FinExecutive Russia website 2019-02-18

How to talk about salary correctly?

If you are familiar with the realities of employment, then you have probably already encountered a situation where during an interview - under one pretext or another - the issue of salary is raised. What was she like at previous jobs? What are your requirements?

You may feel that delving into this topic and revealing personal information takes away control of the interview and puts you at a disadvantage. And to a certain extent you are right.

When your future manager starts a conversation about the desired salary, he most often ends it with a request to tell you about it at previous places of work. Having received necessary information, he uses it to back up his proposal. Can you object if his figure is dictated by the facts you just volunteered? Without a doubt, in this case you find yourself in the most disadvantageous position.

But control over the situation will remain in your hands if you follow these recommendations:

• Balance your desired salary with the volume and specifics of the work
• Avoid discussing your income at previous jobs
• When naming the desired number, think about how you can justify it
• Try to negotiate a fee that at least justifies your efforts

Let's look at each point in detail. How and when to use these simple tips, depends only on you. Assess the situation and decide whether the recommendation fits it.

The price of your work is determined by its value.

Your first goal is to steer the salary conversation toward a discussion about the value of your work to the company's financial success. What goals does the company have? Or, to put it another way: “How should my performance in this position affect the profitability of the entire enterprise”? As your employer's expectations increase, your income should also increase. Don’t forget, every position is important, its impact is expressed in increased profits or decreased costs. The higher your value as an employee, the higher the price for your work!

If such a turn in the discussion seems strange or inappropriate to your interlocutor, seriously think about how attractive this vacancy is to you. It is unlikely that you will be able to come to a compromise with a person who, if such a situation were to arise, would not be able to justify the value of his own work.

But if the manager accepts your arguments, then you must explain how your work will increase the profitability of the company and what payment you deserve in this regard. Interest him, challenge him to a frank dialogue and discuss an issue that is important to both of you - this is the path to success.

During this dialogue, you will need:

1. Identify the factors influencing the company's income.
2. Determine how you can apply your professional skills to optimize this impact.

In other words, once you understand how your department's activities affect the bottom line of the entire company, show how your work contributes to this. With this approach, you will be able to talk about payment that corresponds to your influence on the entire process.

Of course, it won't be easy. But let's be honest, and it's not more difficult nuclear physics. It may be surprising why a company's income is so rarely mentioned when talking about an employee's income. That is, in essence, at any interview. Demonstrating your value as an employee is your strongest argument when negotiating your future salary. You may be the only applicant to mention this!

Your income history is your own business and you are not obligated to provide it to a potential employer. Moreover, providing it is simply not recommended - it will not give you any advantage, on the contrary, it can harm you during the interview.

The manager may object, but consider whether it is worth disclosing information that is most likely to prevent you from achieving your interview goals? Don't forget, your personal information is your own business.

Your interviewer may believe that your previous salary is a good indicator of your value to the company. This is not true. The assessment of your usefulness depends only on it. Otherwise, his idea of ​​your value will be based on your last employer's opinion. The inability to form your own competent opinion about a potential employee can say a lot about your future manager.

Remember, your income history is completely confidential. There are cases when the contract prohibits the disclosure of this information at subsequent places of work - this information is so important. The issue of wages is also important as part competition, therefore no company voluntarily discloses this information. Still in doubt? Then consider whether your employer, in turn, would provide information about wages those who held the position you are looking for, or about the income of your boss? Of course no. Don't believe me? Ask yourself when the opportunity arises.

You know what you want

Now let's look at the question of expected salary. This question is appropriate as part of a discussion about your value to the company and your impact on the profitability of the entire enterprise. Before moving on to this issue, you need to familiarize yourself with the specifics of the work awaiting you and only then talk about the price. In the end, the interlocutor needs to understand what you are like before offering this or that figure. As mentioned above, the greater your value to the company in a particular position, the higher the price of your labor. You cannot name the desired amount without knowing what responsibilities await you and what requirements will be placed on you. Finding out this is one of the main goals of the interview.

Everything said above is not a cliché or a simple excuse, but the truth as it is. But by a certain point, you must decide on the lower limits of your desired salary and voice them to your interlocutor. Of course, before doing so, you must decide for yourself whether the company is right for you and how satisfied you are with the position awaiting you.

