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Chapter 16
“I Got an Offer! Now What?”
W
ow…all your hard work—the preparation, practice,
performance, and follow-up—is paying off. You interviewed for a job, did fabulously well, and now the
hiring manager has made you an offer! You’re so excited; you just
want to scream, “Yes! I’ll take it!” But the logical part of you is saying, “Slow down there, buster. Is this what you really want? And if
so, what do you need to negotiate to make it a win-win opportunity
on both sides?”
Well, hang onto your excitement as you learn some excellent tips for
evaluating and negotiating an excellent job offer.
Risk It or Run From It?
• Risk Rating: Lower than you might expect. You know they
already want you. You’re just hammering out the details.
• Payoff Potential: Sizeable. Coming to an attractive agreement will pay off for you in many ways down the line.
• Time to Complete: Could be a few minutes to a few hours
over a period of a few days.
• Bailout Strategy: Grab the first offer and run with it. (But
chances are you’d be disappointed with yourself later.)
(continued)
145
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146 The Career Coward’s Guide to Interviewing
(continued)
• The “20 Percent Extra” Edge: Most people are too chicken to negotiate. Those who do gain more rewards, and more
respect, from themselves and others.
• “Go For It!” Bonus Activity: Begin practicing your negotiation skills right away. Take some of what you learn in this
chapter and attempt to negotiate a better deal with a service
provider, in a store, or at a garage sale. The more you practice
negotiation, the more comfortable—and successful—you’ll
become.
How to Evaluate and Negotiate a Great
Job Offer
Money-talk can make even the most level-headed job searchers lose
their senses. Yet a poorly negotiated salary can haunt you for years.
To achieve the best compensation package possible, master the
basics of successful salary negotiation before you find yourself in a
high-pressure money discussion.
Learn When (and When Not) to Discuss Money
One key to successful negotiating is timing. For instance, when it
comes to talking about money, the person who reveals specific
details first is in a weakened negotiating position. For example, let’s
say that you’ve told the interviewer, “I need at least $40,000 to take
this job,” early in the interviewing process. The hiring manager then
knows exactly what you think you’re worth. He or she might perceive your figure as being too low (“Gee, I was thinking I’d have to
pay at least $50,000 for someone good”), too high (“Yikes! There’s
no way I could afford this guy!”), or just right (“Hooray! He’s right
on the money!”).
If at all possible, the topic of pay shouldn’t be discussed until after the
hiring manager decides you’re the right person for the job. By then,
you would have gained a thorough understanding of the requirements for the position, as well as insights into what the job is worth.
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Chapter 16: “I Got an Offer! Now What?”
147
On the employer’s side of the equation, he or she would have
acquired enough knowledge about how you can benefit their organization to know your true value to them.
Unfortunately, though, discussions about money frequently pop up
before an offer is made—sometimes even during the call to schedule
your first interview: “So, Ms. Candidate, before we can schedule
your interview, we need to know how much money you want to
make.”
Keeping in mind that 1) you don’t want to tip your hand first, and 2)
you’d rather wait until you’ve received a job offer, you’ll want to
reply with something like this:
“Ms. Interviewer, I would feel more comfortable discussing
pay after we’ve determined that I’m the right person for the
job. I hope you’re okay with that.”
Usually this statement successfully puts off the money discussion for
a while. But if you’re pressed for further details, as in, “I need to
know whether we can even afford you before I can continue the
interview process,” respond with:
“Yes, that makes sense. It sounds as if you’re working within a
certain pay range. Since you’re familiar with your company’s
pay scale, how about if you tell me the range you’re thinking of,
and I’ll let you know whether it sounds fair to me.”
If the interviewer provides a range that seems too low to you, don’t
squawk. It’s very likely that you’ll be able to negotiate more pay after
they’ve interviewed you and decided that you’re the best person for
the job. For now, regardless of the range, simply say,
“I think we should keep talking.”
If the interviewer still presses you for details on what you want for
pay, as in, “No, Ms. Candidate, I need to know what you want,” provide pay information that you’ve researched from compensation
sources such as www.salary.com, www.acinet.org, or your professional association’s annual salary survey:
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148 The Career Coward’s Guide to Interviewing
“That’s fine, Ms. Interviewer. A salary for this type of position,
as researched in a variety of up-to-date sources, shows that a
pay range between $X and $Y is competitive.”
Use the word “range” rather than a specific figure. This gives you
more flexibility to negotiate down the line.
If at any point during the interview the hiring manager says, “Well,
would you take the job for $X?” clarify whether you’re actually
being offered the position:
“Ms. Interviewer, are you offering me a job?”
If not, again request that you postpone any specific talk about
money until after they’ve decided that you’re the chosen candidate.
In summary, follow this order of discussion for money talk before an
offer is made:
• First, postpone talk of money if possible.
• Second, request information about their range.
• Third, present your researched range.
Create Your Wish List
If you haven’t done so already, think through what you really want
in a job offer.
Compensation
What pay range is competitive for your type of work? What are you
worth? Remember the important difference between worth and need.
Your worth is a measure of the benefit you can offer to an employer.
For instance, let’s say that you’ve been involved in your career for
five years. You’re definitely not an entry-level worker who would
need to settle for beginner’s pay. However, you’re not as skilled as
someone with 10+ years of experience, either. Your worth will most
likely fall somewhere in the middle of the pay range. Your value to
an employer might also be calculated based on the price of the business you can bring to the organization, in terms of new sales or cost
savings.
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Chapter 16: “I Got an Offer! Now What?”
149
To determine your worth to an employer, research competitive pay
ranges for your specialty and industry using information found on
salary Web sites or through your professional organization. You can
also approximate the value of your contributions to former employers by calculating how you’ve helped those organizations save and
make money.
Now, on to the topic of need. Need is an estimate of what you would
require to maintain your lifestyle. If your house payment is $1,000 a
month; your car is $400; and food, clothes, insurance, and other
extras run you $600; you need an income of $2,000 a month.
However, when it comes to negotiating, your needs shouldn’t enter
into the discussion at all. Instead, you’ll want to focus on your worth.
It gives you far better negotiating power. “I need $2,000 per month
to survive” sounds weak and desperate. “I know I’m worth between
$40,000 and $50,000 to your organization” is perceived as attractive
and assertive.
So calculate your worth to the organization and add it to your wish
list, along with any other items you want:
• Competitive pay range
• Bonus for performance
• Vacation time
• Benefits (or extra compensation to cover the cost of benefits)
• Professional association memberships
• 401(k) or profit sharing
• Sponsorship to attend at least one industry conference each
year
• Other
The Nature of the Position
In addition to the compensation portion of your package, think
about the nature of the position. What tasks and responsibilities do
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150 The Career Coward’s Guide to Interviewing
you want? Any other considerations you need to discuss at offer
time, such as how you prefer to work?
It’s a good idea to actually write down your wishes. That way, when
it comes time to negotiate your offer, you have a concrete list to
which you can refer.
Negotiate the Initial Terms of the Offer
“We’d like to offer you the job.” These seven words can kick off an
exciting chain of events, offering potential for new opportunities,
challenging responsibilities, and motivating rewards. But negotiating an offer is a highly charged emotional experience, so it’s
important to make use of sound negotiating strategies.
Begin by learning how to negotiate the best initial terms possible.
For great tips, consider this sample negotiation between Shane, the
candidate, and Bridgett, the hiring manager:
Bridgett: “Shane, we’d like to offer you the job. How much
money will it take to bring you on board?”
Shane: “Wow, Bridgett. This is very exciting. What pay range
were you thinking of?”
Bridgett: “Something between $35,000 and $40,000 per year.”
Shane: (In a neutral tone—not excited, not disappointed)
“Hmmm…. $40,000….” (Shane counts to 10, silently, in his
mind.)
Bridgett: (After a few seconds of tense silence…) “Well, I
could maybe bump that up a little. How about $42,000?”
Shane: “$42,000…. Hmmm…” (another 10 seconds of silence).
Bridgett: “$43,000 is about all I can offer. Will you take it?”
Shane: “Let’s set the pay part of the deal aside and talk about
the other pieces of the offer.”
Bridgett: “Well, we offer a full benefits package. It’s very
good—vision, dental, the whole shebang.”
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Chapter 16: “I Got an Offer! Now What?”
151
Shane: “That’s great!”
Bridgett: “And you’d qualify for two weeks of vacation the
first year.”
Shane: “In my current position, I’ve acquired close to four
weeks each year. Could we get the vacation closer to four
weeks?”
Bridgett: “Probably. Let me check on that.”
Shane: “Is that it?”
Bridgett: (laughing) “We do offer a profit-sharing plan that
our employees love. Most people on the team take home
between 5 and 10 percent in additional pay from that plan each
year.”
