Talking about money is one of those topics that are difficult to discuss in job interviews.
Knowing when to approach the subject and how to negotiate it is a skill that requires practice and preparation, according to Mashable.
There are many reasons why we have a job, among them the passion for our profession, the desire to achieve positive change for our community or the need to earn money to support us.
The coursework writing service portal consulted with some experts on their strategies to obtain the desired salary. Here are their findings:
1. Do Not Talk about Money Very Soon
Should you talk about salary during the first interview? We all ask that question ourselves.
According to Randy Hood, an executive at HireRight, a firm that provides employee background check solutions, the answer is no.
Applicants should not bring up the salary issue during the first interview, and if the interviewer does, Hood suggests diverting the conversation to other issues.
“Redirect the interview to your achievements instead of the money. It will not be that the company focuses on their needs before they commit to need their services, “he said.
2. The Best Way to Answer the Question about Salary
While it is not a good idea to discuss this issue during the first interview, sooner or later the time will come to talk about salary expectations. Both parties want to know if they are in the same range or at least close.
According to Hannah Morgan, who works for CareerSherpa.net’s job search and career development blog, an applicant should not talk about salary before knowing exactly what the job is about.
“If the work requires extra hours, trips or very specific skills, these factors generally presuppose a higher salary. Often, these details are not discussed at the beginning of the interview, “she says.
“My advice is to say, ‘I would like to know more about all the requirements of the job and the package of benefits they offer before talking about my salary claims’. If the company insists on this matter, the applicant may ask: ‘What is your budget for this position?’ Usually, the company knows the answer, which provides a certain frame of reference. ”
3. Know the Budget of the Company
Many companies have salary ranges for each position, and most are willing to share this information during the selection process.
Tom Sykes, director of product management at Peoplefluent (talent management software provider), emphasizes the importance of being honest when it comes to answering salary questions.
“You will not want to propose too high a figure or perhaps accept a level of responsibility for which you do not feel ready,” Sykes says. “It’s also good to keep in mind the specific job title.”
Words like “senior” or “principal” can be indicators to get an idea of the remuneration, and there is much information on the Internet to investigate what would be a tentative remuneration for each position, depending on the country or the region.
4. What to Say if You Are Offered a Low Salary
Applicants must be prepared to deal with an initial offer of ‘unattractive’ salary. This does not mean that the company wants to pay less than you deserve, but perhaps you need to remind them of the value you can bring to the organization.
“Your trading strategy should not be based on your past earnings if these do not fit the new salary you would like to see,” says Hood. “Your strategy should be aimed at explaining to the employer the value you give to your job and your skills. Match your salary claims with your ability to meet and even exceed expectations. ”
5. Find Out about Bonuses
Before making a final decision about the job, applicants must consider other types of compensation within the negotiation. Morgan recommends that you first discuss the salary issue and then negotiate other types of bonuses, one by one.
“The applicant may have inquired whether the company usually offers bonuses or profits and how much we are talking about,“ says Morgan. “Even if the company has never offered these bonds, the applicant may ask if they intend to do so in the future.”
Health insurance and job performance incentives are other points to consider.
Sykes believes that there are several non-monetary benefits that companies can offer; a good example is training and professional development opportunities. “While these opportunities do not represent any income in the short term, the potential for professional development can become more profitable if we consider the medium or long term,” he adds.