By Mark Wilkinson So, you've found a fantastic new employee for your business; great news, the hard bit's over! Now, you could be faced with three situations… They accept your offer (great, perfect, fantastic)! They decline your offer (booooo)! Or you enter into a salary negotiation. Job candidates are absolutely within their right to "haggle" during the recruitment process — in fact, most recruiters expect it these days. Here are ten tips to make sure the process goes smoothly — for both parties. 1. Choose the right salary in the first place. Before you even start interviewing, you should come up with a good, fair salary for the role. You'll obviously need to consider… The job seniority (will they manage people, projects, caseloads)? The skills needed (are they rare, sought-after and hard-earned)? The industry (is there a skills shortage or an abundance of job-seekers)? The current job market (how competitive is it)? The current economy (how much can you afford to pay)? …amongst many other things.
Job interview salary negotiation letter current job
Ensure that the salary you choose is fair, affordable and attractive — and that you stick to it throughout the entire process; advertising it on your job advert and in all communication with candidates. Recruiter Pro Tip When making this decision, it's a good idea to benchmark against other, similar companies. A great little trick is to use Indeed as a guide. Search for job adverts that advertise the same role that you are and see how much they offer applicants. (Of course, take industry, location and your specific company needs into consideration too). Leave yourself with a little wiggle room should your successful candidate attempt to negotiate, whilst ensuring that you are actually willing to pay the upper boundary, for the perfect person. 2. Find out what their current salary is. It's a good idea to find out a candidate's current salary, early on in the recruitment process. (Of course, they don't have to tell you. ) This also gives you a chance to suss out whether the role is genuinely right for them.
But you MUST follow through with that promise. You'll only lose your new staff member's trust and loyalty if you don't. 9. Watch your attitude. This isn't a competition. Remember; this person could work with you for the foreseeable future and you really don't want to start off on the wrong foot. Behaving ruthlessly, arrogantly and stingily isn't going to go down well. Make sure there is some give and take (another reason to offer slightly lower than your upper limit in the first place). It's also important NOT to get emotional. Giving away signs of anger or aggression, upset or frustration isn't professional and will simply put the candidate off taking the job in the first place. 10. Don't be too judgmental. Salary negotiations are pretty scary for candidates. They're putting a lot on the line and as such, they might make a mistake, say something silly or come across a little too pushy. Take a step back, consider the situation and try not to get put off so easily. Guide them through the process.
Get help with salary research resources at salary negotiations give valid supporting data for the changes you want clarify that you are open to further discussion and negotiation restate your motivation to start the job as soon as possible under the right conditions convey a respectful tone throughout the salary negotiation letter A job offer negotiation letter or salary negotiation email, also known as a counter-proposal, clarifies your position and justifies your salary request with facts and figures. If your arguments are realistic, you should be able to persuade the employer to adjust the offer appropriately. Frequently asked questions about the salary negotiation email What should I put as the subject line for the email? Keep your subject line generic. Good subject line examples include: Job Title - Job Offer Thank You for the Job Offer Your Name - Job Offer Is it better to negotiate in person? Negotiating in person can be nerve wracking and makes some people feel very uncomfortable.
I know that we can come to a mutual agreement on an acceptable compensation package. Recruiter, Thank you for offering me the Marketing Director position in Seattle. I'm excited about the position, and I'm confident that I can contribute a lot to the company. Before I can accept however, I would like to discuss compensation with you. I am currently living in Moses Lake in Eastern Washington making $70, 000. While the salary you offered me of $83, 000 is more than what I make now, the cost of living in Seattle is much more expensive than living in Moses Lake, making my actual pay worth much less than what I make now. For example, according to the CNN Cost of Living Calculator, housing in Seattle is 71% more, utilities are 31% more, and transportation is 19% more. I would have to make at least $91, 000 in Seattle to continue my same standard of living. I would really like to work for Company Z, and I'm excited about my future potential, so I am willing to transfer for $89, 500. I hope that we can come to a mutual agreement.
Last updated on March 20th, 2020 at 07:36 am You got a job offer. A great position. Actually, you have always dreamed of this particular job, and you made a great effort to prepare for your interview in the company–an effort that has eventually paid off. You did great. They are impressed. Everything seems perfect, but one thing is missing: The salary offer is not that great. It is worse than you expected. Actually it is quite horrible… What should you do in this case? Should you simply reject their offer? Or should you try to negotiate a better salary, writing a letter after the interview? But how to write such a letter? To whom should you address it? And how to make sure that it won't close your doors to the company forever? I will try to answer the questions in this article. * Do not forget to check also: Salary counter offer tips. Main parts on an excellent letter Let's have a look at three principal parts that should not be missing on your letter. First part: Praise and pleasantries In the beginning of your writing you should thank the employer for offering you a job.
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Negotiate Benefits: Consider whether there are employee benefits and perks that might be negotiable, even if the salary isn't. For example, the employer might be willing to offer you telecommuting privileges once a week, or an alternate schedule. Depending on your preferences and situation, arrangements like that might be worth accepting a slightly lower paycheck. Negotiating a Raise Prepare: If you are currently employed and want a raise, start by being prepared. Gather your salary research, average raise data, recent performance appraisals that document your achievements, and any other relevant information. Be aware of company policy regarding compensation. Some employers are limited by budget constraints and can only give raises at certain times of the year, regardless of the circumstances. Have a Clear Idea of What You Want: Determine the salary range you're looking for and the justification for the increase and have both ready to review with your supervisor. Be Flexible: Would you consider an extra couple of weeks of vacation instead of a raise?