Shane: “What about professional memberships?”
Bridgett: “We’d cover those that are reasonable, as well as
send you to at least one conference each year.”
Shane: “Wow, this all sounds great!”
Bridgett: “Good! So, will you take it?”
Shane: “I am very excited, but of course I need time to think
about it. When would you need to have an answer from me?”
Bridgett: “How about by Monday?”
Shane: “That’s fine. I’ll call you then. And Bridgett, thanks for
this opportunity!”
Shane used several powerful negotiating techniques in this example:
• He let Bridgett go first with the specifics related to money.
• He asked about a pay range, rather than a specific number, and
began negotiating at the top of the range.
• He used the “repeat-it-thoughtfully-then-wait technique” for
bumping up the salary, as in, “Hmm…. $40,000….”
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152 The Career Coward’s Guide to Interviewing
• He repeated this technique until Bridgett seemed to reach her
max.
• He pushed back respectfully when one aspect of the offer was
unacceptable (“Could we get the vacation closer to four
weeks?”).
• Rather than say “Yes!” at the end of their discussion, Shane
said, “…I need time to think about it. When would you need to
hear from me?”
These strategies allow you, the potential new hire, to walk away
from the initial negotiation with a pretty good offer—plus time to
consider it carefully before accepting.
Come Back with a Counter Offer
After the early excitement of the offer has worn off, you’ll have a
chance to think things through more carefully. Is this what you really want? Are there any changes you want to propose? More money?
A special request regarding your schedule? Now is the time to ask.
This was Shane’s counteroffer discussion:
Shane: “Bridgett, I’ve thought about your offer, and I have a
few things I want to review with you.”
Bridgett: “Let’s hear them.”
Shane: “First, I did a little research into competitive pay ranges
for my specialty. According to our professional association’s
salary survey for last year, competitive pay falls between
$40,000 and $50,000. Your offer of $43,000 is definitely in the
ballpark. However, I’d be bringing 10 years of very successful
experience to your organization. I’d like to see the pay in the
upper half of the competitive range. Do you think we could
work something out?”
Bridgett: “Well, our budget is tight, but how about this. I think
I could bring you in at $45,000, and we could give you a
pay review in 90 days. At that point—after you’ve had a chance
to show us what you can do—I should be able to talk
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Chapter 16: “I Got an Offer! Now What?”
153
management into bumping your pay up to $47,000. I’ll need to
check on the $45,000, but if I can get it, would that work?”
Shane: “That part sounds good. Now, about the vacation. You
said you would check on the four weeks. What did you find
out?”
Bridgett: “I got the okay on that.”
Shane: “Excellent! Would you be alright with me starting at
the beginning of next month? I’d like to take a break between
my current job and this new one.”
Bridgett: “No problem. Anything else?”
Shane: “No, that all sounds good.”
Bridgett: “Okay, let me confirm the new salary figure and I’ll
get back to you by the end of today.”
Again, Shane made use of several effective negotiating techniques:
• He provided Bridgett with salary data that he’d researched
from a credible source and requested that his pay reflect his
experience.
• He was open to alternative options (waiting 90 days for a pay
review), so that ultimately both sides could get what they
wanted (Shane could make more money, and Bridgett could
get Shane on her team).
• He confirmed that his request (for additional vacation) would
be honored.
Shane was almost through! He was down to the last step: waiting for
the final answer.
Wait… Then Celebrate!
Waiting for an approval on your negotiation request is one of the
most nerve-wracking experiences known to man. When I was negotiating the deal for this book—an opportunity that would help me
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154 The Career Coward’s Guide to Interviewing
realize one of my biggest life dreams—I thought the anxiety
was going to do me in before I ever had a chance to write my first
sentence!
After several back-and-forth exchanges of information, requests,
and offers, we were down to the final step. “I’ll get back to you,” my
editor told me. And then I had to wait. To keep myself from going
crazy, I used the following anxiety-management techniques:
• Remind yourself that you have a lot to offer. I reread my
book proposal and reminded myself that it was a great product
for the right publisher.
• Review your options. There were several (more than 100!)
publishers to whom I could submit my proposal. Yes, I was
very excited about this opportunity, but if we couldn’t decide
on a deal that worked for both of us, I did have other possibilities I could pursue.
• Remember the aim of negotiation. The purpose of negotiation
is to allow both parties to arrive at a satisfactory agreement.
What good would the deal be if both sides weren’t happy?
Keeping this in mind allowed me to be patient while waiting for
the final answer.
• Take into account that most of the things you fret over never
come to pass. I worried that the deal would dissolve, and I’d
be left with nothing. But, as my grandmother used to say, “98
percent of what you worry about will never happen.” I don’t
know if her figure is statistically correct, but I’ve learned that,
most of the time, the things I agonize over never do become a
reality.
• Keep working toward your goal. If for some reason this
opportunity doesn’t work out, you’ll be much less disappointed
if you have other possibilities in the works. Continue pursuing
other options as your negotiations for this one play out.
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Chapter 16: “I Got an Offer! Now What?”
155
When the deal does eventually come through, take time to celebrate.
Mark the success with an event that recognizes all the work you put
into the achievement. What was my celebration? I took my husband
and some good friends out for margaritas!
Why It’s Worth Doing
Negotiating is scary. It requires the negotiator (you) to ask for what
you want, while risking losing what you’ve already been offered.
Most people (Career Cowards especially) don’t want to chance
throwing away what they’ve already been presented. “It’s better
than nothing,” they decide. “I’d better take it and run!”
Yet fairly quickly this creates a “lose-lose” situation for both the new
hire and the employer. A few hours, days, or weeks later, the new
hire grasps the reality of what he or she has accepted. “I’m really
worth more!” they realize. “I should have negotiated more vacation
time!” But instead of accepting responsibility for their own mistake
of not negotiating a competitive package when an offer was made,
they start to resent the employer. “It’s not fair,” the new hire grumbles. “The hiring manager should have paid me more! She should
have asked how much vacation I wanted.”
Then the hiring manager has an unhappy employee on her hands.
One disappointment leads to another, and another, and within a
short period of time, the relationship between the new hire and the
manager deteriorates and fails.
Had the new hire thought through what he or she really wanted in
the job offer, and requested it in a respectful way, the hiring manager would have had a chance to accommodate the new hire’s needs.
Their relationship would have started more successfully, and the
prospect for creating a productive, long-term partnership would
have been much more promising.
There’s another valuable benefit of negotiating: It allows you to
interact with your new employer on a challenging and important
project immediately. As you exchange information about what each
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156 The Career Coward’s Guide to Interviewing
of you needs to make the deal work, you build trust between you. It’s
a bonding experience. By the time it’s over, you truly feel like a team!
For several reasons, it’s in your best interest, and in the interest of
the hiring manager, to decide on and ask for what you really want
when a job offer is made.
Career Champ Profile: Sylvia
Sylvia was negotiating the final details of an offer to become medical
practice manager for a group of physicians. The partners had
accepted her requests for salary, a built-in annual increase based on
performance, and part ownership in the organization. Yet she was
still waiting to hear whether they would agree to her final request:
reorganizing the structure of the practice so that Sylvia would report
to just one partner rather than seven.
Getting to this point in the negotiation had been challenging. After
they’d made her an initial offer, Sylvia had created a list of 10 items
she needed to negotiate. Then she met twice with the decision team
to go over her wishes. But before discussing any of her items, Sylvia
asked questions such as, “How did you decide to set things up this
way?” and “What are you trying to accomplish with this method?”
This allowed her to thoroughly understand their reasoning before
requesting a change. And so far they’d been able to successfully
work through every point on Sylvia’s list—except for the request to
reorganize.
The restructuring was Sylvia’s “make it or break it” stipulation. She
knew from past positions that if they didn’t agree to change
the reporting structure, it would create big problems for her down
the line. Without it, it would just be better for Sylvia to pass on
the offer.
Sylvia had been waiting for three days for their answer. In that time
she’d reviewed her list of potential employers and checked in with
her network about other possible jobs. Although she really hoped
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Chapter 16: “I Got an Offer! Now What?”
157
she’d land this one position, she knew in her heart that other opportunities would come along if she wasn’t able to work things out with
them.
Finally, the call came. “We finally agreed to reorganize,” her contact
told her. “We’ll put Brad in charge of the physicians, and you would
report directly to him. So, will you take the job?” “Absolutely!”
Sylvia said.
Core Courage Concept
Negotiating is one of the most nerve-wracking aspects of job searching. Yet Career Cowards who try it learn that negotiation builds
their confidence and results in a more trusting, productive relationship with their new employer. The key is in defining what you want
and communicating your requests respectfully to the hiring manager. Although it’s scary, the payoffs are definitely worth the risk.
