Internal transfer jobs are a great way to learn a new position and get promoted within your company. Using an internal transfer at the same company offers you a higher chance of acquiring a job with better remuneration. There is always an element of risk during negotiations and this is certainly the case if you are internal transfer candidate. Asking for a salary or promotion for internal transfer might not be looked favourably by your human resources department. Therefore, it is important that you try to negotiate you salary package before you start work.
After having helped hundreds of candidates negotiate their internal transfer salary, we can tell you that negotiating an internal transfer salary isn’t easy by any means. It’s a process and needs to be done carefully. To help walk you through the internal transfer negotiation process, we’ve created some step negotiation checklist that will help you if you’re in the market for an internal transfer.
Find out more about salary negotiation, salary negotiations, negotiating salary for internal lateral move, negotiation, internal transfer negotiation, internal transfer salary negotiation, how to negotiate salary for new position on careerkeg.com
I’ve never been a big fan of job-hopping. In fact, I’ve seen many people leave their jobs because they didn’t get a pay raise, or only got offered a lower salary if they stayed. The more I learned about negotiation though, the more impressed I was with how people could negotiate salary for internal transfer . Of course, you have to think about the business perspective for a company. Since most companies do not keep salaries secret, it can be hard to learn about what other teams are getting paid. And even if you talk to the manager of another team, they may only be able to share enough information with you to make sure you understand why they can’t match your desired salary number (e.g., overhead costs, team member seniority). Despite these challenges, there are several ways that you can at least identify what topics you should negotiate and practice negotiating salary for internal transfer in your dream role.
If you’re considering an internal transfer, it’s important to know how to negotiate salary for the position.
You’ve probably already made the decision to leave your current company and move to a new one. But if you want a raise when you make the switch, it’s important to ask for one!
Here are some tips for negotiating salary for internal transfers:
1) Do your research on what other people in similar positions make at your current company. If there is no information available, find out what other people who have similar titles and responsibilities make at other companies in the same industry.
2) Come up with a number that’s appropriate for your experience level and skillset—but be sure it’s not too high or too low. The last thing you want is to offend your boss or appear greedy.
3) Remember that there are many factors involved in determining salary increases (like performance reviews). So even if they say no at first, don’t give up! You may be able to negotiate down later as long as you’ve done well in your current role and are able to prove it.
How to negotiate salary for internal transfer
Introduction
So you’ve been offered a new job at your current company, and now it’s time to talk compensation. But how can you ensure that you get not just the salary you’re worth but also the benefits and perks that will make this new opportunity even more worthwhile? Your first step should be to do some research on market rates for comparable positions both inside and outside your company. After all, if you’re making less than someone else in a similar role, you have an excellent argument for a raise—plus, if you discover that other similar positions pay substantially more than yours does, this research may convince your boss to hire someone else (you?).
Next up is the question of what benefits or perks are important to you. Do you want more vacation days? A flexible schedule? A dedicated work-from-home day each week? Or maybe something as simple as having access to snacks and drinks in your office would make all the difference in whether or not this job is right for you. Think about what matters most and then craft a list so when it comes time to negotiate salary, these are the things that come out of your mouth first! The last thing anyone wants during their big conversation with HR is getting tongue-tied while trying not saying ‘I want….’ three times before they actually say what it is they desire from this offer! So always prepare ahead so that when push comes to shove – no pun intended – there will be no surprises.”
While all companies have different policies on how much flexibility exists around offers like these, it never hurts just asking! And if nothing else works out then at least try negotiating from here instead because something like $5k might seem insignificant now but later down road could mean another $100m sale which turns into another $1bn IPO opportunity which ends up making everyone at least 2x millionaires overnight!” It’s true: everyone
Do your research
Research is key to preparing for a salary negotiation. Before you meet with the manager, do your research on the company and learn as much as possible about their internal transfer policies.
You can do this online or in person by speaking with someone at the company who is knowledgeable about its internal transfer policies. Some questions you may want to ask:
- What are the company’s salary ranges for new hires in this position?
- How does a promotion work at my current company? Do I need certification or training before being considered for promotion? Will I get paid more if I take some classes or certifications?
- Does my current employer have any formalized process around internal transfers (e.g., posting jobs internally)? Or is there an unwritten policy that employees must be fairly compensated if they’re asked to move within the same industry?
- Who makes decisions about raises and promotions at your current job — you or HR (or both), and how often do they make those decisions (monthly, quarterly).
Think about what you’ll bring to the team
Before you get into the nitty-gritty of negotiating salary for your internal transfer, it’s important to think about why you want the job and what you can do for the company.
The value that you bring to a company is what gets them excited about hiring you, so this is an essential component of negotiating salary. If they don’t see how they would benefit from having you on board as an employee, then there really isn’t much point in trying to negotiate your way up into a higher paying role.