This approach gives you an advantage when discussing salary - before you come to the actual number, you have already set the boundaries within which you see it.

The goal of this stage of the interview is not to dodge and avoid answering questions. awkward question about income history. Your goal should be to demonstrate your value to the employer so that they will accept your position and want you in that position. The boundaries of your desired salary allow the employer to either accept them and put forward his offer based on the numbers you mentioned, or immediately reject your candidacy. So why waste time on the rest of the interview if the outcome does not satisfy either party?

Show responsibility

Many people believe that you should keep silent about your salary requirements until you hear proposals from your interlocutor. This stems from the assumption that as soon as you reveal the desired amount, the employer will “take you at your word” and will no longer offer more. Think about it and appreciate the stupidity of such assumptions.

When you provide reasonable and thoughtful boundaries for your earnings expectations, it opens up opportunities for dialogue, limited only by how convincingly you can back up your claims about your professional value. In essence, if you do not set boundaries, all responsibility in this matter falls on the shoulders of your interlocutor and you can only bargain, starting from the amount he has already named. In this case, your freedom is already limited by the employer’s offer. Therefore, it is much easier to come to an agreement before the final figure is announced, rather than discussing it after.

Look for a compromise

When you voice your salary requests, don't think that this will please the employer who previously wanted to offer you twice as much. This simply doesn't happen. Any manager is ready to bargain, but the amounts that both parties think about in this case, as a rule, are not far from each other.

If this is not the case, then it is better to leave immediately - the dialogue will not be productive.

Many experts suggest the following formulation:

“I am ready to consider any reasonable proposal if it is justified by the requirements.”

This, however, is a short-sighted and disingenuous position. You might as well say that money is not important to you, and then be surprised at the discrepancy between the proposed and expected amounts. This behavior can be called, at best,

irresponsible.

Come to a compromise. You propose boundaries and then justify your demands. This is where the interview begins, ultimately bringing the most satisfactory result. Or this is where it ends, if the parties immediately realize the impossibility of a solution that satisfies everyone.

It is much easier to achieve the desired result after you have shown your readiness for dialogue and confidence in your own position by talking about your goals for the position under discussion and proving your importance.

Let's summarize everything said above. When it comes to salary, you should:

• Keep your income history and salary at your previous job to yourself. Make the employer evaluate you without relying on someone else's opinion, and help him in this.
• Analyze the work ahead of you and understand how your activities will affect the company’s profits. And then discuss how you can make this influence most favorable with your professional skills.
• Assess the cost of your labor in relation to the profitability of the company that you can provide. And then express this to your interlocutor
• State the limits of your desired salary that you can justify. If you don't come to an agreement, then it's not worth wasting your time. A smart leader is always ready to negotiate.

Frankly, we thought for a long time whether to publish this material, because the topic of money is extremely controversial and always polarizes the audience. Moreover, the article was not written for IT people. But in the end, we decided to post the article, because the techniques outlined there, as it seemed to us, were quite universal, and in the end, it did not suggest behaving at an interview like this:

Dmitry Kotkin “Salary negotiations. Practical recommendations.”

So you've decided to change jobs. And you really want your salary to change as you change your job. But how to competently negotiate with an employer on this issue? Some recommendations are below.

The first thing you have to deal with is your indoor installation that asking for money is bad, shameful and indecent. Ask - yes, negotiate - no. You must be confident in yourself and in your positions. Your employer expects candidates to provide logical, balanced reasons for their wishes. But in any negotiations there are a lot of tricks that you need to remember.

1. Until you receive official proposal about work - do not talk about salary, especially if you are not asked about it. For an employer, asking a candidate about money at the start of a relationship is a demonstration that the person will not be loyal to the company and if someone else offers $100. more, he will immediately leave this organization.