Confidence Checklist
■ Learn when (and when not) to discuss money.
■ Create your wish list.
■ Negotiate the initial terms of the offer.
■ Come back with a counter offer.
■ Wait…then celebrate!
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Welcome
- Have you ever wondered if you could have negotiated a better job offer? What hiring
managers are really thinking? Or even if coworkers are doing something different than you,
something better? Today's job market is very different than 10 years ago or even three years
ago, and negotiation strategies are changing along with it. Whether you're looking to
advance your career, make an internal move, or even land that first job, it seems hard enough
to find that right opportunity. But then you worry if you're being offered a good deal.
That's what this course is all about, learning how to get what you want out of a new job
offer. We'll talk about evaluating the offer, negotiation myths, strategies, as well as
unexpected situations that might arise. I'm Christine, and I've dedicated my career to
coaching professionals to successfully navigate their career path. After years in human
resources helping organizations find and hire the best people out there, I have a unique
insight into what goes on behind the scenes in the hiring process.
And I'd like to share these insights with you. In this course, I'm going to show you how to
effectively navigate today's job offer process so you can get the best compensation possible.
With a little preparation and practice, the right job and right offer are out there waiting for
you. Let's get started.
1. What happens before you get a job offer
Research the position and salary range
- As if searching for a job wasn't stressful enough, knowing which role and potential
offer will actually be right for you can be even more confusing. The right role sets you up for
a journey of opportunity and growth. The wrong role can take you down a detour that leaves
you disappointed. Even if the price seems right, the role can end up being wrong if you don't
do your homework. So, how do you know if you're on the right track? A great starting place
is to take a closer look at the actual job you're considering and figure out what it is and what
it isn't.
This means taking a deep dive into five aspects of a new role. Let's start with the most
straightforward one, key responsibilities. Yes, you'll have a job description to consider, but at
the pace companies are moving, I've found they can be out of date. To get the most accurate
picture, can you envision what a day in the life of this job looks like? What percentage of
your time would be working alone, or in meetings, creating new things? Also, consider what
kinds of decisions you'll be making.
Does this align to the level of responsibility you're looking for, or are comfortable
with? Next, consider the challenges that might come with this job. Ask the recruiter or
hiring manager what challenges they expect someone in this role to encounter in their first
90 days. What about growth opportunities? Most professionals see their job as more than just
a paycheck. We want careers that help us grow. So, ask yourself, will this role provide
opportunities to work on the type of things that I find exciting? Will it allow me to make the
type of impact that I want to make? Culture and team environment are other important
factors.
Do you have a good understanding of the company values? What about the reputation of the
person you'll be reporting to? Do you know what kind of team members you'll work
with? Lastly, is location and travel. Although the location of the job should be clear from the
onset, you should have a good understanding of what percentage of this role's time requires
travel and to where. Once you feel you've got a good handle on what this job is and isn't, it's
time to figure out how much it pays.
You may hear this referred to as market value for a position. I try to focus on three main
aspects of determining a job's market value, their industry, job title, and location. Many
people turn to online resources like Salary, PayScale, or Glassdoor.com. I've found these sites
to offer some relevant information. Be careful though, sometimes the information you
gather may be different than what the company has researched.
I remember a candidate once presenting a salary benchmark that seemed out of place, and
when I asked them where they came up with that number they said the internet. With that
said, I like to start with The Bureau of Labor and Statistics, or BLS, and then compare that to
the newer sites. The BLS website allows you to search over 800 occupations. This means that
you can explore major occupation groups, as well as subcategories to find similar positions.
All of these resources I've mentioned will give you some good data, but due to the unique
and changing nature of many jobs and industries, especially in the tech space, this data
doesn't always tell the full story, but should at least get you in the ballpark and avoid siting
the internet as your benchmark source. Once you have this, you can also take it a step
farther and try validating it with the people in your network. I've found it really valuable to
tap into my LinkedIn network and find people with similar job titles.
I then asked them questions about the data that I found, not how much they make. I found
people to be fairly open to telling me if they think my range is too high or too low. This will
get you as close to establishing market value as possible. You know you've done a thorough
job researching if you can clearly articulate what the role is and might not be. I found that by
doing this research up front, you put yourself in a powerful position when it's time to
negotiate later in the process.
Get clear on what you want
- Have you ever stopped to think about what you really want in a career? What will truly
make you happy? What makes a job the right fit for you? It's pretty natural for us to jump
into a job search without pausing to think about what it is we truly want and need to make a
new job opportunity a smart career move. Sometimes we're attracted to a company's brand, a
prestigious job title, or even a salary amount, and don't think about what will support our
longer term career goals.
Taking the time to get clear on what you want and need in a new role will help you
evaluate if the role meets those needs. You can do just that by using this simple three step
formula. Take a moment to download the exercise file, getting clear on what you want, to
record your answers. The first question to think about is what are my must haves? When you
think about the next one to three years, what's most important to you? This question really
comes down to values.
Think about where you're at in your life right now and where you want to be in the near
future. It's okay not to have a specific step by step map for the next 10 years. In fact with the
pace of change in the world we live in, thinking about the next 12 to 36 months is sufficient
and realistic. What core needs must this role meet? Is it how much you're making? The type
of work you're doing? Is it job security or even excitement? Some people value freedom and
flexibility, where others value working on a collaborative team.
Sometimes the best way to answer this question is to think about why you left or are looking
to leave your current role. It's also important to think about overall lifestyle and be honest
with yourself about what motivates you and what types of environments are best suited for
you. For example, many people I coach come to me saying they want to grow their
career. They see the only way to do that is to take on a management role, so they start
applying for roles with a management title.
However, once we talk through this question a little more, I learn that they really don't
enjoy developing others, or based on what's going on in their personal life, may not have the
time to put in the extra work hours, which is often the case when leading a team. So to
answer the question, what are my must haves, you can use the exercise file provided to
identify what's most important to you. You can then keep this list on hand when you're
evaluating a new role to see how closely they align.
The next question is what are my walkaways? This is about getting clear on where you'll
draw a line in the sand. What are the aspects of the job that are simply nonnegotiable to
you? I remember a conversation with a former coworker, Michael, who shared with me that
he wanted to leave his current job because he had a new baby, as well as a young child in
school, and felt he was on the road too much. Based on this life change, he determined he
wouldn't accept a new offer that asked him to travel a lot or far from home.
To make sure Michael was clear on this as a walk away, I asked him what if the job
offered you a big salary increase? This made him think. Money was high up on his must have
list. However, after we talked it through, he came to the conclusion that based on his current
life priorities, frequent travel was indeed a walk away, regardless of how high the salary
was. Look at your life right now.
What are your most important priorities when it comes to a career move? These will help
you determine your walkaways. Lastly, and since no role is perfect, you should be prepared
to answer the question, what are my trade offs? This last question makes you think
about what you're willing to give up for something else in return, so for example, you get a
job offer that includes frequent travel, which is on your walkaway list, like Michael, but in
this offer, you're getting the promotion that was on your must have list, and the salary's at
the top of your range, so that's a trade off you might be willing to make.
Let's go back to our original question. What are you looking for in a career move? By getting
really clear on your must haves, walkaways, and trade offs, you should be able to confidently
have this discussion with a potential employer. Most importantly, it will help you evaluate a
potential offer, and when the time comes, also help the company in constructing an
offer that will be attractive to you and make the negotiation process that much easier for
both parties.
Establish a salary range with the employer
- Have you ever been asked by a recruiter, what's your current salary, or what are you
looking to make? It's as if time stops and your brain plays out different scenarios. If I answer
too low, could I be leaving dollars on the table? If I answer too high, could I get passed over
for an interview? It's inevitable that you'll be asked these awkward questions in the job offer
negotiation process, and you want to be prepared to answer with what I call your salary
story.
Let's start with the question, what's your current salary? Recruiters continuously tell me they
wished candidates would answer this question more directly. Consequently, I have found
that the answer to this question doesn't determine the offer you'll receive, it just helps
recruiters ask follow up questions to determine if they can afford you. If they can't, most will
let you know up front. If that happens, and you're still interested in the position, you can
always respond by saying that you're willing to negotiate for the right opportunity.
So, when asked this question, it's best to answer with your current salary, or salary history if
requested. However, if the recruiter doesn't ask about other forms of compensation you may
be receiving, clarify so they can get the whole picture. For example, if you have bonus
opportunity or a car allowance, make sure the recruiter knows. This will help them
understand your total compensation rather than just salary. On the flip side, some candidates
find themself asking the recruiter, what's the salary range for this position? If you ask this
question, don't be surprised if you don't get a direct answer.
