Posted under Compensation, Interviewing on March 10th, 2007
In an employer-driven market, how much negotiating power do you, the job seeker, really have? The answer lies in your value to the company.
In a booming economy with high employment numbers, companies want valuable employees who are investments rather than expenses. If you cost a company less than the amount you will make for them, salary is open for negotiation.
The rule of “who goes first” never changes – the company should put their offer on the table for you to fairly evaluate. You can then create value (negotiate) using C-A-R (challenge, action, result) accomplishments. If you show “how you did the job” rather than just “what you did on the job,” you begin to establish yourself as a solid investment.
When how you did the job translates to your ability to solve problems, resolve challenges, and improve situations, you have moved to in–demand status.
Once you have positioned yourself as a candidate who can deliver, you can negotiate your salary as well as performance-based bonuses as a part of your overall package. It’s a win/win for both of you. If you perform, you get the bonus and solidify your value … and your employer is happy because you positively impacted his bottom–line.
If the thought of negotiating salary causes you to shake in your shoes, get some help. I highly recommend picking up a copy of “How to Make a Thousand Dollars a Minute in Salary Negotiations.” This easy–to–read guide will provide you with confidence-producing scripts you can tailor to suit your personal style … and help position you to win the salary you deserve.
Posted by Cindy Kraft
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