2. If you are asked to fill out a form in which there is a column “Indicate the desired salary amount,” feel free to write: “discussed.” If not required to indicate exact figure– write the interval (add 10% to the last one, add 20% to achieve an acceptable result and have the opportunity for bargaining). HR officers have simple circuit understand how much you are worth. They usually ask: “What is the minimum amount below which you will not work?” Let’s say you name a figure of 1000 USD, the personnel officer scribbles something on the form and asks the question again: “What if the salary is 950 USD? - will you agree? You begin to think feverishly whether such a figure will suit you or not, if you have set aside 20% for trading, then you can easily “give away” these 50 USD. and agree. But the personnel officer doesn’t let up: “What if it’s 900 USD?” This is how you determine your lower salary bidding limit step by step.

If possible, avoid asking questions about salary until you receive a job offer from your future manager. It is in his best interest that you are motivated and willing to work in this position for as long as possible. No one is happy with staff turnover; at least it is not economically profitable. (We do not take examples of organizations that build their economy on deceiving employees, when you are promised a lot, you believe, but only after probationary period, you become like Papa Carlo, and after three months you are informed that you did not pass the probationary period and you are fired in order to find the next gullible citizen.)

Correct wording for answers about salary:

• “I would like to discuss this issue later, when you are sure that I am suitable for this position.”
• “I trust your company that it hires only highly qualified specialists, providing them with a decent salary.”
• “I assume that salaries in your company have already been approved for all positions, I am ready to accept them if you announce them, etc.”

Constantly monitor how much specialists of your level cost on the labor market. Even if you are satisfied with everything at your workplace, go around to interviews. At a minimum, you will be aware of what the market demands for your position and what is offered in return.

When you receive an offer with a salary, take a break. Not for long, just one day. Remember, professionals are expensive because they don't fuss and know their worth.

Professionals do not bargain; they simply don’t need it, since they are not the ones standing in line for work, but the organizations that are trying to persuade them. Show that you are a professional. But don’t delay your decision for more than one day, professionals think quickly.
Study carefully the compensation package that your employer offers you.

What is important:

• Wage indexation, its frequency and size
• Vacation as provided, time off and sick leave
• Are there financial incentives for the training you undergo?
• What kind of training does the company have - is it only in-house or does the company send you somewhere?
• What about medical insurance, its scope, what it includes, what is considered as an insured event, what is not considered

Salary Negotiation Strategy

Get ready! Believe me, at the meeting itself you will never be able to clearly defend your interests if you have not prepared a certain line of behavior, arguments, and ways to escape.

Conduct yourself with dignity. Remember your strengths, professional, personal. Prepare bright, beautiful examples from your work experience in advance. Remember, you are being hired into an organization to bring benefit to it, so tell us how your previous company benefited from your activities, how you helped save it from a crisis, how you made it a leader, etc. Don't be afraid to slightly exaggerate your merits. Remember, you are on the labor market, and it is important to present yourself correctly. And explain the reason for leaving with your desire to develop, that you have grown beyond the confines of your position, department, company, and you need new horizons.

And so you received a specific proposal from your future leader, you took a break, thought and agreed... to the second round of negotiations. Now you need to fix your relationship with the company at the level of an oral agreement in order to turn it into a written agreement in the future. Remember that you continue to be evaluated, and by the way you defend your interests, your manager will assume that you will also defend the interests of his department.

So, you've done all the preliminary research work, received a formal job offer, took the necessary pause, weighed the pros and cons, and met with the employer again for the second round of negotiations. When negotiating your salary, pay attention to the following points.

Negotiating is what potential employers expect of you. You should conduct this part of the negotiation as professionally as you would when discussing your functional skills. Always remember that this part of the negotiation is of fundamental importance. For example, if you are going into sales and trading and don't even try to negotiate your salary, it may become last test at your interview. An employer might have a logical suspicion: if you can't negotiate your salary, how are you going to negotiate multimillion-dollar contracts for the company?

Even if you are not applying for a sales position, employers may be wary of your incompetence when negotiating salary. Therefore, take your time, act thoughtfully and reasoned. After all, this question also demonstrates your knowledge of the market. For example, when buying a used car, don't you ask yourself: "What's going on?", "Is this price normal?" – if the first proposal is accepted immediately, without any discussion? In a hiring situation, don't allow yourself to be a great candidate that the company has doubts about because he's so easily accommodating.