Recruiters prefer for you to do your homework and let them figure out if you're a fit. The
second question that can cause stress is when the recruiter asks, what are you looking to
make? The worst answer you can give is no answer. Although you may have a number in
mind, most people do, the total compensation package, which includes other benefits like
medical or retirement is more important than just salary, and until you know the details of
the job and the offer, you'll want to avoid just throwing out a salary number.
This is where I find a lot of people get into trouble. Instead, you can share where you're at in
your career, and what kind of move you're looking to make. If they still push for you to
reveal a salary amount, then you should be prepared to share your salary research in the
form of range. Let's look at what this conversation might look like. So, Holly, we're
interested in learning more about your background as a candidate for this position. However,
before I schedule an interview with our hiring manager, I would like to know what you're
looking to make.
- Thanks Christine, I'm interested in learning more about this position as well. In regards to
salary, I'm looking for an opportunity for a promotion. - Okay, so what does that look like to
you in terms of a salary amount? - Well, based on my research, I would imagine that would
include a salary somewhere in the range between $75-$90,000, but I'd like to consider all
aspects of an offer, not just salary. Does this align to your budget? - In this scenario, the
candidate ended with a direct question, which should yield a quick response.
If the recruiter says yes, then you know you're in the ballpark. If they say no, then you can
ask where you're misaligned. If the recruiter tells you you're far off of their budget, this
probably isn't the right fit for you anyways. If only slightly off, then it's up to you on
whether you want to move forward. If you do, then you have to do so with the
understanding that the base pay may be lower than expected. In this case, you should ask
what else the company offers as part of its compensation package, maybe stock or flexible
work arrangements, great medical benefits.
As an HR professional, there's one fact about the job offer process that I think most people
would be surprised to learn. Once a recruiter understands your current compensation and
salary story, and assuming they think you're a good fit, they expect to make an offer that
includes a five to 10% increase from what you stated as your current salary. Essentially, the
recruiter's your advocate, so it's best to be honest with them up front. They're motivate to fill
jobs as quickly as possible with the best candidates.
Saving money isn't actually a goal for them. If they think you're a great fit, they'll mediate as
much as they can to align your expectations with the budget they've been given. They don't
want to lose you. Although, being asked about your current and desired compensation can
seem like an awkward conversation at first, if you've practice how you'll respond you'll feel
much more confident, and therefore sound more confident. You'll also be making the
recruiter's job easier by being clear, transparent, and direct.
This translates into them wanting you even more.
2. Receiving and Evaluating an Offer
What to do when you receive an offer
- Congratulations on receiving an offer for a new role. I know it can be very tempting to say
yes right away, especially if you've been searching for a while. But, do you really understand
all of the terms of the offer? It's important to give yourself enough time to review the offer
carefully. Keep in mind that once you accept an offer and start a new job, most of the terms
will never change, and it can take up to a year or so to revisit your base salary. So, looking at
the offer in more detail is something you want to allow time for, even if at first glance it
looks promising.
Before you get into the terms of the offer, always start by showing excitement. This sets a
positive tone for the rest of the conversation. You can say something like, thank you for an
offer to work for your company, I'm excited about the opportunity. Let's go through step-bystep how the rest of the process might unfold. It's not uncommon for your first offer to be
given verbally. Sometimes, a recruiter will run the salary portion of the offer by you
first before presenting a formal offer letter.
They do this to try to avoid a lot of extra paperwork with the candidate and the hiring
manager they're supporting. Now's the time though to ask for it in writing. This can be an
email or letter. For example, you can ask, would it be possible to get this in writing so I can
review it in more detail? If the company refuses, I would be leery of the legitimacy of the
offer, or perhaps who's making it. The next step is to clarify how long you have to review the
offer. I might say, when do you need to hear back from me? Or, when is a good time to
discuss the offer? Most recruiters are comfortable with the candidate asking for 48 hours to
consider and respond.
However, it's always good to ask for the timeline just to be sure. So, what happens if you
want more time than the recruiter asked for? Let's say you want a week and the recruiter
gives you 48 hours. In this situation, it's most important to be able to explain why you need
this time. Is it to review with family, or maybe even to compare it with an offer from a
different company? If it's just a few more days that you need, I would keep it simple and say
something like, I'd like to review the offer with my partner and we won't be able to discuss it
until Wednesday.
Would it be okay if I took an extra three days to do so? When the candidate asks for too
much more time than what was offered, it's often interpreted as the candidate using their
offer to negotiate another offer without actually saying that. This can put a bad taste in the
employers' mouth which can hurt you at this very critical juncture in the negotiation
process. But let's be realistic here, it may actually be what's going on for you, so you need to
be able to carefully navigate this.
If this is the case, it's best to be transparent. Tell the recruiter that you're also
interviewing with another company and want to honor their process. Explain that you want
to be fair to both organizations, and make sure you give the other company time to submit an
offer. This should typically take no more than one week, or you can put yourself at risk of
losing your offer. If your timeline is reasonable in the eyes of the company, they'll most
likely grant you the time you need.
However, if it's more than a week, don't be surprised if you're told they need a response
sooner. Put yourself in their shoes, it's likely they've been searching for the right fit for their
role for a good amount of time. This means, that while the role is vacant there's work not
getting done. This will make them eager for someone to get started. If you received an
offer, they see you as just the person to do so. They'll also be offended if you're just using
them to get an offer so you can leverage it to negotiate a better deal somewhere else.
By getting the offer in writing and asking for a clear timeline to respond, you've given
yourself some breathing room for the next step, reviewing the details of the offer. You
should feel good that you've been selected for the job, so carefully navigating this small step
in the process is important for the next stage of your negotiation.
Common terms and factors in an offer
- Sometimes it seems as if you need to be a lawyer to understand an offer for
employment. With an increase in small companies and start-ups, job offers today are more
diverse than ever. Along with common terms like salary and bonus, it's becoming more
common to be offered things like equity and unique benefits. Since each company develops
their own set of perks and incentive based on their unique culture, it can be challenging to
understand what you're really being offered.
There are typically six key compensation factors to consider. Keep in mind that not all
companies will offer you all six, but usually some combination of them. We'll review each
one and discuss the types of questions you can ask if you don't fully understand its
value. Let's start with the most familiar one, base pay. This is the one most of us already
understand. Base pay is the total salary as well as when you will receive paychecks.
For example, your base pay will be $75,000 annually paid monthly. Two, there could also be
bonus pay. This can be a guaranteed amount with a specified time line for payout, like you
will receive $2500 at year end. This can also be a discretionary bonus that says you can earn a
certain amount dependent on company or team performance. A common example of this is
when companies give you a target percentage of your base pay, say 10%.
If the company hits their revenue targets and you also achieve certain goals, then you receive
a payout equal to a certain percentage of your base pay. Number three, paid time off, often
referred to as PTO, is also a very common benefit you might see in an offer. PTO refers to
the amount of time off you can take fully paid. Make sure you understand if this time is
earned over time or if you're given this upon starting with the company.
For example, some companies will provide 10 days paid time off, but you accrue that
time after your employment begins; therefore, you need to be with the company for a
year before you've accrued all 10 days. Number four, companies will also offer some mix of
fringe benefits. This is represented in elements like health insurance, retirement savings,
long and short term disability, or life insurance.
Since most offer letters don't provide details on these benefits, it's okay to ask the
employer for additional documentation. The next two, stock and equity, are probably the
most confusing to understand, but are also becoming more and more common with the
increase of start-ups. Stock is partial ownership in the company. It can be a grant given to
you or a stock option where you have the right to buy a share of the company's stock at some
point in the future at the exercise price.
This can be tricky to evaluate. If stock is a significant part of my total compensation, I would
wanna understand three things. First, what percentage of the company do the options
offered represent? This is more important than the total number of shares. Second, what's
the vesting schedule? For example, how long do I need to be an employee before I'm fully
vested, meaning I own the full value of the shares I was offered.
And third, does anything happen to my vested shares if I leave before my entire vesting
schedule has been completed? This question will help you evaluate how long you need to be
at work for this company before you can realize this benefit. The final element you might be
offered is equity. If considering joining a start-up, you may be offered a certain percentage of
equity in the company as part of your offer. Since the company may or may not have a
liquidity event, like being acquired, in the duration of your employment, there's no
guarantee here, but may be a great opportunity if many of your other needs are met.
Equity can be a complicated aspect of an offer to understand. Let's start with what equity is.
Equity is non-cash compensation in the form of ownership interest in the company. If the
company is a corporation, the equity may be in stock, stock options, or other kinds of
ownership interests. Or equity may be in the form of membership units in the case of a
limited liability company.
Regardless of the form it's offered to you in, it's intended to motivate and retain employees.
From the employer perspective the thought is if you stay with us for a period of time not
only will you get salary and benefits, but you'll also become an owner of the company. If we
sell or go public, you'll make a lot of money. You need to not only understand the current
value of the equity, but also consider what the equity could be worth one day.
