Discussing salary during a job interview is a delicate matter, so it is crucial to understand the key principles that form the basis for a productive conversation. Three main rules can be highlighted, from which subsequent guidelines derive.
1. Determine the interviewer's level of decision-making influence.
2. Ask the right questions and document responses at each stage of the interview process.
3. Avoid rushing in the negotiation process.
The first rule applies to addressing all questions related to the employment process. If the candidate understands who is conducting the interview, it helps avoid inappropriate questions that fall outside the competence of that particular staff member and ensures that the discussion is focused.
For instance, the decision regarding the salary level for a manager is made by the owner and shareholders of the company, not the recruiter. However, questions about the candidate's financial expectations will be asked at this level. It is essential for the hiring specialist to assess how well the applicant understands the value of their skills, competencies, and experience, how they position themselves, and what they aim to achieve in the negotiation process.
The candidate's task is not to disclose a specific income figure but to ask counter questions, redirect the recruiter's attention, and emphasize their achievements. Negotiation tactics will differ when dealing with a decision-maker. For an owner, the focus is on the results in terms of potential profit the candidate can bring to the company.
The more detailed the candidate's solution to the company's problems, with a step-by-step strategy, specific timelines, projected profits, and potential risks, the higher the likelihood of receiving a positive hiring decision. In the practice of career producer Alena Vysotskaya's agency, there was a client who convincingly demonstrated his value to the prospective employer. He developed a detailed plan for launching a new product line, including final profits. As a result, he received an offer with the desired salary figure, surpassing the initial company offer.
Employers may exceed the budget for a vacancy if they see substantial reasons. The candidate identifies long-standing company issues they can resolve and proposes a step-by-step implementation plan. The candidate may also expand the initially proposed role by taking responsibility for additional areas they are familiar with.
Therefore, it is crucial not only to respond to the interviewer's questions but also to document significant facts at each stage of the interview to have the ability to skillfully navigate them.
It is assumed that a valuable manager in the job market has a sufficient number of job offers. They are waiting for the best employment option based on salary, working conditions, the level of interest in tasks, and are not negotiating the salary amount at the first meeting.
The candidate's goal is to maximize the employer's interest in their candidacy, substantiate their value with real facts, and demonstrate the benefits they can bring to the future company in terms of results.
Other aspects to consider during salary negotiations:
1. "What is written with a pen cannot be cut down with an axe." Follow this principle to ensure that agreements during the final interview rounds are documented in writing, not just verbally. This "insurance" serves as a reminder to all parties involved about their obligations. For example, it reminds the employer of unfulfilled promises after the agreed-upon time or informs the candidate about additional responsibilities mentioned during the interview.
2. Written agreements are especially helpful for inexperienced candidates, as it is challenging to remember all the details, and a documented format allows them to organize and utilize information more effectively.
3. Understand the salary structure, including the base salary and bonus components. Depending on the position and the manager's responsibilities, this structure may vary. Career producer Alena Vysotskaya's experience suggests that a manager's income is influenced by their performance. The better the results, the greater the financial rewards, which may include social benefits, corporate perks, and various compensations.
4. Clarify the salary formation scheme. While it typically consists of equal parts of base income and bonus components, the structure may change based on the position and managerial responsibilities. Sometimes, employers find it advantageous to decrease the fixed salary to reduce payroll taxes and increase the bonus portion.
Therefore, refrain from providing a final answer until all aspects of the agreements are clear. You should have a precise understanding of your job description, the nature of the work, the fixed salary amount, bonuses, additional benefits, and the components of the compensation package before giving a conclusive response.
1. Determine the interviewer's level of decision-making influence.
2. Ask the right questions and document responses at each stage of the interview process.
3. Avoid rushing in the negotiation process.
The first rule applies to addressing all questions related to the employment process. If the candidate understands who is conducting the interview, it helps avoid inappropriate questions that fall outside the competence of that particular staff member and ensures that the discussion is focused.
For instance, the decision regarding the salary level for a manager is made by the owner and shareholders of the company, not the recruiter. However, questions about the candidate's financial expectations will be asked at this level. It is essential for the hiring specialist to assess how well the applicant understands the value of their skills, competencies, and experience, how they position themselves, and what they aim to achieve in the negotiation process.
The candidate's task is not to disclose a specific income figure but to ask counter questions, redirect the recruiter's attention, and emphasize their achievements. Negotiation tactics will differ when dealing with a decision-maker. For an owner, the focus is on the results in terms of potential profit the candidate can bring to the company.
The more detailed the candidate's solution to the company's problems, with a step-by-step strategy, specific timelines, projected profits, and potential risks, the higher the likelihood of receiving a positive hiring decision. In the practice of career producer Alena Vysotskaya's agency, there was a client who convincingly demonstrated his value to the prospective employer. He developed a detailed plan for launching a new product line, including final profits. As a result, he received an offer with the desired salary figure, surpassing the initial company offer.
Employers may exceed the budget for a vacancy if they see substantial reasons. The candidate identifies long-standing company issues they can resolve and proposes a step-by-step implementation plan. The candidate may also expand the initially proposed role by taking responsibility for additional areas they are familiar with.
Therefore, it is crucial not only to respond to the interviewer's questions but also to document significant facts at each stage of the interview to have the ability to skillfully navigate them.
It is assumed that a valuable manager in the job market has a sufficient number of job offers. They are waiting for the best employment option based on salary, working conditions, the level of interest in tasks, and are not negotiating the salary amount at the first meeting.
The candidate's goal is to maximize the employer's interest in their candidacy, substantiate their value with real facts, and demonstrate the benefits they can bring to the future company in terms of results.
Other aspects to consider during salary negotiations:
1. "What is written with a pen cannot be cut down with an axe." Follow this principle to ensure that agreements during the final interview rounds are documented in writing, not just verbally. This "insurance" serves as a reminder to all parties involved about their obligations. For example, it reminds the employer of unfulfilled promises after the agreed-upon time or informs the candidate about additional responsibilities mentioned during the interview.
2. Written agreements are especially helpful for inexperienced candidates, as it is challenging to remember all the details, and a documented format allows them to organize and utilize information more effectively.
3. Understand the salary structure, including the base salary and bonus components. Depending on the position and the manager's responsibilities, this structure may vary. Career producer Alena Vysotskaya's experience suggests that a manager's income is influenced by their performance. The better the results, the greater the financial rewards, which may include social benefits, corporate perks, and various compensations.
4. Clarify the salary formation scheme. While it typically consists of equal parts of base income and bonus components, the structure may change based on the position and managerial responsibilities. Sometimes, employers find it advantageous to decrease the fixed salary to reduce payroll taxes and increase the bonus portion.
Therefore, refrain from providing a final answer until all aspects of the agreements are clear. You should have a precise understanding of your job description, the nature of the work, the fixed salary amount, bonuses, additional benefits, and the components of the compensation package before giving a conclusive response.