Make sure that negotiations are conducted on an equal footing, with the interests of both parties respected. It is important to achieve mutual understanding. When a company offers you a certain amount, it is safer than having half of it. Not best time stand your ground because you will have to work with these people if you accept the offer. It's better to stay on the ground than to stick to tactics that sound like "Me, Me, Me." Think about it from the perspective of being part of a team and perceiving the principles of loyalty to corporate culture of this company. Analyze for yourself the following typical cases that arise when negotiating wages, as well as possible reactions on them.

They made you a great offer

Possible reaction: “I have carefully read your proposal. I must admit that it is quite competitive. However, the monthly salary you offer is 10% lower than what I currently earn. Although bonuses will help improve the situation, I would still suggest reconsidering the size of the base salary. Is it possible to change the amount of the proposed salary?

They made you a good offer

Possible reaction: “Definitely, my expectations are almost met. However, I was hoping for a slightly larger amount ranging from... to... How much scope do we have for further salary negotiations?”

You have been offered a low salary

Possible reaction: “I really like you and the job seems like a good fit. The gains in management and organizational strategy also look significant. The only thing we need to talk about, and the only thing holding me back, is the initial compensation package offer. Frankly speaking, the salary is less than I expected. I am really interested in this position and from what I know $X is the approximate salary range. Other companies I negotiate with offer about the same amount. Can you do anything in this direction?

Find out if there are alternatives. If your salary negotiation efforts have not been successful and the company has not offered you a salary that is acceptable to you, but you still want the job, save the conversation for a future date. Discuss with your employer the possibility of increasing your salary in the future.

Discuss the expected results of your work in 60, 90 or 120 days. Discuss the possibility of a minimum percentage increase in salary.

Discuss the size of the bonus, which you will receive at the end of the year.

Discuss the possibility of signing an agreement to receive a one-time bonus.

By being well-prepared and confident, you can easily master the art of salary negotiation. You will feel comfortable and will be able to negotiate a compensation package that is acceptable to you. Rest assured that employers understand your point of view, because they were once in your shoes too. Remember to be aware of industry salaries, be assertive about what is or isn't right for you, and be open to discussing other forms of compensation. If you pay attention to the advice outlined here and do some preliminary research on the salary market in your profession and industry, then rest assured that you will end up not only getting the position you want, but also the salary you deserve.

Instead of a conclusion

We are not calling for you to quit everything right now and go look for a new job. Moreover, we believe that at your current place of work you have several clear advantages + there are most likely untapped opportunities, which we recommended discussing with management.

But if you are now in active search work, we hope that the recommendations will be useful to you.

In any case, we will be grateful for comments and feedback.

P.S. Special thanks for the numerous comments on the article.

14.10.2015 03:53

There are two good periods when it is appropriate to seriously think about increasing income: these are negotiations on wages during the period of employment and the moment of auditing the effectiveness of work at the current place. The only question is how to achieve the desired result. This article provides advice from J.D. Roth, who is known as the author of the blog Get Rich Slowly and the book Your Money: The Missing Manual, as well as a columnist for the magazine Entrepreneur.

According to a study published in the Journal of Organizational Behavior, failure to negotiate salary from the moment of first employment results in American workers being underpaid by more than $600,000 over their entire career. Before the interview, you need to have an idea of minimum wage according to the market. Ask your friends and colleagues, try to get valuable information from them. You can build on it.

But market research is not enough. After all, the purpose of an interview or post-work meeting is to sell yourself at a higher price. If you don't believe you're worth what you're asking for, your employer won't either.

You need to start from the value you bring to the company. When asking for a raise or moving to another job, pay attention to your achievements, add to this portfolio the time and money that you spent on solving certain problems. Create a written bullet point and use it. You can even make a second copy for the manager so that all the data you voice is in front of his eyes.

If you are just starting your career and have recently graduated from university, then it will be difficult for you to give any convincing figures. In this case, you can only rely on enthusiasm and attitude towards work. You can ask for a salary increase of at least 10%.

Let's look at two specific salary negotiation methods. They are somewhat similar.

Noel Smith-Wenkel method

Noel Smith-Wenkel worked as a headhunter in the 1980s. The method he developed made it possible to obtain as much as possible more money for his clients, which meant for him receiving a larger commission for a successful transaction.

