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The topic of how to negotiate salary with hr is something that is both interesting, yet complex. It can be incredibly challenging to figure out how to negotiate salary with hr, but it doesn’t have to be.
Negotiating salary with HR is a useful way to get the most out of your job. It’s important to know what you’re worth, and HR will help you find that number.
If you want to negotiate salary with HR, you need to know what they’re looking for. Here are some things they’ll be thinking about:
If they were hiring someone in your position today, what would they pay you? This is a good benchmark for how much money you should ask for.
How much experience do you have? If this is your first job out of college, don’t expect as much money as someone who has been working for years in the same field.
What does this position pay for people with similar experience? You can usually find this information online or by talking to friends who work in the same industry as yours.
Can I afford it? If HR thinks the company can’t afford what you’re asking for, then there’s no point in trying to negotiate it—you won’t get anything more than what they’ve already offered!
How to negotiate salary with hr
Introduction
The human resources department is an important part of every business. HR departments are typically in charge of ensuring compliance with local employment laws and maintaining internal records, including employee performance reviews and benefits packages. The role of the HR department also includes providing support to employees during a salary negotiation process.
Find the right moment to negotiate.
The best time to negotiate your salary is as early in the process as possible. This is because most employers will have a range of salaries they’re willing to pay for a position. The higher end of that range may be closer to what you’re asking, but if you wait until after they make an offer, then the lower end of their range is more likely to get used.
You should also avoid negotiating salary when you are:
- About to quit your job without another offer lined up (this can make them less likely to give in)
- Asking for more money at the same time that you’ve received an offer from another company (the employer will see this as desperation).
Do your homework.
Once you’ve gotten to the point of a formal discussion with your HR rep, ask him or her to walk you through what they’ve already put together. This will give you an understanding of the company’s expectations and how far apart from them you are.
On the other hand, if there is no formal offer yet, it’s time for some research. Here are some ideas:
- Talk to your mentor about what wages look like in your field and at similar companies
- Search online for salary data (like on Glassdoor)
- Ask friends who work at companies similar to yours what they make
- Speak with family members who work in fields related to yours and ask how much they make
Compare differences between total compensation packages.
Total compensation packages are a tricky subject with HR. Compensation is more than just salary; it also includes benefits and perks. Benefits are anything non-monetary that you receive from your employer, such as health insurance or retirement plans. Total compensation generally includes benefits (30% on average) and salary (70%), so when negotiating a job offer, you have to figure out what might be negotiable beyond your base pay rate.
The first step in this process is comparing the total compensation packages of similar jobs at different companies, since many companies list these numbers on their websites or in job listings. You can also ask human resources for the specific breakdowns of each position by using phrases like: “What does an average employee make per year?” or “What’s included in this position’s total compensation package?”
Give it some time.
- Give it some time.
- Step back and think about your options.
- You have time to negotiate, as well as compare total compensation packages. This can be a great opportunity for you to think about the long term impact of this offer on your life, but also consider a back-up plan in case the negotiation fails (which is likely).
Don’t reveal too much personal information.
You may have heard that it’s a good idea to tell your potential employer what you want in terms of salary, benefits and other perks. This is not the case when negotiating with human resources. Human resources professionals will not be able to compensate you fairly if they know that you are desperate for work, have no other job offers or have a family situation that requires an immediate increase in income.
When speaking with a human resources representative about how much money you want out of the job, keep your focus on the skills required for success in this position (such as excellent communication skills) rather than personal details like marital status and number of children at home.
Assume the company wants to meet your needs as much as you want to meet theirs.
Assuming that the company wants to meet your needs as much as you want to meet theirs is a good way to start negotiations. This way, you can approach the conversation with an optimistic outlook and come from a position of strength.
It’s also important not to get hung up on win-lose solutions; think about how both parties can gain from an agreement instead of focusing solely on what each side has to lose if no deal is reached. It’s important for both parties’ interests and goals to be met throughout negotiations so that everyone wins in the end!
Avoid getting caught up in emotions.
- Stay calm and collected. Remember, you’re negotiating with a human being — not some corporate machine that doesn’t care about your feelings or needs. The best way to get what you want is by being polite and respectful of the person on the other side of the table.
- Focus on facts and figures. If your company does performance reviews, then print out copies of your evaluations so that they’re easy for HR to access whenever necessary.
- Use logical arguments to support your case. Rather than relying solely on emotion (which can often lead us in directions we later regret), focus instead on logic: “I’ve been working at this company for five years now,” or “In my last review my supervisor said I had improved greatly since joining this team.” This kind of information will help establish credibility with HR when making a case for more money at work!
Have a back-up plan ready, but don’t use it unless you really have to.
Your initial offer may be the only one you get, but it’s not the last word.
- Try to get the offer in writing. If your hiring manager or HR representative makes an offer over the phone, ask for it to be put in writing. You can do so by saying something like: “If I’m going to consider this position at all, I will need a written job offer from you before we go any further.”
- Don’t get too excited about the job offer—or anxious about it either. Your reaction should be neutral: “I’m interested in hearing more about what this opportunity could look like for me.” It’s perfectly fine (and normal) if you’re excited that they want to hire you; just don’t let your enthusiasm show until after they’ve made an official offer and confirmed its terms with specifics like salary range and benefits package details. Similarly, if there are aspects of their initial proposal that make them seem unprofessional or unreasonable (e.g., no health insurance), politely decline and explain why; then say something along these lines: “Thank you very much for considering me as a candidate for this position; however, based on our conversation today I think we should go our separate ways.”
Negotiating with the HR department can be a challenge, so do your homework first.
If you have done your homework and know your value, then there is no reason that you should not be able to negotiate with HR. Before entering into negotiations, it is important to have a good understanding of the market rate for your position and what the company is willing to pay.The first step in negotiating salary with HR is knowing how much money they are willing to offer.Researching salaries for similar positions at other companies can help inform your negotiation strategy. You may also want to consider interviewing people who hold similar positions at different companies in order to get an idea of how much they earn.There are many ways that someone can learn about what others make: through friends who work elsewhere; from recruiters; from LinkedIn or Glassdoor; or directly from colleagues working on similar projects at their own offices (or even through social media).
Conclusion
In conclusion, we hope that you have learned from these tips and are now ready to negotiate a fair salary for your skills. Remember to consider the company’s needs and not just your own when making negotiations, as this will likely result in an outcome that is beneficial for both parties. If you follow all of these steps, then hopefully everything works out well!