If you find yourself in a situation where equity is part of your offer, I recommend a few
online resources to get more information. Investopedia.com is a good resource for
understanding the financial terms. You can also use Angel List's salary feature for salary
comparables that also include equity. That way you can compare apples to apples. I advise
candidates to make a list of all of their questions in one place after reviewing their offer.
This may be the only time to get clarification on the details to fully understand the total
compensation picture. Now, when you respond to the company you'll be organized and can
genuinely evaluate if this is the right fit for you.
Evaluate total compensation
- You've just received an offer and had time to review the details, but how do you know if
this is the right job for you? Starting a new job at a new company or department is a big
decision. At first an offer might look good. You may be excited about the pay, the title, or
even the company itself. But at this stage in the process, it's time to ask yourself, is this job
the right fit for me? If I take it, what am I gaining and what might I be losing? Do these
things align to my must-haves or the things I believe are the driving factors for me to make a
job change? If it doesn't a hundred percent, what am I willing to trade off or give up? For
example, if you value stability and security, a good offer for you would have a competitive
base pay, strong fringe benefits, and a potential bonus opportunity.
An offer weighted heavily on equity or stock options may not meet this need if you're taking
a reduction in base pay. I'm going to share with you the questions that I ask people I'm
coaching through the job offer process As you answer each question, think about what's most
important to you and what you're willing to sacrifice for something else in return. If you use
the exercise file, Getting Clear on What You Want from earlier in this course, you can
compare your answers to your list of must-haves and trade-offs.
First question is am I being offered fair market value in my base pay? Are the variable
compensation opportunities like bonus, stock, or equity or commission aligned to my need
for stability or growth? Do I believe in the products and services this company offers? What's
the companies reputation? How do they treat their employees? Do they share my
values? Can I successfully manage the hours, travel, and commute needed to meet the job
requirements? Will this job help me meet my long-term career goals or personal goals? Do I
like the people I'll be working with, my boss, my co-workers? Will I be to add the level of
value and impact I desire to feel fulfilled? Another way to determine if this is the right fit for
you, is to make a list of pros and cons of accepting the job.
For example, by accepting this new position, what are you gaining? Is it more money? An
opportunity to work with innovative people? Or even a prestigious brand that will be a great
addition to you resume? On the other hand, what might you be losing? More time
commuting? More travel meaning less time for family? Could you be losing stability and
increasing risk? There are no right or wrong answers to these questions.
Each of has different needs and goals that can shift throughout our life. Just because the job
sounds great to others doesn't mean it's right for you. Think about what's most important to
you in the next one to three years, and make a decision based on your values, needs, and
career goals. If you do that, you can't go wrong.
What's most negotiable in a job offer?
- Are you happy with your offer? Are you ready to say yes? Or do you still have
questions? Are there some things you feel you should negotiate? By the time an employer
makes a formal offer, in most cases, they have already considered the value they believe
you'll bring to their organization and weighed that against their budget and how your peers
are compensated. This gives them a formula to make you an offer for what they call total
compensation, and one they most likely believe you'll accept.
This doesn't mean, however, that there's no room for negotiation. Before you can negotiate,
though, it's important to know what's typically negotiable and what may not be. This will
give you the best possible chance of getting what you ask for. What's commonly negotiable
continues to change. Most companies today have established paid time off policies and bonus
structures, which has made those items increasingly difficult to negotiate. So if you aren't
happy with the amount of vacation days you'll be allotted or want a higher bonus
percentage, you may be wasting your time trying to negotiate them.
If the company has structures and policies in place where all employees at specific levels in
the organization receive the same level of benefit in these areas, it's unlikely they'll make an
exception. Instead, focus on elements that are typically more flexible. For example, base
salary can be negotiable along with equity and long-term incentives, like stock
options. Sometimes the most powerful negotiation points aren't in the offer letter.
They're benefits that often don't cost the company any money, but can make a big difference
on your end. This takes some inside knowledge and a bit of creativity. Have you ever asked
for a sign-on bonus? This typically isn't something the recruiter is going to freely offer up. So
it's up to you to bring this to the table as a potential negotiation point. The key is having a
good case for it. Let's say that by accepting this new offer for employment, you'll leave your
current role in the middle of a bonus cycle.
You estimate that by resigning before you are eligible for your bonus payout, you'll be
walking away from approximately $7500. You can leverage this potential loss with the new
offer and ask if the organization can make you (mumbles) by granting you a sign-on bonus in
the same amount. Sign-on bonuses are one-time payouts. Therefore, they're not repeated
every year, which means they don't affect salary. Since it doesn't increase the salary line in
their budget, it might be something the hiring manager can approve without disrupting any
kind of internal equity concerns.
Meaning, the fear of paying employees in similar jobs with similar experience
differently. Other things that you may be able to negotiate are also not in the offer letter. For
example, maybe by accepting this job you're doubling your commute or maybe the job
requires a lot of travel. These are good reasons to explore flexible work arrangements. Let's
say that you've learned that their salary offer is the best they can do. Would it make a
difference if you could work from home one day a week? That could mean less
transportation cost and less time spent commuting, which means money in your pocket.
In this case, you would be gaining something and it would cost the company little to
nothing. Many companies have relocation programs. They're usually reserved for
people who are moving a great distance. But there may be situations where these funds can
be applied for partial moves. Let's say that you live far from the office and have been asked to
be present every workday, is there an option to be compensated for moving closer? Or
maybe have a company-subsidized apartment or a hotel room for a period of time.
As we discussed earlier, vacation programs are becoming more challenging to negotiate.
However, there may be an opportunity to ask for a one-time exception. As with other
options, you should have a strong business case for asking. An experience I've had as a
recruiter is when we were eager to fill a vacant position, we asked the candidate to
start sooner than the date they requested. The candidate responded that they could make
that happen, but they had a prescheduled vacation shortly thereafter.
In this situation, they might ask or we may offer to take the prescheduled vacation, but
before the company's standard vacation program would normally allow. In this case, you'd
be asking to take the vacation and not have it recorded against your paid time
off. Essentially, you'd be getting extra paid vacation time. Knowing what elements of your
offer are more negotiable than others is an important part of the negotiation process.
This is experience true when it comes to negotiation points that most people never think
about. The goal is to not only feel comfortable saying yes to the offer but being excited to do
so.
3. How to Negotiable Salary
Prepare questions and counter points
- Are you excited about your job offer, but hoping there's a little wiggle room on the
salary? Or maybe after looking at the details you're confused with some of the terms. It's
time to prepare to negotiate. Since it's likely that you'll only get one shot at negotiating the
terms of your offer, I've found it to be most effective to ask all of my questions at once. This
means before you respond to the company, you should be prepared with one list containing
all of your questions and counterpoints.
In some cases practicing actual counter negotiation points can be especially helpful. Let's
start with the most common questions asked at this stage in the process. Can the base salary
or bonus be increased? What's the value of the medical or retirement benefits? Is there any
opportunity for flexible work arrangements? What happens if I already have a vacation
planned that exceeds the amount of paid time off offered? Let's take a look at each
question and talk through what you might say when it comes time to negotiate.
The first question is can the base salary or bonus be increased? Do you believe you should be
paid at a higher rate? If your market research indicates there's room to negotiate here, a good
counter negotiation strategy is a yes or no question. For example, you can say, "I'm really
excited to work here "and I know I'll bring a lot of value. "I appreciate the offer at
$60,000, "but was really expecting to be in the $68,000 range "based on my experience and
past achievements.
"Can we look at a salary of $68,000 for this position?" Another strategy is to inquire
about future opportunities to increase it. You can ask, "When will I be eligible to be
reviewed "after I start?" For example, if the salary isn't negotiable now, but the review
process is in six months, then you'll be eligible for a raise at that time. Then you may decide
you're okay with the salary offer as it is. If a bonus is being offered, are you unsure how
predictable it will be? You can ask some clarifying questions to gauge the likelihood of what
you'll receive.
I like to ask what the bonus program has paid out in the last two years for this role. Also, if
by accepting this offer you're walking away from a bonus payout with your current
employer, you can ask if the company is willing to add a sign-on bonus in good faith to make
up for your potential loss. The second question was what's the value of the medical or
retirement benefits? Are you confused about the real value of the benefits like medical,
retirement matching, or life insurance? Since every company has a unique set of benefits, it
can be confusing to understand if they'll cost you more or less than what you currently
have, or what another employer might offer.
