1.6 billion Google results to this question. We decided to look into this from all 3 angles.
From the Candidate's point of view:
First of all, a remark that states the obvious. Unfortunately, as Candidates we can often forget in the heat of the moment:
“If you’re not completely happy with your starting salary you could face a lengthy catch-up process, or worse, find yourself looking for a new role not long after joining the company.” Source: 1)
The general framework recommended is the following:
Do your homework. Research salary levels before interviewing. Define your minimum acceptable salary
Make sure you clearly communicate your value during the interview. This is what you bring to the table and is relevant to the company.
When an offer is made negotiate the whole package
Don’t fall for the signing bonus if you can get a permanent increase. A signing bonus is meant to compensate you for the bonus you lose when you leave your current position. Or for a possible relocation requirement. But be mindful: annualized is always better than one-offs.
When discussing the best moment for the Q, opinions are mixed:
-avoid the subject during initial encounters (but its always a trade-off with the time available to invest in a recruiting process that may pay lower than your minimum acceptable)
-reverse the question to the employer (this is always a great idea)
-state a range (also valid in our opinion)
From the Client's point of view
C Level Finance approach
C Level Finance
Shortlist în 3 weeks, guaranteed
Fixed fees, agreed upon from the start
Free recruiting guarantee 12 months
Sources:
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