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Negotiation Of Offer
I did not agree with some of the details, specifically this area: Mistrusting the System Many job seekers operate under the assumption that employers will, without exception, try to lowball them, no matter how well-qualified they are for a position. While there are employers who pay employees below industry standard, you should never enter a negotiation with a them-versus-me mentality. And don’t assume that just because you’ve researched a job’s market value, you’ll get an offer within that range. While market averages are good barometers of pay averages, they’re just that — averages. The fact is, many companies have a predetermined budget for every position and have pay ranges and benefit packages based on their established compensation hierarchies. An offer may boil down to a take-it-or-leave-it proposition, only because that’s all the budget allows for the position, not because the employer is trying to take advantage of you. I look at this advice and we know what side of the fence the author was coming from. Coming from a site like Monster, one who’s revenues are generated by employers - it is obvious the article is written with a distinct sense of bias. As a recruiter, and yes someone that is paid by the employer, I have the information available to me that is not know to the candidate. My job is to mediate the difference and bring both parties together. But here are some facts you need to understand: Most of the time, companies do low ball. Specifically they expect to negotiate and starting from a higher point only makes them less flexible when determining the ultimate ceiling they are willing to pay. There should not be a them vs you mentality as that could cause lasting issues as your career with the company progresses. However, you must understand that you starting point within the company is a key indicator of your value to them, plus will dictate raises and compensation as time moves forward. Market ranges….this article suggests that not being paid within the average is okay. That is hog-wash. For the most part, those averages are low and usually somewhat dated. They key barometer is looking at the company’s key competitors in the market, seeing what they are making in similar roles and thus understanding what the market is paying. The ranges that this article is suggesting are HUGE. I have worked in this industry for 10 yrs, and most of the ranges for jobs are quite large. Once you get above 70k, most of the job ranges look like 68-85k depending on skills. Companies always come back telling candidates that they are missing this and that, therefore determining their pay to be on the lower side. Negotiations are easy. Simply put, these skills that are discussed here are elementary and not meant to be used by true professionals. Companies expect professionalism and you should expect the same. In the due diligence process of collecting information, one of the compenents of this gathering is budget and compensation. If you are using a recruiter, this is easy. Get to the bottom of it. The recruiter should know the range, but most importantly know the trends of the hiring managers, and specifically within 5k what that manager is looking to pay. Move the range from 68-85k, down to 73-78k. Then you really know where the mind of the manager is previous to going in. I would love to hear some more about this subject and how other people suggest handling negotiations….. Article Directory: http://www.articledashboard.com Jason Monastra is a 10 year veteran in the recruiting industry and current partner with United Global Technologies, www.ugtechnologies.com, a leading recruiting and consulting firm serving the IT and engineering vertical based out of Charlotte NC. Jason Monastra maintains a major career advice and job search blog at www.lambentpath.com, making it easy to access key informational points to better help navigate your search for your next position. |
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