It’s no secret that most job applicants detest salary negotiations. But we’re here to let you in on a little secret. There is a trick to it. And all it takes is a little behind the scenes research and rehearsal. The end result? Hopefully a fatter paycheck! And maybe an increased benefits package as well. However, if you don’t negotiate? Well... Employees who accept low starting wages can wind up feeling ripped off, devalued and unmotivated at their job. And with that attitude, they are less likely to get promoted or earn performance bonuses and raises. Even if the company gives an across-the-board increase (like a cost-of-living adjustment), that is only added to their lower base-rate, and so these folks are still underpaid. Don’t let that happen to you! A little homework, research and rehearsal before you negotiate will go far in the process and can potentially lead to higher dividends.

Intelligence Gathering

It’s important that you know the range of typical salaries for the position that you’re applying for before you enter into negotiations. Salary data is available free online on sites like monster.com, salary.com, and hotjobs.com, or available through associations that conduct industry surveys, such as the National Society of Professional Engineers (NSPE). Also, check with your campus’ career services office—they may have the most pertinent data of all.

You can also ferret out compensation information socially. This is especially helpful for “fringe” benefits that can sometimes seriously plump up the value of a pay package. These types of perks often aren’t reported in salary surveys, so it’s best to find out about them through word of mouth.

Beware, however, that some salary figures are off base and that data may be one or two years old. Also, averages may be based on a skimpy sample, or made up of mid-career workers, or those in another region. You should also be hesitant to believe salary figures you hear during cocktail party chatter. Unless you see W-2s, assume people are inflating their wages and bennies. However, the NSPE has a continually updated online salary database and is a good place to go for reliable data.

Another way to collect information as you are entering the job market is to “invite feedback from trusted advisors who know your skills and capabilities, and ask them how you compare with the average,” suggests Carol Muller, Ph.D., CEO and founder of MentorNet, (www.mentornet.net) a diversity in engineering and science network.

Sight Setting

No matter what, you should aim high. As the old saying goes: Reach for the stars; you might not grab one, but you won’t come up with a handful of mud, either. “Research has shown that there’s a direct correlation between the target one takes into a negotiation and what one walks out with,” says Sara Laschever, co-author of Women Don’t Ask. You should always expect the most. “Men expect to earn 13% more than women during their first year of full-time work and 32% more at their career peaks.”

Don’t stop at negotiating starting salary, either. “Companies have a ‘fudge factor’—a certain amount that you can get if you ask. Maybe they don’t have a budget [for a higher wage], but you can negotiate two weeks extra vacation,” advises Jim Lewis, principal at Fitzgig, online salary experts and consultants (www.getfizgig.com).

Consider other factors that will ensure your long-term success. “Your experience on a first job, like the people you work with and the projects you work on, puts you in a better position to negotiate a higher wage on a second job,” according to Lee E. Miller, managing director of NegotiationPlus.com and author of Get More Money on Your Next Job. Though you can’t guarantee they’ll come though (even with a verbal promise), just having that discussion puts employers on notice that you won’t stick around without a high-profile assignment or well-connected mentor.

Economics 101: Considerations for Women and Minorities

Is there anything you should consider during the negotiation process if you’re a minority or female applicant? Typically companies are striving for a diverse workforce, so you should consider yourself a benefit to any company. “By virtue of being a woman [or minority candidate], you are an asset in the engineering or high tech fields,” asserts Nicole L. Williams, a career manager and author of Earn What You’re Worth.

During the negotiation process, think positively. Don’t worry that negotiating will peg you as difficult or unappreciative. According to Williams, “The key to making more money is attaching yourself to the revenue stream of a company. Ask yourself: Who pays the bills? And how is what you’re doing ensuring that the company makes more money? Talk in these terms and you’ll show recruiters ‘I understand your business, and this is how I can contribute.’”

Arm-Wrestle for Wages?

An offer is only an opening volley. The most successful job hunters see an offer as an opportunity to keep the ball in motion. With that company—and with others. “Having more than one offer helps you to negotiate; try to get many interviews and offers,” says Miller. But never accept an offer and then continue to interview, or use it as leverage with other companies.

That said, employers won’t be surprised if you come back to the table to negotiate over salary or the benefits package. However, be aware that some entry-level positions will have a fixed salary; and under the federal GS pay system, there will not be room for negotiation. But you will have done your homework before hand, and will know when it is appropriate to negotiate and when it is not.

Doing your homework also gives you insight into the going rate for someone like yourself, in your industry, and in your region. It will help you determine in advance whether you can aim for more during negotiation. Says Williams, “The only way you’ll turn someone off is to ask for an outrageous amount; an amount that shows you don’t understand the market.”

Let Them Make the First Move

There’s an old negotiating maxim that says: He who goes first loses. Why? “They might value you more than you thought,” says Miller. “And even if they don’t, you can always say no to whatever number they toss out. If they press you to go first, say ‘it’s not about the money, it’s about the job. I’m sure what you’re offering is fair. What was in the budget for this position?’” Ditto for job postings and applications that ask for your “minimum salary requirement” or “previous salary.”

When a hiring manager does finally give you a figure, pause for a full beat-regardless of the quality of the number—before repeating it back slowly. If the offer is too low, and the recruiter knows it, he may go higher without another word from you.

According to Miller, as long as you’re response is enthusiastic and agreeable, you can make any reasonable request—and have a shot at getting a yes. Here is some “phraseology” that he advocates:

• Enthusiastic: “I really like the job, and am excited about working here, but it seems like what you’re offering is below the typical salary for this position.”


• Mild: “Can you do any better?” (With this response you run no risk if they say no.)


• Aggressive: “I have several other companies that are offering me more. Here’s what Company X is offering. Can you match that?”

Keep in mind that you should never lie about an offer.
If you don’t have a better proposal from another firm, you can hedge by saying: “Let me think about your offer, but I want you to know that I’m also talking to Company Y.” Again, don’t make up any false information.

And if the offer is really puny, rather than saying no outright, try: “That’s less than what I was expecting. Let me think about it.” This will buy you some time and also lets them know they should come back with a higher offer, if they really want to hire you.

In any case, Miller contends that how you phrase a request is never as important as your manner during the delivery. “People can sense confidence and power. Preparation and being willing to walk away is equally important [to phrasing.] Those are the things that might motivate them to sweeten the offer.”

Be Ready for Counter Negotiations

Some negotiations are drawn out, so be patient and don’t view resistance as a negative. It’s like a tennis game, they serve, you return. And when the ball is in their court, you have to wait for them to return it.

Williams details one of the first wage negotiations on her arrival to New York: “I was going for a position that usually paid $60,000 to $100,000. I asked for $125K, and they came back with $90K. I then asked for $110K, and then we agreed on $100K. We negotiated back and forth a little, but it worked. I got more than if I hadn’t negotiated.”

Keep in mind that you probably have less experience in negotiating than your recruiter, and you’re probably more nervous. That’s understandable; money is a touchy topic, after all. Find a friend or a career adviser who will role-play with you. Your career placement office may even stage videotaped mock interviews and “debrief” you afterwards.

Laschever suggests that you imagine a few scenarios—best-and worst-case—and “practice calm, unrattled responses.” Here are a few of her examples:

• “Wow, we really see this situation differently. Can you explain your point of view?” Or...


• “I’m surprised by your response. Let’s talk about this some more.” Or...


• “Well, if you can’t meet my offer, how close can you come? Can you meet me partway? What do you think would be fair?”

You may also want to practice bargaining in less tense situations. Williams admires “a friend who always negotiates. She had a carpet cleaner come out, for instance, and when they quoted her a price she asked, ‘How about ten percent off?’”