Most people consider getting a job offer as “the big win.”
They worked hard at networking to get the final interview, made it through several rounds of interviews, maybe did a homework assignment (a big controversy now), took a psychological matching test, and finally received the call.
Now the stressful work begins.
By California law, the job posted a salary range, so your gaze probably went immediately to the higher end of the range. Or maybe not the highest, but certainly far from the bottom. Meanwhile, the employer may have a different number in mind.
Receiving a job offer is not the end point of a job search. It doesn’t matter whether you went after the job or the employer came to you. It might be helpful if there’s a headhunter firm in the middle, but that’s a topic for a different day. Think of the job offer as one more step in the onboarding process.
Following an initial job offer, you want agreement on mutually acceptable . There are several steps along the way, including helping them to understand your position, and to feel good about hiring you.
Negotiating is always a key step in selling. In this case, you’re selling your talents and abilities, so negotiate in a way that makes the employer more eager to work with you, not less.
Compare starting compensation with what others make
Make sure you fully understand the employer’s current reality, because their hands may be tied in many ways. The most typical is comparing your starting compensation package with their current employees.
Be prepared to hear, “We can’t pay you that salary because we already have 10 people working in similar roles, with experience, who aren’t yet making that amount.”
What HR fears, of course, is a mutiny when other employees find out about your salary, because they will.
A good rebuttal here would be, “OK, if I exceed your expectations, when could I anticipate earning that amount?”
Always negotiate in a way that reinforces your motivation for the job, the strengths you have to offer, and how you will fit into their corporate culture. Strengthen your message by emphasizing how much you look forward to ing them and what key skills and experience you have to offer. Craft your proposals around your duties, reporting lines and long-term compensation, including bonuses and potential equity.
Frame short-term issues like salary, benefits, g bonuses, hybrid work, benefits, vacation, stock options, and other things that are important to you and the employer. Here’s where the employer has some flexibility. Maybe you trade less salary for more vacation?
The truth is, when we hire staff, we need the new person to do one of two things for the company — either make us more money or cut our expenses, which makes us more money. Knowing this reality will help you convince the company you’re the right person to make that happen.
Consider life-work balance
To be beneficial for both parties, compensation packages should not be driven only by salary, as seeking life-work balance is often the top concern of applicants. Make sure the company is aware of what your balance is, so they’re aware of the flexibility you need.
Be sure to make all of your “asks” at once. No one likes it when the other party comes back with “one more thing.” Pay attention to how you’re coming across in the discussion. Calmly deal with any points of difference in a way that fits with the employer’s culture. Seek to understand, adjust and agree — as opposed to winning your points at any cost.
No deal is any good if an employer decides to on you because you appear to be argumentative and overly demanding.
Most importantly, never leave the employer wondering if you really want this job. They need to know you do. But it’s got to be right for both sides.
I once had a potential employee whom I was negotiating with say, “Don’t you want me to negotiate on your behalf as well as on my behalf?” That was hard to argue against. She got the job.
Blair is co-founder of Manpower Staffing and can be reached at [email protected].
