Take The Drama Out Of Salary Negotiations:The How-To for Recruiters

Take The Drama Out Of Salary Negotiations:The How-To for Recruiters

AMY MILLERTECHNICAL RECRUITER, MICROSOFTABOUT.ME/ALARECRUITER

https://about.me/alarecruiter

https://about.me/alarecruiter

Amy Miller – Technical Recruiter April 2016

Assume Good Intent


Salary Negotiations The psychology of the salary How to work within your organization’s parameters and

compete Setting the stage for positive negotiations Make the Hiring Manager and Candidate your ally in these

discussions Leveraging data for better decision making


What Does Salary Mean To You?


What’s the Problem? An adversarial mindset “Us against Them” Common HR / Recruiting

myths Really, REALLY bad advice

Guess which one is the recruiter?


What does the internet say about Salary Negotiations?


What do the “experts” say? “We know negotiating is tough and often unpleasant work. But

it's also necessary if you want to be paid fairly, get a raise or snag that promotion.”

“There is one, and only one, time to discuss salary in any detail: when they say they’re ready to make you an offer.”

“It’s unfortunate that women can’t aggressively ask for what they want and deserve without being perceived as a shrew or she-devil. Maybe someday. Until then, it’s better to work around the double standard.”

“According to a recent study in the Journal of Organizational Behavior, failing to negotiate on an initial job offer could mean missing out on over $600,000 in salary during a typical career.”

http://lifehacker.com/5968375/not-negotiating-your-starting-salary-could-cost-you-500000


Expert Advice? If the company asks for a number on the application, leave it

blank. When the company verbally asks how much you'll take, you say,

"I'm much more interested in doing [type of work] here at [name of company] than I am in the size of the initial offer." [the author] says this will suffice about 40% of the time.

If the company asks a second time, your answer is: "I will consider any reasonable offer." This is a polite stalling tactic, and this will work another 30% of the time.

About 30% of the time, you'll reach this final step. Again, your response is a polite refusal to answer the question: "You're in a much better position to know how much I'm worth to you than I am." This is your final answer, no matter how many times the company tries to get you to go first.


Questions to ask yourself What is my range for this role/team/org? Where do I have

flexibility? What does the labor market say about this? What’s in my favor? (strong salary, excellent employer brand,

cool mission) What are my landmines? (low compensation, unrealistic HM

requests, location) What is my “pitch”? – factor in pros, cons, leave room for

candidate wants/needs What is my personal discussion style?


Setting the stage with the candidate

When is the right time to talk money?

Questions you can ask Why it matters Navigating pushback

When is the right time to talk $$? Early, often, and specifically We have a role / team in

mind If the next conversation is

with the business


Frame the conversation “At some point, we are going to have to discuss money. I know

many people are not comfortable with that discussion, especially so early in the process. Do you have any thoughts on it at this stage, or specific questions I can answer for you?”

“I will have more definitive numbers once we identify the role and team, but would it be helpful to talk ballpark ranges?”

“The most important thing is that we don’t get through an interview with a lack of information, causing frustration and missed opportunities for both you and the team. What do you think?”


The Results…


Results Two week period 12 candidate screens 66% of candidates provided valuable

information Two candidates provided current & expected comp 1/3 did not disclose, but the stage is set


Navigating Pushback Explain why you’re asking Empathize / understand Turn the conversation to the market -

what’s reasonable? How does this fit their view?

More than just base salary – other compensation elements

Decide if you CAN move forward, and how

Transparency with hiring managers



After you. No, after you!

Does it REALLY matter who goes first?

Establish trust and credibility Be conservative, but HONEST Conversation starter Transparency at every point


Bringing It All Together


Partnering with your candidate Cover components of the offer, how does that compare

to existing comp and / or other offers? I can’t beat what I don’t know Weighing important factors – bonus, stock, relocation,

sign on, benefits – all must be taken into consideration Confidential conversations – be a trusted advisor Objective tools, salary insights


The Pre-Close “Has anything changed since

we last talked?” Revisit target comp

discussion, expected / conservative salary ranges

How is the candidate “showing up” during the interview? Senior level money demands senior level interview – act accordingly


Negotiating with Hiring Managers Let the data speak for you Keep track of previous offers,

company norms If asking for exceptions, be

prepared to make your case Competitive offers, information What happens if we lose?


In Closing (see what I did there) Always assume good intent Transparency is key & sunlight is the best disinfectant Remember YOU are the expert – coach, educate, and influence Helpful links

http://www.salary.com/ free & paid resources, hard to navigate www.glassdoor.com user generated content, YMMV re: validity of data www.payscale.com more intuitive, lots of questions, log in required www.bls.gov gov’t site, labor market statistics including career outlook Job Offer Evaluator – Fidelity plug in current / proposed comp, factors in

relocation, additional perks, etc.

http://www.salary.com/

http://www.salary.com/

http://www.glassdoor.com/

http://www.payscale.com/

http://www.bls.gov/

https://communications.fidelity.com/pi/calculators/changing-job/


Thank You!

Take The Drama Out Of Salary Negotiations:The How-To for Recruiters

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