. You will need to prepare for questions and topics that will aid in your defense. If you've planned ahead of time how to deal with difficult questions, you're unlikely to abandon one of those goals.
If you are successful in negotiating your salary, you will most likely have an advantage once you receive an offer letter. It informs recruiters about your negotiation skills, and they frequently assume that having you on the other side of the table will benefit their organization.