Although I recognize that some employers and employees take advantage of each other, I’m passionate about fair pay for fair work. In the case of fair pay, the negotiating advantage usually goes to businesses, because they routinely have access to knowledge that employees don’t such as (1) what others in the organization are paid for similar work and (2) industry compensation data. Hence, it’s no surprise that many of my career coaching clients are anxious and frustrated by the thought of negotiating a salary with a new employer. They dread the thought of being asked what they currently make, believing their current salary shouldn’t have any bearing on what the new employer offers and unsure how to handle that question.
Although company culture, benefits, career advancement, commute, working from home options, and other attributes factor into a decision to join a new company, most employers try to offer prospects just enough pay increase to entice them to resign and work for them. Over the years, the workforce has come to expect offers that are 10-15% more than what a candidate currently makes regardless of whether he is underpaid for his given responsibilities and performance.
During the hiring process, prospective employers are keen to understand the current salary of job applicants in order to shape their offers. Although I understand businesses are driven to minimize labor costs, I believe it’s short-sighted to underpay candidates, who may take the job out of necessity and still feel taken advantage of. For candidates who don’t want to divulge their salary, there are conversation strategies that can help.
Salary Expectation Conversation
Employer: “What salary are you expecting for this job?”
Candidate: “I’m only expecting to be competitively paid for the job responsibilities? What range have you earmarked for this position?”
Employer: “We have some flexibility for the right candidate. What do you make today?’
Candidate: “I’m seriously interested in the position and glad to hear you have flexibility. I don’t have access to the most recent competitive salaries like you do, so what range are you prepared to offer for the right candidate?”
Or how about ….
Salary Offer Conversation
Employer: “How much are you currently making?”
Candidate: “I’m curious. Why do you need this information?”
Employer: “We need the information, so we can make you a job offer?”
Candidate: “I’m confused how my current salary is relevant to the compensation for this job? I’d welcome an offer. What are you be willing to pay for the job responsibilities and performance criteria we discussed?”
You’ll notice in both scenarios that the candidate answered each question with a question. These two conversations can be difficult for candidates, who don’t believe they hold power in the negotiation. Don’t be fooled. Businesses are desperate for good talent. If you know you are a performer, you hold more power at the negotiating table than you might think.
If you’d like to strategize on a salary negotiation for a new position or more pay for additional responsibilities at your current company, let’s schedule a coaching session. You can reach out to me at 281.793.3741 or firstname.lastname@example.org.
About the Author: Sandra Dillon is a professional coach with an extensive background in leadership and business coaching. She works with individuals and businesses as well as designs and facilitates workshops to empower people. She has a passion to help people be the best versions of themselves. You can learn more about Sandra by visiting her website at www.shinecrossings.com