50 Shades Of Secrets That Can Hurt Salary Negotiation

Gray is not a great color for anyone, especially when discussing salary.

Disclosing salaries can be a challenging for an employee. Candidates challenge me on the topic, and say well isn’t it a bit pre-mature to ask? I always thought there was black and white, and now I understand that everything in a job search is gray. Everyone is on a personal job search. Feelings and emotions are high during a search process. Candidates can be extremely overpaid or underpaid and this topic of salary can become sensitive. It can feel like recruiters are prying into your lives, ranking you, and judging your career. I have gotten into a few debates with applicants over why recruiters ask the question upfront and if it is rude and impolite. Some clients think that this information is confidential and private. Globally in countries like Canada and the UK, I have also learned that it may indeed be impolite to ask at all. It is not the norm to ask very early on in an interview but only toward the final stages. Severance packages, maternity leave, and vacation packages are also very different globally. It was an eye opener to me to see how hard Americans work and how little we do for our families as far as vacation time and family leave and maternity standards. Salary discussions need to happen, but when is the perfect timing?

Recruiters are not the enemy in a salary negotiation. We are actually a job agent of choice. Recruiters are there to negotiate a highest possible offer for you. It is important that we do not waste your time or our client’s time. Our clients pay us a fee to screen for appropriate candidates with skills and in certain salary ranges. I am not afraid to present top candidates who are over the benchmarks if they are superstars. I have had clients combine roles, or create new positions for top players who were out of ranges. It does happen. Trying to place you in a role where you are earning more than your boss wastes a client’s time, and no reputable recruiter will present a candidate without the defined salary. There are market rates and internal equity pieces that recruiters review and account for.

Yes, as a recruiter I do know many salaries and many industries, but that does not mean that I know your exact package. I ask for base salary, bonus, vacation, next review, equity, restricted stock and if you have anything that will be left on the table if you leave before the next bonus is paid out. I am not asking this to pry but to have the critical facts to negotiate at the end and at the beginning of the search to partner you with the best roles that may give you a bump in salary and career.

There was a firestorm of feedback from a recent blog, calling recruiters rude, and stating that recruiters should never ask salaries, but know all salaries, and judge candidates by skills and value they bring to a company. The woman writing the blog mentioned that a candidate should know the market rates for the job. She mentioned that you should say, “I think $50,000 is the market rate for the role, and this is what I would be willing to work for.” This sum is disclosed after a lot of hide and seek and vague answers back and forth with the company or recruiter.

I am not rude or impolite, and I do have manners. I was brought up in prep school.

I totally disagree with dancing around the issue and not disclosing information and salary and keeping it close to the vest. I will give you an example. Say that disclose a whole number that is in market range, but giving you a bit of a raise. “We can use $50,000 as a benchmark.” You then place that information on the application, and you are very confident and happy. The recruiter is told the same information: $50,000. You will be getting a raise, the number was in their range, and all is good.

What could be wrong?

Well I am not Anastasia, but I can tell you that secrets can hurt, and if you are a bit more open –minded, and partner with a recruiter, you may have gotten a higher salary.

Here are the secrets Mr. Grey:

The company disclosed to their favorite recruiter that their range was up to $55,000 and that they give twenty percent bonuses, and a small sign on if it makes sense. The client has disclosed to the recruiter, that they look at overall salary and not just base, when making an offer. The client looks at vacation weeks and stock as well. The offer is made based on your overall salary and a defined percentage of increase.

The peers in this select industry are extremely well paid. The benchmark is over the standard for the industry. The company, working with the recruiter, would have offered you a $55,000 salary and a sign on because you just missed their annual bonus payout. So Mr. Grey, are you sure keeping all the secrets is still worth the end result?

Disclose your salary, partner with recruiters and companies. Now you understand why recruiters we ask the salary. It is not to be rude or nosy. I would prefer all my candidates to be in the BLACK, not gray or red. Always ask,"Is there any flexibitity?" You can always ask and try to negotiate all of the parts of a package. There are many reasons to love a recruiter, and getting a really great package is one that you may not have gotten on your own.

Connect w/ me on linkedin.com directly. I accept all invitations. Feel free to view Lynn Radice Live on voiceamericabusiness.com for a lot of great interview and resume advice or access on demand at your convenience.

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