I advise people to ask to speak to someone who administers the company benefits program to
better understand what these programs look like in real financial terms. For example, if
you're planning on your medical benefits to cover family members, then you would want to
calculate what this coverage costs and what the benefits are. Or if you're receiving a 401K
match from the company, is it less, more, or the same than what you're currently
receiving? The third question is is there any opportunity for flexible work arrangements? Are
you concerned about your commute or amount of time you may spend in the office? In this
case, you can ask if the company allows for flexible work arrangements.
For example, if by taking this position your commute is longer than it currently is, you can
ask if you can work one day a week from home to save on gas and time. The fourth question
is what happens if I already have a vacation planned that exceeds the amount of paid time off
I was offered? Let's say you already have a vacation planned, but by accepting this new
offer won't have earned enough time to be paid under the policy. You should ask if you'll be
taking the time unpaid, or if the company can waive it as a part of your acceptance, or even
allow you to carry a negative paid time off balance.
This is your final chance to get clear on what you want to accept an offer and what would
make you walk away. Once you've had a chance to evaluate each element of the offer, you
should have a list of questions and counterpoints. Once of the biggest mistakes I see people
do at this stage of the process is contact the employer with a series of calls and emails as they
think of questions and counterpoints. This can not only confuse the other party, but confuse
you as well.
By being prepared and clear with what you truly need to accept the offer and what's simply a
nice to have, you can greatly reduce the stress you may feel and make it easier for the
company to find ways to make you happy so you can say yes.
What to avoid in a negotiation conversation
- Most of us don't like talking about money, and despite the fact that most of us prefer to
avoid it altogether, or even get it over with as fast as possible, it's important not to fall into
common negotiation traps. A misstep during the negotiation process, or worse, your failure
to negotiate at all, could end up costing you thousands of dollars, or even the job
altogether. Let's talk about some of the most common traps people fall into.
As we review each one, pay special attention to the ones that might be tempting for you. The
first one is being unprepared. You can avoid this by doing your research upfront, so by the
time you get to negotiating, you are not only prepared, but can speak intelligently about the
offer. The next is focusing only on salary. Remember to look at the total compensation
package. If you don't, you may be missing out on the important parts that will actually boost
your income.
Another trap people fall into is making it personal. Keep in mind that this is a business
conversation. Even though accepting a new job, and the terms that come along with it are
very personal to you, it's a professional conversation, so when negotiating, never make it
about your personal situation. I've had several recent graduates tell me, I have huge student
loan debt, so I will need another $20,000 in salary to make ends meet. I know it's tough, but
the employer doesn't need to know this.
If you want to negotiate salary, speak to what makes you special as a candidate, and why
your contributions to the role are worth more. During the negotiation process, some people
can come across as entitled, or inflexible. When an employer makes you an offer, it's
important to always start by showing gratitude for being selected. Be careful to avoid
appearing argumentative at any given point, or making the recruiter feel like they're your
personal assistant.
They are the voice of the company, and can help your cause, if they like you. Other people
come back with too many rounds of counterpoints. If you've asked for specific terms, and the
company puts them in the offer, or comes back with them after negotiating, it's frustrating
when you counter yet again. For example, if you've provided a desired salary sometime in
the interview process, you are essentially saying that you'll be happy with that salary.
The final trap I see people fall into is being unrealistic. Just because you want it, doesn't
mean it makes good business sense for your potential employer. Keep in mind that, for a
company to make an offer, they have a system of benchmarking, and policies to follow. Even
though many terms can be negotiated within reason, if you appear unrealistic, you could lose
the offer altogether. If you make a solid business case using facts and data to support your
claims, you will come across as knowledgeable and trustworthy.
Those are the types of qualities employers look for in a new hire. Don't worry if you've
identified a trap or two that you've fallen into before. We all have a one point or
another. The important thing to take away from this discussion is to learn from your
mistakes, and the mistakes of others. Awareness can be the difference between not getting
what you want, and setting yourself up for a smooth, and hopefully painless negotiation.
Salary negotiation myths
- Have you ever received negotiation advice that the person who talks first will lose, or the
first offer you receive is intentionally low because it's expected you'll ask for more? These are
just a couple of the rules you may have prescribed to in the past. Today's organizations are
more diverse than ever, and transparency is increasing, especially in the job offer
process. Where it can get tricky is navigating which rules still ring true, and which are
nothing more than myths.
Could you be falling prey to any of these myths? Myth number one, the company is out to
get the best deal possible. It's true that companies have budgets and are held accountable for
their spending. However, when it comes to pay scales, most do a lot of research to establish
ranges for each position. Their goal is to attract the best people they can afford and retain
them as long as possible. Companies also look at internal equity, which means they try and
make sure that employees in similar roles, or at similar levels of experience, are compensated
within the same range.
So, when you receive an offer, it's not about the company spending as little as possible, but
rather them wanting to make you the best offer to get you to accept and stay long enough to
add value. Myth number two, if you disclose your current salary you'll be offered a lower
salary. Let's say your salary history is not what you'd like it to be. You can still make a
business case for a higher value. Highlight how you've developed your skills, taken on extra
assignments, and showcase talents by showing examples of your work achievements.
Myth number three, companies will be offended if you negotiate. Unlike the last myth, there
are many people that believe that if they negotiate any part of the deal they could turn off
the employer. This belief became especially real for people who received job offers during
our last recession, and there were far more candidates than there were jobs. The thought
was, if I don't take the first offer it will be given to someone else. Keep in mind that the
employer may have a second or even third choice if competition is high for a given role.
However, if the employer selected you, it's because they believe you're the best fit for the
role regardless of the competition. They want to pay you enough to make you want to accept
their offer. If they've missed the mark, they want to know, and expect a counter offer. Myth
number four, everyone knows how to negotiate but you. Let's face it, most of us aren't good
at negotiating in general, let alone on behalf of ourselves relating to money.
We often perceive that everyone else must be good at it and we're the only ones feeling
uncomfortable and awkward. Several employee surveys have revealed that upward of 90% of
respondents report not feeling skilled in negotiating, many of whom admit to just avoiding
negotiating altogether in their last job offer scenario. The message here, you're not
alone. The good news is that if you're not one of the few people born with the negotiation
gene, it's a skill you can learn.
By applying just a few tips here and there, you can make sure you negotiate a better
agreement than if you did nothing at all. Myth number five, you can lie about your current
salary to get a higher salary offer. This is one of the most dangerous myths I've seen in
action. We've all heard stories where someone bluffed their past salary and believed that
helped them get a higher offer. I'm not saying that this has never worked in anyone's
favor, but there's a risk that may outweigh the possibility.
The danger is that many employers verify salary history, either by checking with your
previous employer or directly asking to see a recent W2. The catch is that this
verification often happens after you've accepted the offer and is part of your new hire
paperwork. This means that you're at risk at being caught in a lie after you've resigned from
your current job. So, did any of these myths sound familiar? The tricky thing about them is
that you may be operating under them and not even know it.
My hope is that you have a new awareness about some of your beliefs about negotiating a job
offer. A new awareness can bring new behavior, hopefully inspiring actions that will help
you negotiate the best deal possible and have no regrets after the fact.
Respond to unexpected situations
- So you successfully made it through the job offer negotiation process. Or so you thought.
Although most negotiations result in you starting your new job, there are a few instances
that may catch you off guard. I'm going to present a few potential unexpected situations that
I've seen put a wrench in negotiations or even damage someone's reputation. Let's start with
the most common one. What if the hiring manager says no to your salary
counteroffer? Making a counteroffer can seem awkward enough, but to then receive a no to
what you've asked for can feel not only disappointing, but also discouraging.
However, it's not necessarily the end of the road. I advise people to listen carefully to what's
behind the no. Some employers will be very direct and explain exactly why they're unable to
increase the salary offer. It could be budget restrictions or even timing, while others may just
come back with something more vague, offering little to no explanation. Let's look at the
first scenario, where an explanation is offered.
- We're all very excited about the possibility of having you join our team. I'm sorry to say,
though, I wasn't able to get the higher salary amount that you asked for. It was simply over
our maximum budget for this role. - Well, thanks for letting me know. I'm really excited
about joining the team and I understand about the budget. I believe my skills are a perfect fit
for this role, and I wanna find a way to accept the offer. - Well we want the same thing. - Do
you think that maybe you can make up the difference in the form of a sign-on bonus? And
I'd also be interested in learning more about when I'll be up for review and eligible for a
salary increase.
- In this scenario, there's probably no point in continuing to negotiate base pay. However, if
you're really not happy with the total offer, this is the time to ask about other negotiation
points, whether it be a sign-on bonus or even a promise to be reviewed at a later date. Let's
take a look at the second scenario, where no explanation is offered. - Holly, I'm sorry, but we
were unable to increase our original salary offer.
