In this article, we’re going to discuss how to negotiate salary with the staffing agency. You can deal with it, but maybe you feel confident. You can save innumerable amounts of money if you are slightly more confident. When you want to be challenging and hard for the company or company you want to offer, it is becoming more difficult to compare what company A offers your offer and what company B was offering you.
It’s a tough job market out there. If you’re looking for a job and you want to get paid well, a staffing agency might be your best bet. Agencies are filled with opportunities as opposed to the job boards which are flooded with low paying jobs. So how do you negotiate your salary when working with a staffing agency? Let’s discuss.
Negotiating Salary With Staffing Agency
Temp agencies connect job seekers with companies that need qualified workers for temporary assignments. Wages you receive are part of a larger amount the company pays to cover recruitment services and worker compensation. Some recruiters claim as much as 40 to 50 percent of this fee even though you provide the labor. Unless you negotiate, you may receive less pay than another temp or a company employee performing similar duties. Whether you’re a new candidate or a current temp, to negotiate a higher rate you will need to prove to the recruiter that you’re worth it.
1
Acquire wage estimates to use as a bargaining tool during the negotiation process. Contact other local agencies and ask them how much they usually bill companies and pay temps for similar work. Additionally, visit the U.S. Bureau of Labor Statistics May 2011 National Occupational Employment and Wage Estimates website and check the estimated average wages for company-employed workers for a similar position.
2
Ask your recruiter for the total rate that they’re paid by the company and then compare the information to other agency rates to determine if the recruitment percentage is too high. If he refuses and you’re already a temp, ask your client company supervisor or accounting department or Human Resources rep for the information. If you can’t get the details, use the wage estimates provided by other agencies as a guideline during your negotiation.
3
Review the skills and training experiences that companies value for a specific position on the U.S. Bureau of Labor Statistics Occupational Outlook Handbook website. Create a list of any current skills, training or other experiences you can use to show that you’re a qualified (if not an overqualified) worker and deserve a pay raise.
4
Collect additional information that supports your claim. For example, if you’re currently working for a client company through the agency, collect positive, detailed evaluations or recommendations from direct supervisors or co-workers. If you’re performing more work than originally discussed, type up a list of the extra duties to present the recruiter as evidence.
5
Contact your recruiter and explain that you have questions that you would like to ask in person about a current assignment or offer and then schedule a meeting time. At the meeting, advise the recruiter politely that you’ve researched this topic thoroughly and believe that your current pay, or the offered rate, doesn’t adequately match the position, work expectations or your skills.
6
Present your supporting documentation for review and then ask for the rate you desire. If the recruiter counters with a lower rate that’s higher than the original, consider and accept it, or continue to politely emphasize your value. If he says initially or during negotiation that a rate is the “best he can do” or the best considering “the current economic climate,” emphasize the delays and financial losses that hiring and training someone else for your position might cause and try again.