The first rule of the method is to never tell the employer the amount first. Let the company itself say how much it is willing to pay.

In practice, the method includes four stages:

1. If the company asks you to enter an amount in your job application, leave the field blank.

2. When a company asks you in a personal meeting to tell you how much you would like to receive, you should answer like this: “I am more interested in the work (position) here (company name) than the amount of compensation.” This answer will fill 40% of the time in negotiations.

3. If the company approaches you with the same question for the second time, respond with: “I am ready to consider any reasonable offer.” This, according to the expert, is a very polite and cunning tactic. She gives another 30% of the time.

4. The remaining 30% will go to the last step. Your response in this case will again be a polite prevarication: “Your position allows you to better know how much I can be worth to your company.” This will be your final answer, no matter how many times the company tries to get you to name the amount first.

Again, the purpose of this method is to get the company to come up with an offer first. After she does it, you have two options for how to react. If the offer exceeds the minimum amount, get a job. If it's below your minimum, tell the person interviewing you. Tell me it's too much low salary, but don't say how much.

Jack Chapman Method

1. Put off salary negotiations until you've been offered a job.

Let your potential employer decide whether you're a good fit first, and then talk about the money. The same can be said about salary increases. Discuss this issue after you have audited your performance.

2. Let the other party make the offer first.

As with the Noel Smith-Wenkel method, your goal here is to get the employer to offer a salary first.

3. When you hear the number, repeat it - and pause.

Chapman calls this technique the flinch. The most likely result of the pause will be an increase in the amount, he says. This method gives you some time to think and put some pressure on the employer.

In his video, Chapman shows how to do this:

4. Evaluate the proposed figure based on your knowledge of the market.

The counteroffer should be based on your knowledge of yourself, the market, and the company. That's why it's important to do a little research before your interview to know the realistic salary range for your position.

5. Close the deal by negotiating additional bonuses.

Your last step is to discuss additional benefits, such as additional vacation days, etc. This is very important. Otherwise, it's like agreeing to the price of a car before you realize the value of the purchase. And this great way get the best compensation package.

These two methods can serve as a good basis for negotiations, but we all know that sometimes the problem is not just who will name the amount first.

1. Be bold.

The most big mistake The only thing you can do is not negotiate at all. There is no need to make excuses: “The economic situation in the country is terrible now,” “I was lucky with your offer,” “I’m more interested in getting to know interesting people" Women especially lack courage. Men are generally much more willing to negotiate salary. And remember: most companies are willing to negotiate salary, it's just that many people deny them this opportunity.

2. Prepare.

Find out what a fair salary is for your position. Think about how much money you want, but ask for a little more so you can compromise without lowering your expectations. Practice negotiating your salary. Sit down with someone you trust, assign roles and play out the situation. Record yourself, analyze the video and try to identify any flaws. The more you practice, the more confident you will feel during the actual interview.

3. Be silent.

In salary negotiations, it is often better to let the other party do the talking. Following Chapman's method, when you receive an offer (no matter what it is), remember the flinch - a long pause. Oddly enough, silence can be as effective as tears, anger and aggression. Silence is gold.

4. Be persistent.

In many cases, the employer will reject the first request for more high amount. But you can carefully return to this issue by justifying the amount of the proposed salary. Explain how the company will benefit by investing in your salary.

5. Be patient.

The deeper you go into the negotiation process, the more likely it is that the company will want to hire you. Don't talk about your current income or salary expectations. If you do this, you will give your interlocutor a clue. And this can only harm you. Wait until the employer mentions money first.

6. Be flexible.

If the company won't budge on the salary issue, negotiate for additional compensation. Discuss the possibility of an additional week of vacation, flexible hours, remote work etc. This also includes training at the expense of the company, health insurance, awards, etc.

Translation: Inga Hammi

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During an interview, it is not customary to immediately talk about money: HR specialists are looking for people who are interested primarily in work, and not in remuneration. There is also a legend that candidates who talk about compensation during an interview with an international company are immediately eliminated. However, a representative of the Microsoft HR department in Russia refutes this information:
They still talk about salary expectations at interviews. “We look at all professional and personal qualities candidate as a whole - discussion financial issue is in no way a reason for screening,” they told The Village in Russian division Microsoft.

