Never, ever accept the very first salary offer. It’s always in your best interest to at least ask for a day or two to consider the offer. An employer will expect you to ask for a delay and would think less of you if you don’t.
Do some research and get a good idea of what the salary should be. Then when you’re offered a salary you can answer “I’ve done some research on comparable salaries for positions such as this and I’ve found that they range from around $49,000 to a high of $62,000.”
That puts the ball back in their court. Unless they’re absolutely committed to a lower figure, they will come back with a higher number, or will beg for some time to see what they can do. Either way you’re a winner.
The risk here is small, but that
doesn’t mean this tactic can’t backfire. Be sure your salary range is
actually reasonable for the position offered. If you make up some
pie-in-the-sky numbers, you may insult them and end up with nothing.
Keep your numbers realistic and the worse thing that can happen is that
they snap back “Sorry, the offer is non-negotiable” which leaves you to
decide if the job is worth the lower salary.
Just before an interview most headhunters will demand that all questions concerning salary be directed back to them. After all, their compensation is based on your initial salary (Usually 20-35%) so they’re extremely motivated to get you the very best starting salary.
And this is something
they do every day so they’re bound to be much more effective at this
poorly understood task. If your headhunter doesn't bring up the subject
- be sure to ask. After all their paycheck is on the line here too.
Here's an age-old negotiating tactic that was probably used in ancient Rome!
Never, ever be the first one to mention a salary number or even an income range. Always let the interviewer make the first move. If you offer up a low figure or range, you lose. And if you mention a figure that’s too high – the interview may come to an extremely quick close.
You can be sure that he’s been looking forward to a tense moment when the first figure is thrown out on the table. When they mention a number – freeze. Sit there and stare at the man and think. He’s nervous and your silence will only reinforce his anxiety.
Never say anything like “OK”, or “That’s alright” or even nod your head in agreement, but instead listen carefully and then say something like:
“Y’know, I’ve done a very careful salary survey and have come up with some pretty accurate numbers”.
If he offered you say - $50,000, you counter with a salary range from $49,000 to 56,000 or so. Put his number right near the bottom of your salary range.
But don’t just wing
it with made-up numbers. It will reflect well on you if you actually
spend the time to make a careful salary study. The Internet has many
sites that will provide solid salary data on most any kind of position.
It’s highly unlikely that an interviewer will ask you for your research
work. Mentioning a range should leave the ball in their court. You can
just wait for them to come up with a more attractive offer.
If asked about your salary requirements, you might use a far different
ploy by saying something like “I’m really not in a position yet to
discuss salary as I don’t know enough about the position.”. That should
buy you some time.
But be very careful here as you should never give an interviewer the idea that you’re primarily focused on money. Instead you’re there because you are interested in and enthusiastic about the position. The salary will be discussed later on and is of less importance than the position.
If their offer seems a bit low to you, ask if they offer an annual increase. They will almost certainly say yes. Then ask if that increase is entirely a cost of living increase or does it also includes a “merit” increase. If they seem enthusiastic about giving generous merit increases, your low salary may not be much of a problem.
But if they seem a bit distant and not all that eager to discuss merit increases – you may have a problem getting your salary up to an acceptable level during your first few years.
Keep in mind that you always have the option of asking for a performance bonus tied to a specific performance goal. (But only consider this tactic if you’re entirely certain you can perform up to that standard.) The hidden risk here is that you won’t reach your goal for reasons that have nothing to do with your individual performance.
Overall, most employers tend to respect applicants who can negotiate a
salary like a pro.
Some companies aren't worth working for as they are cheapskates that will never pay anyone anything near what they're actually worth.
When you hear the question "what is the absolutely minimum salary you'd consider?" You may in all likelihood be dealing with a real skinflint company. Only you can make that judgment.
If they ask for your bottom number you might use this ploy: say “Are you offering me the position?” If they say no, go right back to your “I’ll have to learn more about the position before I can discuss salary” bit.
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