salary negotiation

Whether you’re negotiating your salary for a new role or an internal promotion or pay rise...

WE’VE GOT THE GOODS.

ONE

TALK ABOUT YOUR VALUE. To establish the right price for your role, you need to articulate your value to your interviewer or Manager. This means pulling together examples where you have added value to your company. Think both quantitative and qualitative achievements. You should present your achievements with a humble confidence.

TWO

RESEARCH THE MARKET. Do your research to be sure the salary is in line with industry standards. Speak to recruiters, download guides and do your research. Remember don’t use a single source - ranges can vary significantly. Be industry specific and consider company size in your search. Salaries can vary greatly depending on the size and volume of portfolio. Eg. If you work for an SME, don’t pitch a salary that fits a global luxury brand.

THREE

GIVE A NUMBER NOT A RANGE. We say this with love. because if you give a range, you will almost always be offered the lower number in your range. Even if that lower number is what you actually want, you make a stronger statement by stating a single number. Ranges can sound a little wishy-washy and like you don’t know your stuff. So be specific!

FOUR

MAKE IT TIMELY. For job-seekers, this means wait to be asked your expectations. There is no need for salary discussions at any other time … If you bring this up without being asked, you run the risk of coming across as money-hungry. For internal players, this means ensuring you are pitching an increase at a time when you can prove you truly have shown quantitive value to your company and that you are exceeding the expectations of your role.

FIVE

BE HUMBLE. We don’t see the need for an aggressive or pompous salary request or increase pitch! You should always present with grace and humbleness. Humble pie is of course the tastiest treat on the market. Be confident and kind, back yourself with the data and let your achievements do the persuading.