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LAST SALARY SLIP + EMPLOYERS NEED FOR YOU + YOUR CONFIDENCE TO DO THE ASSIGNMENT + EXPERIENCE + TEAM BUILDING + EXPERTIES ON THE MARKET/ INDUSTRY + += YOUR EXPERIENCE FROM THE TOP COMPANY OF THE INDUSTRY ,,,,,,,,, THESE ALL ARE THYE KEY FACTORS TO NEGOTIATE A BETTER PROSTECT............ GOOD DAY
My last contract, my most lucrative yet, I simply answered, ''Well, pay me what you think I'm worth'' when asked, ''How much money do you need?'' Employers always have a range in mind. I'll try this again, it worked really well.
#1 Put in mind:
- win/win situation
- Your last salary
- How much the new company needs you
- The new company vision & mission, strategies, and goals
- The reason why you leave the previous job: do you look for salary raise? or someting else
- The global & local economic status + the size & income of the hiring company
- The salary average for the same position, roles & responsibilities
- The other benefits you may earn with the new company, even of they are not financial
#2: Leave the salary negotiation for the final stage of hiring
#3: Earn some salary negotiation expertise from the previous interviews
#4: If you know the new employer could not afford your salary then don't apply for the job, or just terminate the process with them
#5: When negotiate, don't show any signs of hisitate, shame, fear, embarasse, anger, or any negative feelings
#6: Practice salary negotiation may be with a friend, a collegue, or a amily member
Negotiations for salary have always been very difficult but if we want a good salary than we should not negotiate for salary instead of that we should try to express our experience and the value we can add to employer business. This will provide not only salary but a eye catching phenomenon for a different and good reputation.
It has to be done in a realistic and scientific way. Finance can provide the range and leverage for it defining the upper limit fixed for the said resource in anticipation of the minimum value realisation over a given time frame.
It depends upon which side of table you are sitting. If you are gonna be employee, start from a higher package than your desired one and don't jump too high.
If you are employer, start from a lower package than offered in the market. Or reduce his expected salary by30% and offer him/her70% of what he demanded.
I'm considering from employee side. Salary negotiation is important but not essential. This issue could be prepared before interview (where negotiation usualy take place). Doing research of salary range on the markets which is equal towards position and company level. Asking advise from seniors or friends who have same posision with purposed occupation. Following the market range is always better choice for this. While for someone who have rich experience and special achievement in top management level, there will be a different story then, he/ she will have more bargaining chances rather than the lower.
Very good question Fidaa
Agreed with both answers given by
Mr.:Zafar & Mr.:Irphan too for sure
both of then did it in perfectly discription
Salary negotiation depends on how employees potential to perform the job and why organization needs to hem or her? Salary will be calculated on the basis of education, knowledge, experience, achievements and skills. HR can lead the negotiation process with consultantion of Finance Division. Otherwise, organizational objectives will be unreachable.
i think for candidate point of View, it depend upon your thinking level about yourself , your goals if you are fresh graduate let your Employer decide whether you are right candidate , than talk about salary.
your goal is to allow the employer to suggest a salary. Lots of people find it awkward to evade direct questions about salary history, which i think wrong Approach.
so bottom line is try to negoitation your salary after employer evaluation , make range in your mind and planning beofore negiotation.
Unfortuantely employers base their negotiation on a wrong that that the candidate needs them more than they need him. That's why they try to under-value the candidate and make him very low offer. They should be fair and base their offer on the value of this candidate and company's needs to this candidate and his skills.
Candidates, even if they hardly need this job, they should not under-qualify themselves. Also, they should not look at the salary separately, instead, they should look at the combination of salary, company status. other financial benefits, future perspectives, development opportunities...
