How to negotiate a higher salary after a job offer?

How to negotiate a higher salary after a job offer

When a jobseeker receives an invitation to an interview, he enters the battlefield.  Most applicants perceive the interview as an ordeal, and there are several particularly difficult questions for the staff member. One of them concerns financial issues.
What should I arm myself with and what tactics do I need to take to win?

In recruitment as in the war
Appropriate attitude and preparation have a huge impact. The vision of a recruitment interview as the worst nightmare will change in a blink of an eye, when we look at it as a chance that was given to us, the few of the whole group of applicants for a given position. The very awareness of this advantage should be encouraging.

Then we should realize that it is natural that the employer wants to get to know the employee in the best possible way and that is why the interview is so crucial. In order to dazzle the future employer it is necessary to remember about all the details. We must not forget that the decision to be accepted will be influenced not only by our knowledge, interpersonal skills or way of being, but also by factors such as the tone of voice, clothing, attitude.

How to prepare for a job and salary interview?

A good strategy is an essential element on the road to success. You need to prepare yourself for the confrontation. First of all, we should get to know the current situation on the labour market, e.g. by checking the number of candidates with similar competences. Then, as far as possible, we should get to know the specificity of the company – its culture, history, customers, competitors, etc. The more information, the better.

These in turn can be obtained through many channels, e.g. through the company’s official website, various forums, as well as fanpage. Just as important as knowledge of the market and potential employer is to analyze your own strengths in terms of the requirements given in the advertisement. It is best to prepare the arguments in favor of our candidature beforehand. Then we should consider why we want to work for this company, in this position and what our development aspirations are. In addition, getting acquainted with sample questions that appear during interviews will be very helpful.

Of course, they differ from industry to industry, business profile and position to position, but they mostly concern three areas: personality (what are your pros and cons, what are your passions), career and education (what was your last job, what is your greatest professional achievement) and motivational questions (why do you want to work for us, what are your goals). Remember that it is not only employers who have the right to ask. Asking questions shows our interest and commitment.

It should also be remembered that a person’s perception is influenced not only by what they say, but also by how they behave. I don’t think it’s necessary to remind you that proper clothing and appearance are of great importance. Our attitude, gestures or even the distance we keep during the conversation, which seem trivial, may in fact have a strong impact on positive or negative reception.

What is your preferred salary?

When analysing the questions asked by recruiters in more detail, the question of your preferred salary cannot be omitted. It is particularly difficult for people without experience in recruitment processes. Some people who ask about their preferred salary will be crying, others will find it offensive, others will not have any problems with it. It is a fact that this question was in the pantheon most frequently asked during interviews and, contrary to the principle that wage negotiations should take place at the second or third meeting, in most cases they occur at the first one. How to prepare?

It will be helpful to establish personal wage scales, determined on the basis of skills, experience, knowledge and specificity of a given position. Since wage discussions can never be a monologue on the part of the employer, and negotiations should be conducted according to the rules governing them. Therefore, it is essential to become familiar with these rules.

Negotiating remuneration should always start from the highest level, then, if possible, adjusting to our interlocutor, lowering the rate. Remember to argue our requirements (market situation, our skills, experience, etc.). Let’s always leave room for negotiation. Let us not close the way to consensus by saying that a given amount is inappropriate. What also counts is flexibility and the ability to make concessions, even the seeming ones.

Wage negotiations are not only a discussion about the basic salary, but also about additional aspects of employment in a given company, e.g. social benefits, training, language courses, etc. The negotiations are not only about the basic salary, but also about additional aspects of employment in a given company, e.g. social benefits, training, language courses, etc. The negotiations are not only about the basic salary, but also about additional aspects of employment in a given company. Of course, in some cases we cannot afford negotiations, if only because of the limited budget of the employer or the lack of competence on the part of the recruiter. Talking about remuneration is a test of the level of expectations of a potential employee and the capabilities of the employer. It can bring us many benefits if it is played properly.

In addition to pay negotiations, additional difficulties are also caused by questions about the pros and cons of the candidate, the reasons for leaving the previous job, previous professional successes or even a question about the reasons why a person decided to apply for this position. Our most important weapon that will help you to face the interview and the most difficult questions should be, first of all, prior preparation, supported by appropriate knowledge and skills.

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