It may be tempting to ask for more money based solely on your past experience and skillset—but if that’s all there was going for it, then no one would have ever hired someone who didn’t already have a track record at their current company with similar skillsets! This means that there must be something else unique about what makes up who YOU are as an individual human being that makes YOU valuable enough (and worth paying) within their organization above other candidates vying for similar roles within their organization.
How do you want your career to progress?
The next step is to ask the hiring manager how your career will progress. You need to do some research on the company and its track record for promoting from within.
- Does this company usually promote people who are internal candidates? If so, then you must be able to articulate why you fit that bill exactly.
- What opportunities are available at this point in your career? How can you add value to the organization?
- How does someone move up in their field when they’re an internal candidate? What is their growth path like? Do all employees have access or only certain ones (e.g., top performers)? These questions should give you a picture of what it takes to move up within this company and whether moving internally will help grow your skill set faster than going through another round of interviews and submitting applications externally.
What are you worth?
To begin, you must understand your worth. This means assessing what you have to offer and how much time you have spent in the company. For example, if a friend who works at another company offers to give you a recommendation letter on the condition that they can put their own name on it (i.e., they will be credited with your work), ask yourself whether this is something that would be beneficial for your future career. In most cases, this type of deal will not only tarnish your reputation but also hurt both parties involved by making them appear untrustworthy and unprofessional.
Make a list of non-negotiable benefits as well as salary and compensation.
Now that you’ve set a minimum salary, it’s time to put together a list of non-negotiable benefits as well as salary and compensation. Here are some examples of what you should consider in terms of potential new job benefits:
- Medical insurance
- Dental insurance
- Paid time off (vacation days, sick days)
- Retirement plan or pension plan
Create a strategy for negotiating with HR.
- Don’t wait to negotiate
There are a few things to consider when negotiating an internal transfer offer. First, you need to be proactive and not wait until after the new role has been offered before you start planning for negotiation.
- Know what you want to accomplish in your negotiations with HR
Knowing what it is that interests you about the new role will help inform your strategy moving forward. If there’s something specific that stands out as particularly important (such as location or salary), make sure that this remains top-of-mind throughout all conversations with HR so they don’t forget about it!
You can negotiate an internal transfer just like you’d negotiate any other job.
It’s important to remember that you’re a valuable employee. If your company wants to keep you happy, they’ll be willing to negotiate a higher salary for any position change. Negotiation is about communication, so start by discussing your new position with your manager and explaining why you want it (and why they should give it to you). Then, take some time to research how much others in similar positions make at your company so that when the time comes for negotiation, you’ll have an idea of what other companies are paying and what types of offers they’ve made on similar roles.
If negotiation isn’t something that comes naturally or easily for you, don’t worry! Like all skills there is room for improvement—and with practice and patience anyone can become proficient at negotiating salary increases.
negotiating salary for internal lateral move
If you’re being tapped for a promotion or even a lateral move at your current company, be prepared to highlight the value you added in your current role. “Make sure you sit down with your new boss and define what success looks like in the new role and how your salary is related to the achievement of those goals,” Wolford says. For a promotion, you should be offered more money with more responsibility. For a lateral move, highlight how you’ll now be able to help in multiple departments and functions.
If you’re switching companies, you still need to highlight the value you added to your former company, but in a fresh way. Show you went above and beyond. “If you’re going to come in and basically do the same job as the last person that was in the role, they are probably going to want to pay you what they were paying the person before you,” he says. This may or may not be the raise you want. You have to highlight the value that only you can bring, he says. List programs or initiatives that saved money, earned money, or got some type of positive recognition, and back it up with numbers whenever possible. For example, you could say “I started a college recruiting program at my former employer that lessened turnover by 17 percent. I’d like to try something similar here.”
Be Prepared for an Awkward, but Successful, Exchange
Most people don’t do this level of negotiating and haggling regularly, and there are a wealth of emotions that come with it. You want more money and security — but you don’t want to seem greedy or boastful and run the risk of losing the offer. Just acknowledge that it’ll be awkward for a bit, but you’ll get through it.
If you’ve reached the salary stage then this company obviously wants you, and they probably do have some experience with negotiations. They’re expecting this. “Don’t act like they have all the cards and you have to take their first offer,” Wolford says. Don’t be rude when you counter, but feel free to politely indicate you wanted more. “Thank them for their offer and then say something like, ‘I just have to ask, is this the absolute best you can do?’ It is hard, but asking is the only way you are going to get a better offer,” he says.
And if the company asks about your former salary and you feel like it was low, you can say you’d rather not disclose it. Wolford recommends something like, “I’m not as concerned with the salary as I am with the opportunity. I’m sure if everything works we can decide on a fair salary.”
