Negotiations are about more than salary. Time off, work location and stock options are negotiable elements of a compensation package. Experts on LinkedIn advise you to know your worth and priorities. Those will help you haggle any aspect of a job offer. Preparation and clear communication are key. Recruiter Bryan Blair says he gathers information about the candidate's priorities and the company's flexibility. For instance, if you prefer a hybrid work arrangement and are willing to take a lower salary for it, that's the kind of give-and-take that could work for both sides. Job search strategist Camile Gromowski suggests speaking to a benefits representative before accepting an offer. That way you can ask specific questions about coverages that pertain to your or your family's situation. Career counselor Nathalie Cooper says to prepare for counteroffers "by anticipating objections." Cooper also recommends defining your minimums and deal-breakers. Read more: https://lnkd.in/ejuxTeer Summary ✍: Todd Dybas 📸: Getty Images #salary #negotiation

Decent tips for salary negotiation.

One of the most contentious aspects of any interview revolves around the topic of compensation. The question inevitably arises: "What is the salary range?" Both the employer and the candidate often hesitate to disclose their expectations, each fearing potential disadvantage. However, this reluctance to engage transparently can ultimately be detrimental to both parties. In reality, avoiding open discussion about compensation means missing out on a crucial opportunity. In the vast majority of cases, a compensation package is already determined, aligning with budgetary constraints, the candidate's expectations, and prevailing market rates for similar roles. The paramount objective of this conversation should be finding alignment. It's essential to prioritize mutual understanding and agreement on compensation terms. If the candidate is the right fit for the role, demonstrating flexibility in the overall package can be instrumental in attracting top talent. Candidates, too, should be open and honest about their compensation expectations. Most candidates have a minimum threshold that they would accept, and by sharing their range, they ensure that they are not wasting their time pursuing opportunities that do not meet their financial needs. Openness from both parties fosters a more productive and mutually beneficial discussion. #interview #jobinterview #jobseekers #hiring #recruitment

#JobSeekers - Does anyone want to talk about 🚩 red flags when it comes to the job offer process? Here are a few I've seen out there, feel free to add more in the comments! 🚩 Hiring manager or recruiter can't articulate what the budget is for the role. 🚩 Attempts to negotiate or discuss compensation are ignored. 🚩 Benefits, employee 'perks' & policies are not shared in writing alongside the offer letter. 🚩 A role with variable compensation doesn't include the compensation plan in the offer. 🚩 For roles with equity offers, the vesting schedule and details are not provided along with the offer. 🚩 Job description is vague or non-existent, or doesn't align with the original job post. 🚩 Over-reaching non-compete agreements, especially with the recent rulings from the NLRB 🚩 Compensation doesn't meet industry benchmarks. 🚩 Pressure to respond immediately. Have you come across any of these, or do you have others to add?

#SalaryNegotiations That initial rush of excitement after receiving a job offer can quickly diminish when the offer doesn't quite align with your expectations. For many, the fear of jeopardizing the opportunity can deter them from entering into negotiations. But fear not, it's a normal part of the process! Here's some advice if you find yourself in this predicament... ✅ Honesty is Key Remember, it's in your best interest, as well the hiring managers and recruiters, to ensure you're satisfied with the offer and can confidently embark on this new journey. Right from the outset, be transparent with your expectations. While it may be tempting to embellish your current salary or competing offers, honesty is always the best policy. ✅ Consider Everything Occasionally, hiring managers have constraints on salary adjustments. In such cases, explore alternative avenues. Could they offer additional professional development opportunities, flexible work arrangements, or enhanced benefits? Sometimes, these perks can offer more value! ✅ Knowledge is Power Take the time to delve into industry standards. At Nicholson Glover, we conduct annual salary reviews and can provide you with a comprehensive salary guide for Research, Strategy, or Data - just drop me a message if you're interested. ✅ Build a Case Why do you deserve a higher salary? Highlight what you can bring to the table and the value you might add to the team. Be prepared to articulate how your skills and experience directly contribute to the company's success. Remember, salary negotiations may seem daunting, but they're an integral part of the recruitment process - one that shouldn't be shied away from. Go in with confidence and embrace the opportunity! #recruitment #awkwardconvo

