Negotiation begins before you even get an offer….

What and how you communicate with your recruitment partner at all stages of your interview will help you establish the right negotiation point. Since recruiters come armed with a lot of experience and industry data they will help you not only understand your exact worth but also help you make the right ask.

While as a recruitment partner ITAAP helps candidates negotiate the best, ?these are some pointers you all can use

How to arrive at the right ask…

·?Why are you moving-identify what factors are compelling you to look for another job- write them down and don’t forget them throughout your journey of negotiation and closure

·?Know your value- and stick with it ! Before you go into a negotiation meeting, ask yourself this question and it will give you the confidence to make the right pitch

·?Minimum threshold- What is a minimum package that would make me feel valued and fairly compensated?

· Find out what other folks within the company, at your level, are drawing. Find out what other peers at your level in other companies are getting

· Do some research on how much hike has the hiring company given to other recent hires in the past- it may help you understand how much you can ask for

·?Do a reference check on the company like the company does on you- glassdoor reviews, other employees’ tenure/review , recruiter’s POW on the culture/people/manager etc

·?Don’t get caught in the FOMO- it’s a strategy we all recruiters use. You should sign up for the offer because its working for you and not because of the fear / anxiety of missing out. Don’t let an offer slip but don’t take up an offer that you will regret later.

Don’t have a singular narrative around your negotiation…

·??Don’t treat salary negotiation as a zero-sum game -- think about the budgets, costs and the trade-offs for the company too

·?The company wants to motivate you and set you up for success. But they also need to manage costs, ensure fairness/parity maintain standards for salary and title bands and not disturb the overall industry trends

·??Companies and recruiters can also see through your offer-shopping possibility . If you are sincerely wanting to take up an offer let your earnestness show.

·? It shouldn’t be go hard or go home all the time. Let the negotiation be harmonious bargaining, and sometimes not negotiating at all, can yield better long-term results.

·??Think about the post negotiation performance also . Sometimes too much of hard negotiation can magnify difference in interests and be a deal breaker

Lean in and ask…

What to do when a company’s offer cannot fully match your salary but you like the role and you are somewhat okay with the offer but want to push the envelope a little bit?!

·??Ask for a signing/joining bonus if a recruiter needs to fit you in a salary band

·??Ask for a possibility of a mid-term correction, if joining bonus is not possible

·??Ask for retention bonus if you think you are likely to see a long tenure with the company

·??Basis your past salary hike trends establish what you deserve

Remember, it’s a win-win if you pull up to the table to get to a successful outcome. But remember when you get up from the table everyone will not only remember the salary you arrived at but also how?the outcome was reached

Don’t hesitate in discussing your negotiation strategy with your recruitment partner. They will help you arrive as close as possible to your outcome. After all, a motivate candidate in the right job is all we all need.

From the Desk of the Founder of Its All About People (ITAAP),

Nidhi Kalra

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