We all know the thrill of starting a new job. With it comes new hopes, dreams, and… a new salary. Negotiating a pay package with a new employer is the most normal thing to do in the world but not everyone is an expert at this as it is not something that is frequently done. Don’t worry though, with these 12 tips from experienced HR professionals, you will learn how to get the very best out of salary negotiation.
Choose the right time
Can you start talking about your salary during the first meeting? That would be so nice but the salary for each vacancy is not automatically indicated. According to Jolanda Salari, an HR specialist at a Dutch consultancy firm with over 20 years of experience in the field, it is therefore good to make a call before you attend an interview.
“This way you avoid being disappointed after a great interview when the salary comes up.”
Can’t make that call? Then it is best to inquire about the salary during the first interview.
Understand your collective agreement
Is the position you are interested in covered by a collective labor agreement? If so, there is a good chance that a scale will be mentioned within the vacancy text. Unfortunately, that scale is not negotiable but it does concern the so-called step of your starting salary. According to Marlica Ligtelijn, Senior HR Advisor at Rabobank Rotterdam, it pays to study these steps carefully.
“For example, if you are at the end of this scale, there are often few career opportunities… but don’t go above the offered scale either,” warns Ligtelijn.
Know what a reasonable salary is
Couldn’t find a collective labor agreement or salary indication? Then to get a good indication of the salary you can use an online salary compass.
“It’s difficult to negotiate as a starter,” says senior recruiter Desirée Markus of Deloitte Financial Advisory Services. “At larger companies, the starting salary is fixed and you are tied to a salary scale. However, if you already have a lot of relevant work experience, skills, and knowledge, you can often negotiate the salary offered.”
Go for a change
Are you going to negotiate? Never immediately state the amount you want to earn but go above and beyond. According to Salari, about a 10% variance is enough. Always try to feel how much negotiating room there is. There are plenty of companies where there is room for manoeuvre but there are also employers where the salary is virtually fixed such as a governmental agency for instance.
Measure your effort
Do not mention the salary too often during your application procedure. According to Markus from Deloitte, this creates a bad impression.
“As a candidate, you want to convey that you find a job attractive based on the content of the work and the organizational culture – not just because of the salary. Negotiating sharply does not have to lead to a reduction in your chances, but that depends on the circumstances and the way in which you negotiate.”
Don’t lie about current salary
Never lie about your current salary. The truth always comes out.
“It is certainly not unusual for a payslip to be requested to check what your actual income is,” says Salari.
Consider the added extras
“A salary is much more than the amount you are credited with at the end of the month,” says Salari.
Negotiating your fringe benefits is therefore sometimes possible. Consider variable income based on turnover, a lease car, study facilities, flexible working hours, expenses allowance, pension scheme, mobile phone, a thirteenth month, and so on.
Ask about the annual salary increase
Many large organizations adjust salaries every year after a review cycle.
“During your application procedure you can ask whether this is indeed arranged,” says Markus.
With the promotion, a different salary is of course logical. Negotiating a salary during the promotion is therefore completely normal.
Be wary of low offers
The salary also provides information about the content of the position.
“When much less is paid than is usual for a certain position, you have to ask yourself whether the content of the position is really as heavy as initially indicated,” says Ligtelijn, from Rabobank Rotterdam.
So be on your guard, all goods are worth their money. You will also notice this in the response to your salary proposal.
Call a halt promptly if the offer is too low
Do you suspect that you will not agree on the salary? Then stop at the earliest possible stage.
“Then the employer also knows where he stands. This prevents one of the parties from investing unnecessary energy in the application,” says HR advisor, Tamara Baars.
Response to a salary proposal
Negotiating too aggressively can cause damage. Eva Verberne-Schreuder, Policy Coordinator for Climate Change at the Ministry of Foreign Affairs in the Netherlands, knows this better than anyone:
“I once saw a candidate sit far above the proposed salary for the position. He indicated that a lower salary was out of the question. It was only after a meeting with his future supervisor that he relented and agreed to the proposed salary. A serious error of judgment which raised doubts about his ability to properly assess certain situations”.
Know when to stop. It is also important NOT to sell yourself as being better than you are.
Ask for training
Even though you feel you have made a contribution that should be more highly rewarded, sometimes companies simply cannot afford to reward with more. Maybe there are other extras that can make up for this.
“For example, you can try to get a budget for education or studying,” says Salari.
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