- Thanks for letting me know. I'm excited about joining the team, but I think my skills are
perfectly suited for this position, and based on my research, are worth 90,000. - In this
scenario, the candidate makes a statement that will prompt the person making the offer to
respond. The worst thing they can say is another no. In many cases, however, I've seen the
company come back with something closer to what the candidate asked for.
If they can't do that, I've also seen them initiate an alternative way to make up the
difference, whether that be a sign-on bonus or even consideration for a raise in the nearfuture. Another unexpected situation is when the company rescinds their offer even if you've
already accepted it. If you read the fine print in your offer letter, you'll notice statements like
"at-will employment" and "depended upon mandatory conditions for the position" like a
credit check, a reference check, or drug test.
Although a job offer often looks like a legal contract, it isn't. That means that the employer
can change the terms or rescind it altogether in the negotiation process. So why would an
employer do this? The most common reason is if after accepting the position, you don't pass
their background check. Another reason that's less common but does happen has to do with
how you respond and how you communicate. I remember a candidate who, after going
through our lengthy interview process, was presented with a strong offer for exactly what he
asked for.
I then gave him 48 hours to review and respond. Even after following up with him when the
48 hours had expired, he hadn't responded. After another day, he called me and asked for
more money. When I asked him why he was no longer happy with the amount he originally
asked for, he told me he did some networking, and now believed he was worth more. These
were red flags for me, which I had shared with the hiring manager. Even though we may
have been able to go a little higher on salary for the right candidate, we agreed that this
candidate was either not reliable or not being forthright with us.
Therefore, we rescinded the offer altogether. Finally, and maybe the most uncomfortable
scenario, what if you want to decline an offer after you've already accepted it. So let's start
with why you'd wanna do this. Chances are you received a better offer from another
company, your current employer counteroffered after you resigned, or you just simply
changed your mind. You're typically under no legal obligation and can decline at any time.
However, it's regarded as highly unprofessional, and can damage your reputation if not
handled well. To avoid this, I recommend immediately contacting the employer, preferably
by phone, and explain why you've changed your mind. Let's take a look at what this
conversation might look like. - Hi, Holly, how can I help you? - Hi, Christine. I wanna talk
to you about the position I recently accepted. After a little more consideration, I've decided
to turn down the offer.
- I'm really disappointed to hear that. Last we spoke, you said you were really excited to join
the team. We've already started making plans for your start date. - I understand your
disappointment. You offered me a great opportunity, so it was a difficult decision to make. Do you mind sharing with me why you changed your mind? - After giving it more thought, I
decided to accept another position that I believe is the better fit for my skillset, but I wanted
to personally thank you and apologize for any inconvenience this may cause.
I'd like to stay connected if you're open to it. - Most job offer negotiations go as planned, but
sometimes situations arise that put you in the middle of an unexpected and possibly
uncomfortable situation. What's most important is that you're aware of what could happen,
and are prepared to handle the situation, even if it happens to you.
4. Special situations
How to negotiate your salary when it's your first job
- Many people have probably told you how hard it can be to find a great job but what about
negotiating for a good salary when you don't have a lot of experience? Young professionals
and recent college grads are up against a unique set of challenges that require a unique set of
solutions. The nature of being a first time job seeker means you have little to no formal job
experience to negotiate with. You face high unemployment and underemployment
rates where people are more qualified than the jobs they have.
You're also entering into the negotiation process with an unprecedented amount of student
loan debt. Many early career professionals have shared with me that these factors have
created a lot of fear and anxiety when it comes to negotiating their fist job offer. So what can
you do about this? The most common question I receive from first time job seekers is how to
respond to the question, what are you looking to make? As with all job seekers, research is
extremely important but it's even more important as a first time job seeker.
Considering the average annual salary increase is around 3%, getting even five thousand
dollars more during your first negotiation can mean a world of difference over the course of
your career. I advise all job seekers to take advantage of online resources like Salary, Pay
Scale and glassdoor.com. However, as a first time job seeker, you can also tap into your
alumni or professional networks.
Try and connect with people in your desired industry or career field that will sit down with
you for informational interviews. If they agree, you can not only learn more about their
personal career path but ask, what does a job like this typically pay? People are more apt to
share salary information with early career professionals. This is an advantage for you. The
next strategy is to understand how to show a potential employer what kind of value you can
bring even if you have limited professional experience.
Think about internships, significant school projects and community involvement as potential
to demonstrate your value. Recruiters understand the role of an intern and won't expect for
example that you directly increased sales but if you can clearly articulate how your work
aligned to larger objectives like a project getting done on time or a process becoming more
efficient, they'll see you in the most professional light possible.
Given that you don't have a lot of experience, one of the best tools you have to negotiate
with is yourself. Employers will be meeting with a lot of entry level candidates. Most of
whom won't have 100% of the qualifications they're looking for. What will make any one
candidate stand out is how well they communicate, how clearly you speak. Avoiding slang
and giving examples of follow through will signal those evaluating you that you're a good
cultural fit and a valuable resource.
This translates into higher salary offers and more room to negotiate. Lastly, salary can
sometimes feel like the only important factor in a job offer especially if you have high
student loan debt. Although salary is of course important, as a first time job
seeker, opportunity for growth and learning can sometimes be equally, if not more
important. Consider Malcolm and Janine. Two college friends who graduated together and
just accepted their first job offers.
Malcolm was able to negotiate a salary that was five thousand dollars more than Janine for
his first role. Janine who was excited about the company and role she was hired into started
to second guess how she negotiated. Maybe she should have been more assertive. Maybe she
was taken advantage of. Had she made a mistake? Fast forward one year. Malcolm shares
with Janine that he feels stuck. He received only a 2% increase in his recent review.
He received no formal training and isn't enjoying the projects he's working on. Janine shares
that she's being considered for a promotion due to her contributions on a big project. She
also attended a leadership development program that has enabled her to improve her
influence skills. Even though Malcolm made more money initially, Janine may actually be on
a stronger career path that will ultimately yield more. So how do you know if a
company will have strong opportunities for you? One of the best ways is to ask
questions related to growth potential in the negotiation process.
You can ask what kind of formal and informal training is available? What opportunities
might there be for mentorships? What does the performance review process look like? Are
employees reviewed once a year, quarterly? Negotiating your first job offer can seem scary
and exciting all at the same time and of course you want to negotiate the highest possible
salary to set the tone for future increases. However, taking time to look at your total
compensation as well as what kind of opportunities might exist are just as important.
When negotiating your offer, think about Malcolm and Janine. What will you be telling your
friends one year from now about the offer you negotiated today?
Negotiate a new role at your company
- An internal move can be the ideal option when you want to take the next step in your
career without feeling like you're starting over. You get to preserve your relationships,
benefits, and credibility without the stress of a full-blown job hunt. While many companies
encourage their employees to explore in-house options, the actual process can seem awkward
at times. The biggest difference when negotiating a new position within your current
organization as opposed to one from outside is that you're a known entity.
The people you'll be negotiating with know your salary history, performance ratings, and
reputation. This, of course, takes away some of your power in negotiating a salary amount.
Therefore, internal etiquette can differ slightly than if you're being offered a job outside of
the company. To best negotiate in this unique situation, you should first define the type of
move you're considering making. Each type of move prompts different standards and
negotiation strategies.
Ask yourself what type of career move this new position will be. Is this a move up, sideways,
or even down? Let's start with a lateral move. This is where the new position is at the
same or similar level as your current role. For example, if you're a Senior Manager of
Marketing and the new position is a Senior Manager of Sales, then you might conclude that
this is a lateral move. Even though the content of the position is different, the company is
likely to benchmark the position similarly.
You can, of course, ask about a salary increase. However, if the company responds that this is
a lateral move and doesn't have room to increase your salary, you can ask about bonus
opportunity. Sometimes different roles and departments have different bonus programs or
perks based on the work being done. You may find that although your salary doesn't
change, or changes very little, you may actually earn more or less depending on the
performance of the new department you're going to.
What about a move down? In this case, the position may be at a level below your current
role. It's not uncommon for someone to make this kind of move if they feel their current
career path isn't right for them and they're making a choice to switch paths. To do so,
sometimes you have to take a step backward first. Depending on how different the new
position is from your current one, some companies will keep you at your current pay
regardless while others may expect you to reduce your salary to be in alignment with
peers in the new group.
This is something you'll want to clarify up front. What if it's a promotion? This would be the
case if the new position is at a higher level. For example, if you're currently a Senior
Manager of Marketing and you're being offered a Director of Sales position, you have the
most potential to negotiate a higher salary. In all three cases, I recommend to do your
homework first. As with all job offers, research industry norms to establish a range.
Although the person vacating the role, or peers of that role, may have the information you're
looking for, under no circumstances should you ask them how much they're being paid. This
could put someone in an uncomfortable position and in many cases, will get back to your
new boss, which could create an embarrassing situation. If you aren't sure, but only want to
make a move that's a promotion, then you can say something like, I'm excited about this new
position as I'm looking to grow my career.
