Anyone have a great deal of knowledge on negotiating salary during the interview process? How can NLP benefit me here? Employer and employee viewpoints are both appreciated! Thanks


e

I would suggest you wait until you have been offered the job.

Ha, I suppose I should have clarified that detail. Assuming you've been offered the job and it is now time to negotiate salary....ideas?

Have another job that you also want just as much in the wings. You're then going to be more daring in your offer and not disappointed if they refuse your bargaining.

theRiver wrote:

Anyone have a great deal of knowledge on negotiating salary during the interview process? How can NLP benefit me here? Employer and employee viewpoints are both appreciated! Thanks


e

Well the obvious answer is to have a good interview, if they think you will fit in well, can do a good job, have the motivation to do a good job etc. then they'll obviously be more inclined to pay a bit more. Most of the companies I recruited for in the past would be flexible for someone they liked - perceived as lower risk investment, than someone they didn't click with at interview - because they didn't get a sense of having worked out and understood the non-clickers like they seemed to the clickers. So all the communication skills you can take from NLP are important.

Remember that hands are sometimes tied with respect to salary so don't push too hard. But the more you know prior to interview the easier it is to know how hard you can push. Many jobs have ridiculously broad salary ranges attached to them by virtue of pay grades and bandings. In reality many managers have a much clearer idea of what they want to pay so if, for example, you're working in conjunction with a recruiter their job is to get all this detail for you. Most wont know this and will be reluctant to spend much time helping you, but if you help them see that by helping you they're actually helping themselves (although obvious it will need explaining to 90% plus of recruiters) they should play ball. If you're making approaches yourself then ask to speak to the hiring manager directly, you may need to get creative to get past the gate keepers. But the more information about what the company really wants, all the stuff that isn't in the pro-forma job specs, the easier it is to create your case not just as a credible but highly desirable hire.

If you can't get a higher offer next best thing is to negotiate a performance related bonus and / or a guaranteed review 3 to 6 months down the line - with a list of targets you have to achieve to get a realistic if not guaranteed chance of a payrise.

renee wrote:

Well the obvious answer is to have a good interview, if they think you will fit in well, can do a good job, have the motivation to do a good job etc. then they'll obviously be more inclined to pay a bit more. Most of the companies I recruited for in the past would be flexible for someone they liked - perceived as lower risk investment, than someone they didn't click with at interview - because they didn't get a sense of having worked out and understood the non-clickers like they seemed to the clickers. So all the communication skills you can take from NLP are important.

Remember that hands are sometimes tied with respect to salary so don't push too hard. But the more you know prior to interview the easier it is to know how hard you can push. Many jobs have ridiculously broad salary ranges attached to them by virtue of pay grades and bandings. In reality many managers have a much clearer idea of what they want to pay so if, for example, you're working in conjunction with a recruiter their job is to get all this detail for you. Most wont know this and will be reluctant to spend much time helping you, but if you help them see that by helping you they're actually helping themselves (although obvious it will need explaining to 90% plus of recruiters) they should play ball. If you're making approaches yourself then ask to speak to the hiring manager directly, you may need to get creative to get past the gate keepers. But the more information about what the company really wants, all the stuff that isn't in the pro-forma job specs, the easier it is to create your case not just as a credible but highly desirable hire.

If you can't get a higher offer next best thing is to negotiate a performance related bonus and / or a guaranteed review 3 to 6 months down the line - with a list of targets you have to achieve to get a realistic if not guaranteed chance of a payrise.

Renee,

Thank you for your insightful response, and I apologize it took me so long to get back to you. You've provided some very helpful knowledge here - the kind of knowledge I wouldn't even expect to find in college classes. The part about job recruiters is especially useful.

Thanks again,


e

Hi Kyle

Depending on your career/job role depends on if you can negotiate your salary.When you’re in a position to negotiate your salary (once you have been offereda position) you need to first set the value high by youfirst setting the initial offer, the employer will then come in under whatyou stated but due to you setting the barrier high (this has to be realistic)you will often receive a higher salary compared to when the employer sets thefirst initial offer, which is often low.



This is because we use the initial offer as abaseline and then negotiate from this first offer, all the followingnegotiations or salary offers are compared to the original offer as wenaturally compare everything.



Employers original offer £25,000 your offer£35,000 the final offer will be around £30,000

Your initial offer £42,000, the employers offerwill be around£30,000 the final offer will be around £35,000.



Now obviously these figures and offers will varydepending on your experiences, negotiation skills and the employer’s businessacronym, but the point is by setting the initial offer high you will be offereda higher wage while leaving the employer thinking he has got a good deal (youasked for£42,000 and was accepted £35,000 - £5,000 more than you would ofaccepted if the employer set the bar low with his initial offer)



The psychology here is, you have shown yourvalue in monetary terms and the employer has compared his offer to your initialasking price and the employer is forced to offer you a higher salary as he can’toffer a salary with a big difference unless he truly believes you are not worthyour offer or the company has a set salary limit for your position.


Good Luck

Employment King