Negotiations are about more than salary. Time off, work location and stock options are negotiable elements of a compensation package. Experts on LinkedIn advise you to know your worth and priorities. Those will help you haggle any aspect of a job offer. Preparation and clear communication are key. Recruiter Bryan Blair says he gathers information about the candidate's priorities and the company's flexibility. For instance, if you prefer a hybrid work arrangement and are willing to take a lower salary for it, that's the kind of give-and-take that could work for both sides. Job search strategist Camile Gromowski suggests speaking to a benefits representative before accepting an offer. That way you can ask specific questions about coverages that pertain to your or your family's situation. Career counselor Nathalie Cooper says to prepare for counteroffers "by anticipating objections." Cooper also recommends defining your minimums and deal-breakers. Read more:https://lnkd.in/ejuxTeer Summary ✍: Todd Dybas

Rejections causes stress and anxiety when you are rejected for the post applied. This helps us to understand what we can do better to get job offer and happy with a pleasing salary. #CareerGrowth #ProfessionalDevelopment #LeadershipSkills #ContinuousLearning #SkillBuilding #FutureOfWork #ConnectAndGrow #BuildingConnections #JobOpportunities #HiringNow #CareerAdvice #TalentAcquisition #JobSearchTips #CompanyCulture

As a recruiter, when it comes to screening candidates, there's always that ONE awkward part of the conversation that you need to address head on: the money talk. It's absolutely crucial to have this buttoned up before you even think about presenting a candidate, because it can (and will, most likely) come back to bite you when you get to the offer stage. It's Murphy's Law, right? And sometimes, cold hard cash may be the PRIME motivator for a candidate to make a change in their career, but you know something? There's NOTHING wrong with that. It’s time to normalize money as a key motivator in career decisions. Candidates, it’s perfectly OK to be driven by salary expectations; knowing your worth and having a target salary in mind showcases your awareness and professionalism. Be clear and confident about your financial goals. Recruiters, remember, if a candidate prioritizes salary, it doesn't diminish their passion or potential. It often highlights a gap in their current compensation. Rather than viewing it as a red flag, understand it as a part of ensuring fair and competitive remuneration. This approach not only respects the candidate's honesty but also aligns with equitable hiring practices. Let’s foster an environment where open discussions about compensation are not just accepted but encouraged. Because when expectations meet transparency, everybody wins. #SalaryNegotiation #CareerGoals #FairCompensation #RecruitmentBestPractices #KnowYourWorth #OpenConversations

Recently, I had an interview at a well-known company with an impressive annual turnover of over 1000 crores. Everything seemed to be going smoothly – the interviewer was impressed with my past performances and achievements, and I was equally eager to join their esteemed organization. After all the discussions, documentation, and salary negotiations, just when I was expecting the offer letter, I received a call from HR. They insisted I join the company within 7 days, with a maximum allowance of 10 days. This posed a problem as my current employer required a 30-day notice period. I tried to negotiate with my seniors, but the policy remained firm. When I explained this to the HR, they insisted that I commit to joining within their tight timeframe, even though they also required a relieving letter from my current employer. Feeling pressured and sensing their intentional tactics, I reluctantly declined their offer. It didn't sit right with me that they demanded such a short notice period while expecting a relieving letter. Interestingly, a few weeks later, I saw on LinkedIn that employees were talking about the same company's 90-day notice period. In one of their employees post, he mentioned that according to his contract and position, 30 days was the notice period, but the company was forcing him to serve 90 days. I was surprised because they expect new hires to start immediately, but asking departing employees to wait 90 days seems unfair. It turned out, saying no to their offer was a wise decision after all. #workplacefairness #noticeperiod #hrpolicies #careermove #jobsearch