However, based on our initial conversation, I'm not sure if this role provides an
opportunity for salary growth. If they say no immediately, then you know this isn't really a
promotion. And you'll have to evaluate if the opportunity is worth it. If you've established
that the new position is indeed a promotion, then you can expect the company to start with
an offer for a certain percentage increase from your current salary. If you're not happy with
the number you've been offered, you can say something like, I really appreciate the
opportunity and I'm excited to move into the new position.
My research tells me that the role has the potential to be paid at a base salary of $90,000.
Therefore, is it possible to get the base salary closer to that? When it comes to negotiating an
internal move, you want to avoid putting anyone in an uncomfortable position. Remember,
if things don't go well, you still have to work there so professionalism is extremely
important. If you do your research and ask the right questions up front, you can give yourself
the best possible chance to make a great career move without having to leave your current
company.
How women can negotiate with strength
- Women earn about 90% of what men earn until their mid-30's. After that, the gap grows,
in some cases, upward of 76% of what men are paid. Although there are thought to be
several factors contributing to this gap, how women approach salary negotiations is believed
to be a big contributor. Let's start by exploring why women may not be negotiating to their
fullest potential. There are numerous studies out there that help explain possible theories.
Some of their conclusions are it's expected that men will negotiate, but not the case for
women. Women who negotiate can be perceived as pushy, greedy, or demanding. Women
can negotiate for others better than on their own behalf. Women aren't sure what's
negotiable and when to negotiate. Some women report they just don't negotiate at all. Some
women believe that negotiating can cause confrontation, which would not be beneficial for a
salary negotiation.
Do any of these seem familiar to you? Regardless of the reasons that resonate most or least
with you personally, there are some techniques and strategies that can help. The first is to
recognize the job offer negotiation process as an opportunity to demonstrate your skills and
confidence. The actual skill of negotiation is seen in great leaders. Of course, what you
negotiate now will stay with you a long time. Every performance increase you get will be
based on what you are currently making, so the more you get now, the higher your increases
will be in the future.
Think of the negotiation as an opportunity to set the pace for future negotiations. Second, do
your homework. With knowledge comes power and confidence. If you feel secure in your
information, it's more likely you'll demonstrate that in a negotiation and focus on a business
conversation versus a personal one. Lastly, and perhaps most importantly, practice until you
feel confident. Along with being armed with the right data, practicing answering potential
questions and overcoming potential roadblocks can make the actual negotiation less stressful.
When we're calm, we come across as more powerful. So, what should you focus your
practice on? I recommend practicing making your business case. Practice statements about
your worth, such as my research indicates that this position has a potential salary range of 75
to 90 thousand dollars. Given my 10 years of experience in this field, as well as proven
results, I see myself at the top of this range.
Also, practice answering tough questions or statements that might arise from whom you're
negotiating with. For example, what would you do or say if the hiring manager makes you a
lower than expected offer. Write down exactly what you would say and practice saying it out
loud until it feels natural. You can also make a list of questions you can use to keep control of
the conversation without feeling like you're coming across as confrontational or demanding.
Some of those powerful questions are... Is this negotiable? When would you like an answer
by? If there's no further room for negotiation on base salary, what can you do in terms of a
sign-on bonus or stock options? Remember to negotiate a total compensation package versus
just salary. If you focus only on the salary, you may be missing the bigger picture and miss an
opportunity to negotiate other important elements.
Negotiation is all about influencing another party to embrace a mutually agreeable
solution. It's not about winning or losing. As women who may or may not feel comfortable
negotiating, in the end, a successful negotiator is nothing more than a great
communicator. They're master listeners who understand what's important to the other
party and can then skillfully connect their needs to solve the other party's problem, skills
that many women naturally bring to the table.
Regardless of your personal beliefs or challenges in negotiating a job offer, being prepared
will only increase your confidence and show the other party your leadership potential in
action, making your value go up.
5. Transitioning to Your New Job
How to give notice respectfully
- You've negotiated and accepted a great new offer. So, what do you do about your current
job? Well, many of us spend a lot of energy trying to land a new opportunity. Once the dust
settles, we then realize we have to give notice to our current employer. Depending on your
situation, the thought of this can be met with mixed emotions. Maybe you've been unhappy
with your current boss and have fantasized how you would make a dramatic exit. Or maybe
how you would silently disappear without a trace.
Regardless of your feelings about giving notice, the biggest challenge for most, is sorting
through those emotions and seeing the resignation process as a professional activity. When
preparing to give notice, people often ask me, do I have to give a two-week notice? Do I have
to put it in writing? Do I have to tell my boss in person? Do I have to tell everyone where I'm
going or why I'm leaving? These are all important questions that need to be thought through
before you take action.
A great starting place is to remember the golden rule of giving notice. Never leave on bad
terms. First, give plenty of notice. You're probably familiar with the two week standard. My
advice is to not give less than this. However, it is not atypical to give more. For example, if
you have a specialized skill set and leaving within two weeks leaves your current
employer in a bind, you can offer to stay longer to train someone else.
If possible, give notice in person as well as in writing. I once received a post-it on my desk
from an employee indicating that she was giving her two week notice. As her manager, I had
invested a lot of time and energy in training her and receiving this information on a postit, left a bad taste in my mouth. You don't have to provide every detail of your resignation, or
even get too personal, if you're not comfortable, but should provide some basic courtesy.
So, let's take a look at what this meeting might look like. - Thanks for meeting with me,
Dennis. I wanted to let you know that I've decided to leave the company to pursue another
opportunity. - I'm really sad to hear that you're leaving. You're an important part of the
team, and we're in the middle of that big project. - It was a difficult decision. I'd like to give a
two-week notice, but since things are so hectic right now, I'm available to stay an extra
week, if you need me to. - You know that would really help. That would give me the chance
to get somebody else up to speed, to keep the project moving.
Thank you. - Okay, then, I'll just plan on staying three weeks instead of two and I'll follow
up with a letter of resignation after our meeting. - You should also know that you're under
no obligation to give additional details about why you're leaving. So, answer questions with
as little, or as much detail as you feel comfortable. So how do you respond if your manager
does ask you for more information? I coach people to be honest and professional.
If you have a good relationship with your boss, you can offer constructive feedback, but
remember not to make it personal. Ask yourself, how will this feedback be received? And
how will I be perceived offering it? If you think there's any chance of backlash down the
road, my advice is to not offer it up. In response to this question, I once had an
employee whip out a laundry list of complaints, ranging from lazy coworkers to poor food
choices in the cafeteria.
I wondered why this employee waited until he resigned to share his feedback. It left me
thinking that if he had put as much energy working on solutions before he resigned, as he
did in typing out the long list for his exit interview, I might have been left with a better
impression. The last tip is to show gratitude for the opportunities and relationships during
your time with the company. You can send emails to those you want to show
appreciation. Think about coworkers and senior leaders you've interacted with.
Of course, don't forget to connect with them on LinkedIn. As you're giving notice,
remember that this is a professional activity, and not your last chance to tell everyone what
you really think of them. I realize there are cases when that might feel so good, but I promise
you, it won't help you in the long run. If you remember the golden rule we started
with, never leave on bad terms, giving notice can be a quick and painless process.
Now, you can start your new opportunity with a clear conscience and the type of reputation
that might bring about your next opportunity.
Next steps
- Each of us on average will have upward of 15 different jobs in our lifetime and that number
is growing. Yet, negotiating job offers has become more confusing than ever. As companies
continuously adapt to stay competitive, the job offers they make continue to reflect the same
diversity. What we've covered in this course will give you the insights and tools you need to
not only increase your awareness of what job offers look like today, but also help you be as
prepared as possible and successfully navigate what can sometimes be a complex process.
Whether it be thinking through your personal needs to preparing answers to tough
questions or even learning from others' mistakes, this course is all about preparation and
practice. I've also included a negotiation checklist in the exercise files, so you can get
prepared and stay on track. The current state of negotiating job offers challenges us to be
more transparent and more effectively utilize new resources to do our research. Just because
you can find it online doesn't mean it's accurate.
I recommend reputable online resources like Salary.com and Glassdoor.com, as well as
LinkedIn, to help you research or validate compensation information. We've learned that by
dispelling data negotiation myths, tapping into new resources, and getting more comfortable
asking for what you want, you can increase your confidence and therefore take more control
of your next career move. Negotiating the best job offer possible is all about knowing what
you want and having the skills to ask for it.
I hope this course helps increase your confidence and decrease your stress to make your next
job offer negotiation smooth and successful. Connect with me on LinkedIn. I'd love to have
you in my network and continue to share experiences.
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