However, an insistent desire to quickly move on to discussing salary can leave a negative impression on the recruiter. The Village learned how, when and with whom to discuss salary during an interview.

Olga Agapova

HR consultant at Coleman Services

So, we have a vacancy at the level of a middle manager or line manager in a large foreign company that is of interest to you. But there is a small nuance: the company did not indicate the level of expected compensation, but at the same time described in detail the requirements and job responsibilities. What to do? To get started, you'll need to do some research using open sources such as professional websites and social media to understand what the industry's revenue levels are for similar positions. As a result, you will be able to get an idea of ​​the situation on the labor market and assess the possibility or impossibility of increasing your current income.

It should be noted that a large foreign company assumes some awareness of your level of remuneration for similar positions. Often the company is confident that you understand a certain budget formation mechanism: one position has a salary range - minimum and maximum value. If your wishes go beyond the maximum limit, then it is necessary to talk about another position. Therefore, at the first stage of the interview, when you are discussing a specific vacancy, it is not customary to talk about the level of financial compensation.

These are some theoretical considerations, but something else is more important: why do you want to get into this company, why are you considering new vacancies? If you are trying to “bargain” before all personnel assessment and selection procedures are completed, then this is a reason for the company to think about your motivation. It turns out that besides the financial component, little interests you. This is what the company thinks when it hears your questions about the level of compensation at the first stage of the interview. But she still hopes that the candidate is primarily interested in solving interesting and ambitious professional problems. If you are very interested in the proposed tasks, the company brand, the opportunity for professional and career development, but the question of salary remains, then you need to go through all the stages of an interview with the company in order to approach the discussion of the financial side.

If after completing the interview you understand that this is the company of your dreams, and the manager saw in you the very employee who can solve the assigned tasks , then you move on to discussing the financial side of the issue

We move on to the second question: how, or rather when and with whom is it better to discuss compensation issues? This should only be done with the manager making the decision. At the same time, this issue can be approached only after you have discussed in detail your future responsibilities, the conditions of the probationary period, and the difficulties that you will have to face. And if, after completing the interview, you understand that this is the company of your dreams, and the manager saw in you the very employee who can solve the assigned tasks, then you move on to discussing the financial side of the issue.

On the one hand, you have a rough idea of ​​what level of compensation you would like to have. On the other hand, the company evaluates its personnel costs and includes in the vacancy budget all social and tax expenses, as well as payments under the social package: voluntary health insurance, company car, food, laptop, and so on. Therefore, when a company discusses compensation with you, it takes into account all possible expenses, and candidates tend to focus on the salary and variable parts.

How can a candidate influence the level of compensation offered? Your main arguments are the desire to decide difficult task, relevant and successful work experience, professional achievements, special or unique education, positive recommendations. And you know for sure that you are not ready to consider offers below your salary for same place. As a general rule, compensation levels are rarely more than 25-30% above a candidate's current salary level (this is a rough range within which you can guide your discussions). External factors, such as the economic crisis, certainly affect this range depending on the industry and specialization. If a company, having assessed your professional level and potential, is ready to offer you good conditions, she will definitely do it.

The interview consists of many questions: about the applicant’s talents and work experience, upcoming responsibilities and working conditions. The employer strives to find a worthy specialist, the candidate - a stable job. But there is a special topic that is equally interesting to both sides - salary.

To be honest, material motivation is valuable for applicants, because sheer enthusiasm and living wage you won't last long. However, only a few are able to freely discuss money topics with a potential employer. Why is this happening?

First, a person interested in getting a job seeks to produce best impression. To do this, he lists his merits, merits, and qualities. And the mercantile mention of wages against such an idyllic background seems completely inappropriate. “Let them hire me first,” the applicant reasons, “and then we’ll see.” The employer, in turn, understands that such a modest employee can be exploited to the fullest, without particularly worrying about material rewards.