Get Creative
If you and the company can’t fully agree on salary, there may be other things you can negotiate for that could sweeten the pot for both of you. It never hurts to ask about other things that would make work better for you, Wolford says.
Your “big raise” may be in the form of a sign-on bonus, getting to work from home two days a week, or getting the flexibility to schedule your hours around your child’s Little League games. The company could agree to pay for an expensive certification you’ve wanted as part of your professional development. This will save you money, but not appear as salary. And you can try for more vacation time than originally offered, but don’t expect it, Wolford says. “PTO is probably an HR policy, so there might not be any wiggle room there.”
Whatever creative perks you get, make sure they’re written in your formal offer letter so they’ll be clear to others even if the person who hired you leaves the company.
how to negotiate salary for new position
It’s not surprising that many people aren’t comfortable asking for more money once their job search has ended and they have an offer in front of them. If the salary is reasonable, they don’t want to jeopardize the opportunity now that they’ve gotten this far.
But as the 2023 Salary Guide From Robert Half points out, hiring has reached or even exceeded pre-pandemic levels in many markets. On top of that, there’s a shortage of skilled professionals, which is increasing competition for top talent and driving up salaries.
If you have specialized skills and an impressive resume, you could be leaving money on the table if you don’t negotiate a salary offer.
Most hiring managers will give you the opportunity to do some thinking about the offer and won’t expect an immediate answer. So, do it! Here are eight tips for how to negotiate a salary that can help you tactfully and confidently ask for what you want.
1. Become familiar with industry salary trends
You need to enter a salary negotiation as informed as possible. Information is your strongest ally. To get a current, realistic view of the compensation landscape in your field, consult the Robert Half Salary Guide. You’ll find the going rate for your position and experience level, and can adjust national figures for your geographic area.
Pay particular attention to the “hottest jobs” and “most in-demand skills” sections of the Salary Guide. You can respond more confidently if you find you’re in the running for one of those hot jobs. The employer may be having a tough time finding someone with enough skills and experience, and that opens the door to negotiate higher pay.
2. Build your case
Once you receive the salary offer, don’t just counter with a higher number. Even if your research supports it, you’ll be more successful if you explain why you feel you deserve more. Highlight your strengths, detailing all the extras the firm would get from someone with your track record.
Before negotiating your salary, jot down concrete examples of how your skills and experience will benefit your new company’s bottom line. Possessing certifications or specialized technical skills, for example, can enhance your ability to do the job, so don’t fail to mention them. By tying your strengths to the role you’ll be taking on, you’ll make a solid case for why you should be paid more than the initial offer.
3. Tell the truth
Complete honesty is paramount when negotiating salary. There’s no better way to see your offer withdrawn than having a hiring manager find out you invented a competing job offer or inflated your salaries from past jobs.
4. Factor in perks and benefits
Salary negotiations often include some give-and-take on employee perks and benefits. It may be less costly than a bump in salary for the employer to give ground on extra vacation days, flexible hours or, especially today, a work-from-home schedule.
Consider what’s valuable to you and what would make an offer more attractive. If you’re considering multiple offers, remember to directly compare health insurance coverage, retirement savings plans and other benefits to make an informed decision. Also factor in perks such as professional development opportunities with the potential employer.
5. Practice your delivery
This may sound like overkill to some people, but it’s a good idea to ask a friend or mentor to practice with you the conversation you’re likely to have with the hiring manager. The ideal partner is someone from the corporate world — a business-savvy person who can coach you on projecting confidence and answering unexpected questions. Running through your delivery several times can make you feel more sure of yourself heading into the salary discussion.
6. Know when to wrap it up
A reasonable employer won’t withdraw an offer just because you tried to negotiate. But dragging out the salary negotiation can frustrate the hiring manager and start out your relationship on a sour note. If the company can’t meet your requirements after a few discussions, respectfully withdraw and focus on opportunities that better match your compensation expectations.
7. Get everything in writing
Once you and the hiring manager settle on a compensation package, ask for written documentation. Besides the salary amount, it should include any special arrangements, such as a signing bonus or allowance for moving expenses, and a job description and a list of responsibilities for your new role. Ensure the document is signed by both you and the employer. Some companies may provide this automatically as part of an employment contract, but if not, request some type of informal documentation.
8. Stay positive
Remember that most managers don’t love negotiating, either. Your future employer is not your adversary. Keeping your tone positive while negotiating salary and perks will help you more effectively navigate these discussions.
If you’d like to get a better starting salary offer, you have to ask for it. Job seekers too often accept the first number that’s put on the table. But whether the economy is strong or uncertain, employers are eager to bring on team members with specialized skills and expertise that can help them the most. Homework, tact and confidence are the keys to your success in salary a negotiation.
