Getting the best deal
Salary negotiations and benefits at mid-level are a hot bed of opportunity as you have established some relevant experience alongside knowledge of a working environment. You may even have discovered you would like to re-direct your training and take an alternative career path.
At this stage you could have been exposed to limited negotiation, and have achieved extra benefits such as performance bonuses or flexi-time. Further responsibilities such as a family, mortgage and relocation issues are now considerations of any job change, and will become increasingly important when you reach the negotiation stage. The value of extra holiday time or company car/allowance for example, can become a lucrative offer if you have a family to support.
There are alternative ways you can respond to an employer to gauge how flexible they will be in engaging in a negotiation. If asked during interview what salary you are currently earning you could respond that you do not feel your present wage is reflective of your skills and your main concern is securing the right job role. It is often awkward not to answer this question in interview. In this scenario you must try to respond positively and direct the conversation, as your current salary is a benchmark for the employer. It dictates what you will accept and can influence their judgement on what to offer later.
If asked what your salary expectations are prior to an offer, say that you have a range but that it really will depend upon the total package - this can also lead into discussing what benefits are available to you. If pushed on the subject, have a range in mind, with the bottom of the range what you must have and the top 10-15% above what you’d take. Remember to be prepared to defend your proposals by backing up your reasons with meaningful work related examples/skills; also make sure it is formed from your analysis of the market.
If you are made an offer (and only when this is ‘on the table’) you then have room and power to negotiate. This is a starting point not a finishing one. If the employer offers a figure/package and it’s lower than what you need you can let them know how much you would like the opportunity and reiterate your previous experience and qualifications as an acknowledgement of your worth to the role. A salary is normally assigned to an individual, not a post, and it is negotiable depending on the person and their skill set.
At this point you may need to be fairly direct and assertive even though you may feel extremely vulnerable. Keep in mind that the employer has chosen you from a pool of candidates so you are in a good position.
Use timing to establish your value in the eyes of the employer. If they come back with a second offer and you still feel unhappy ask if you can take a little time to think about it. This may mean re-evaluating your needs and financial demands and thinking about if the pay drop is worth it to work for this particular company - are they credible and will it lead to future opportunities with them/another employer? You can also ask that the starting salary be offset by other benefits such as extra holiday time, flexi-time options, or the ability to work from home on a planned basis. These options are often substantial alternatives to a financial shortfall.
If the employer chooses not to grant any of your requests, which they can do, you will still have the option of accepting the original offer. You must also accept that at this stage you have tried out all avenues, and the only answer may be to turn down the job offer.