Secondly, talking about money is awkward and humiliating. Of course, this is a myth that should be debunked with a simple logical argument. When you come to a store, do you take the goods without looking and for free? No, you check its quality and look at the price tag. In the labor market, your services are a commodity. They have their own quality and, as a result, price. If you don’t name it, they won’t “buy” you, or they will independently assign you a lower price. This is worth remembering not only when you apply for a job, but also when you feel that you deserve a salary increase.

10 rules for negotiating money at an interview

1. It is necessary to discuss salary. Accept this as a fact, as an integral part of the interview.
2. Even if the vacancy for which you responded indicated a salary, this information should be clarified during a personal meeting in order to avoid misunderstandings in the future.
3. Let your employer know your work priorities. The desire to develop and achieve results will be sufficient grounds for discussing a decent salary level.
4. It is better to raise the topic of money towards the end of the conversation, when the rest of the information has been received (by the employer - about you as a specialist, and by you - about working conditions and responsibilities).
5. It is preferable to wait until the potential employer himself starts talking about salary. Prepare your answer to the question about your desired salary in advance. When determining the amount, be based on your qualifications and the real market situation.
6. Discussion is welcome. You should not immediately agree to the employer’s offer if it does not satisfy you. Prepare convincing arguments in your favor (the biggest mistake an applicant makes is to refer to personal problems: looking after old parents, paying off loans, raising three children, etc.).
7. Remember that the employer will not pay you Furthermore whatever you ask. So don't give a modest amount.
8. Keep in mind that not all employers are looking for cheap labor: the success of a company depends on a strong team, and professionalism is paid decently.
9. If the employer is in no hurry to take an interest in your financial wishes, inform him about them yourself. The best time to do this is when they ask if you have any questions for the employer (a successful candidate is usually asked about this). Of course, the question of salary should not be the first question.
10. Having dotted the i's in the salary issue, do not forget to clarify the salary amount for the probationary period. As a rule, it is an amount 20% below the agreed salary.

What amount should the employer tell?

To discuss the salary size with a potential employer, you need to decide in advance on the desired figure. Where can I get it from? Clearly not from a high ceiling. Too high and, oddly enough, too low salary expectations can put an end to a successful interview.

You are ready to negotiate your salary when:

• got acquainted with the salary offers on the labor market in their segment;
• assessed their professional qualities;
• studied (or at least approximately determined) the financial capabilities of the employing company;
• have a number in your head that you can voice at the interview;
• Can you name the acceptable minimum salary for yourself?

The following factors may be the basis for voicing a larger amount:

• the company contacted you through “head hunters”, that is, specialists who look for the best candidates and lure them to the customer company;
• you are confident in your competitive advantages: for example, you have experience in large company, foreign cooperation, you know a few foreign languages, have outstanding diplomatic skills, etc.;
• have additional education, prestigious certificate;
• The position requires an irregular work schedule, frequent business trips, and work with hazardous materials.

Focusing on your professional qualities and merits, be careful and do not go too far. Otherwise, the employer will call you “overqualified” (“too qualified specialist”), which, although good for your pride, in this case will mean a refusal for you in the workplace.

Psychologists recommend giving your employer a figure that is 10–20% higher than what you actually expect. It is by this percentage that your interlocutor will try to reduce your salary appetite. As a result, you will receive the salary you need, and the employer will not consider that he overpaid you.

When is it justified to agree to a lower salary:

1. Availability of monthly bonuses, quarterly/annual bonuses.
2. Good social package: training at company expense, medical insurance, provision of a company car/living space, etc.
3. Favorable working conditions: shortened work schedule, shift work, proximity of the office to home (no transportation costs), free lunches in the office, provision of interest-free loans to employees, etc.
4. Prospects for rapid career growth.

Please note that in big companies for non-top positions, the salary is usually lower than for similar positions in a small enterprise. This is due to the fact that the positions of corporations are already reliable and there is no point in them spending money on mid-level specialists. Small firms are highly specialized and rely on the professionalism of their employees, and professionals need to be paid well. Therefore, if you are interested in prestige, the big name of the company, then there is a chance that you will have to agree to less money.

Take these tips into account and don't forget about the most important condition successful negotiations- self-presentation. Be calm, confident, positive, and the employer will meet you halfway even in sensitive financial matters!

Based on materials