We want to work, yes, but also earn a good salary; at least a fair salary. It doesn’t happen… much. In fact, we saw recently that, according to a survey carried out by Mint Life, 58% of Millennials do not consider salary negotiation with HR. In the same survey by Mint Life, 1 out of 4 applicants has not negotiated their salary because they do not know how.
Therefore, because salary is very important, one of the moments that generates the most concern in any job interview is when we are asked about our salary expectations. The question, if it arises in the talk, is always left until the end at the company’s discretion (surely we would talk about it a little before).
We must make the interviewer see what qualities are necessary to make the company grow.
So how do we negotiate our salary? We have done some research that gives us a series of guidelines to face this moment naturally and professionally, regardless of the position you aspire to. These are the 7 tips that this comprehensive guide includes and answer ‘How to negotiate salary with HR?’ But first, let’s dig around to know why negotiation skill is important.
Why Are Negotiation Skills Important?
Mastering a set of proven trading techniques can pay big dividends over a lifetime. In fact, strong negotiation skills may be one of the most valuable assets a person can have. Throughout life, the negotiation process can come into play in the following activities: the buying and selling of goods, supervising real estate transactions, salary negotiation with HR (from setting a starting salary to finding a higher salary), the evaluation of the market value of a good or service and the resolution of problems in interpersonal dynamics, including conflict resolution. And this list has no end. At every step of our lives, we need to negotiate. Therefore, negotiation is an essential skill that a person needs to acquire.
How to Negotiate with HR for Salary?
Further, let us tell you the good news: having the job of your dreams with the remuneration you want is possible. It will just require solid arguments that allow you to handle the negotiation… If you are still not convinced of this, put these 7 tips into practice and see for yourself!
1. Analyse Salaries in your Sector
It is important to go to a job interview with prior knowledge about the salary that corresponds to your job, sector and performance. Searching for companies in the sector in the same region and knowing the approximate salaries they are allocated will allow you to face the interview with greater professionalism and confidence.
2. Analyze the Company and your Job
Investigate the labor market; don’t just review profiles and positions similar to yours in other companies. Before salary negotiation with HR, check the activities they perform and even redefine your position. Also, consider that organization sizes are different. So, your position may not really be the same elsewhere. In fact, knowing the trends will allow you to be more objective when making your request. For example, if you are a developer, you are part of the high-demand profiles and this increases the possibility of achieving a better income.
3. Consider your work as Necessary and Irreplaceable
The interviewer should be able to understand the real value you can bring to your new position. Make them see how necessary your unique qualities are to make the team and the company grow. A good practice is to think about some projects you were involved in previous work that achieved success.
4. Define your Needs – Salary Negotiation with HR
Extra money doesn’t hurt anyone. However, this is not a compelling reason to demand a higher income. Analyze your professional, work and personal priorities, and ask yourself if this increase is due to family reasons or if the proposed goals and responsibilities in charge exceed the economic proposal. Your expectations must be consistent with your results within the position.
Further, the importance of being clear about the reason for an increase will help you prepare your speech and present your argument coherently. Don’t forget to endorse your commitment to your position when it comes to salary negotiation with HR. Consider that competitiveness, leadership, quality and communication skills will be decisive for the evaluation.
5. Show Confidence in Salary Negotiation with HR
Create a guide and rehearse your speech before starting the negotiation. You can include a list of successes and objectives achieved, as well as the impact and satisfaction that achieving those goals represents. In general, you can summarise your experience and achievements and present the grounds why you are negotiating the salary.
Moreover, take the time necessary to prepare. This way, you will be able to objectively communicate your achievements and aspirations. We’ve mentioned it again because it is a key tip. Don’t forget that good arguments may justify such a request.
6. Ask about Salary details, then ask for Emotional Salary
Showing interest is always positive. It is important not to leave any unresolved issues, so asking questions such as the rest related to the compensation package will help the interviewer better understand your needs.
Furthermore, it will also be very useful to visualize how salary and conditions will affect personal life, taking into account other issues more related to emotional salary, such as autonomy, flexible hours, possibility of development or training, among many others. It includes personal reasons therefore we call it an emotional salary negotiation with HR.
7. Consider Benefits and Incentives
The benefits HR can offer you will not always be monetary but complementary. Perhaps if an economic increase is not viable, you can negotiate other advantages such as grocery vouchers, medical insurance or life insurance, discounts in businesses with agreements, flexible schedules, ease of acquiring a car, and studies, to mention a few.
Final Words on Salary Negotiation with HR
The last step is to wait for the response. Although some give it immediately, some usually take some time to evaluate the request. If, in the end, you get a negative response to what you are asking for, try to take things calmly, don’t get discouraged and listen to the reasons they give you with a lot of respect. This may not be the time when they will pay you what you ask for; however, they can offer you other alternatives that will help you get what you are looking for.
Overall, following these tips on salary negotiation with HR will definitely help you when you negotiate for a salary or ask for a raise. Don’t get frustrated if you do not get the desired response. Take it as an opportunity and discuss with HR or the recruiter how good you are and thus make yourself worthy of what you ask for.
FAQs
Q1. How to Negotiate as a Fresher?
Ans. Before stepping into the negotiation as a new hire, it’s critical to understand industry standards and compensation ranges for your position. Emphasize your education or internships, if you have done so, and show your enthusiasm and desire to have a good impact on the firm.
Q2. Does HR Expect you to Negotiate Salary?
Ans. Yes, HR does expect you to negotiate salary.
Q3. How do proceed with Salary Negotiation with HR after Receiving a Job Offer?
Ans. After receiving a job offer, be sure to tell HR how excited you are about the position and the business. Then, as you talk about the pay, deliver your point in an articulate and certain manner. Support your task with your expertise, past experience, and contributions to the previous organization.
Q4. What to say when HR asks about Salary Negotiation?
Ans. When HR inquires about pay negotiations, it’s crucial to maintain decorum and concentrate on the contributions you are going to provide to the company. Discuss compensation and any additional perks or benefits openly to improve your entire package.
Q5. How to decide the Salary Range before Negotiation?
Ans. Research industry norms and compensation ranges for your position and degree of experience before negotiating a salary. When defining your desired pay range, take into account your abilities, successes, experience, geographic location, and the company’s and industry’s size.