Negotiate your salary by Hervé Simonot

1/ When are you supposed to talk about salary?

Hervé Simonot, Partner Mac Allister – Recruitment consultancy

Beforehand, the preparation is essential. Therefore, the first thing the applicant must know is what he or she exactly wants. Then, obviously, the applicant must know what he or she’s worth. But how can you evaluate your value on the market? Several studies exist: APEC, for example, regularly releases salary studies. There can also be recruitment consultancies networks, and your own professional network, working in different companies, can also help you get concrete information.. Finally, there are job boards that will give you an immediate picture of the market practices.

The moment you talk about salary, it means that the applicant’s profile and experience meet the recruiter’s expectations. Iit is possible to talk about salary during the first job interview, but only if your arguments are based on factual information. I’ll give an example: job advertisements. They include clear information about salary and the job’s other advantages.

You should be attentive during the interview, which has to be a relatively measured discussion, because it will enable you to understand when it is a good time to talk about salary and can sometimes give you clues. For example, the recruiter can talk about a salary scale or say that the salary will be negotiated with your superior. These elements will be useful and you should remember them.

2/ How to talk about salary?

First, you need to be able to explain clearly who you are and what value-added you can bring, without any exaggeration or awkwardness. Your goal should be to make your interlocutor think “This person is able to bring me something more”.

Second, you need to be able to talk about all kinds of salary and to really understand how your salary system works. When you talk about salary, make sure you use some words wisely, such as profit sharing. Some companies don’t necessarily have profit sharing for example, regarding their statuses and organizations. Obviously, inappropriate arguments could make your interlocutor doubt and have a negative impact on the negotiation.

3/ And if the offer does not meet your expectations?

Firstly, I think you need to be able to challenge yourself, to take a risk and to suggest, for example “Give me a challenge, a mission that will enable me to approach my salary expectations”.

Secondly, you need to stay open and to take initiatives. Stay open is making your interlocutor understand that you understand that you understand his or her discourse and situation. Take initiatives means showing him or her, suggesting him or her things that could enable you to get the salary you want.

I’ll give two examples: either a subsequent renegotiation, at the end of your probation period. Second example: professional trainings. Professional trainings are advantageous since you’ll win value-added on the market and because they will enable you to be more efficient and to get more missions within the company. Focus your negotiation on facts, of course, but facts that are advantageous both to the company and yourself.