Salary conversations involve lots of competing issues. The hiring executive has a position to fill, yet lives with all sorts of pressures such as compensation precedents already present in the organization, an educated guess of the potential cost-benefits of the individual, competing offers, etc.
The candidate, on the other hand, is juggling issues such as other offers (real or pending), gut feeling about the role and the company, salary insights from the web as well as their own sense of self worth in the marketplace.
There are some glaring mistakes that I’ve seen over 25 years of recruiting which can derail what might otherwise be amicable and successful negotiations.
Here are some major issues to think about in your next salary discussion:
From the employer’s standpoint:
From the candidate’s standpoint
At the end of the day, the negotiating process represents the beginning of what will hopefully be a long partnership. Even if negotiations fail, the candidate and the organization will be left with a memory of their experience. Treat each other with respect and the odds are, even if you don’t have a long and happy relationship, you’ll at least share a sense of mutual appreciation.