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Hiring Employees/question about a company's first salary offer

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Question
Hi Jim,

I have been reading books about salary negotiation and they all say that large companies always throw out a low offer when offering a salary, expecting the candidate to negotiate.

Most people do not negotiate, and therefore the company is happy that it gets to pay the candidates less than it was willing to.

Is this true?  Do all companies give low salary offers, whether it's for entry-level positions, mid-level, or executive level?  These negotiation books make it seem as if this is 100% true.  I would be curious to know this so I can be armed for my next salary negotiation when I change companies.

Answer
Mike:
Over the years there have been many truisms created.  i.e.  Always and never should never be used.  Dont assume and my personal favorite K.I.S.S.
The real answer here is that every company/recruiter does it their way.
My advice is simple.  Separate yourself emotionally from the equation. Does the number make sense, is it more than current comp etc.  If it doesnt meet the critera, by all means push a bit.
If the package i.e. benes, relo incentive dont meet current standards, by all means push back a bit.
By the time an offer is extended, you should already "KNOW" whether you want to do this.  That is the most important step in making the join up decision.  If its all about the money, the job probably aint right. Make no mistake, $ are important but if the most important factor, keep looking.(if you have the option)
Hope this helps.
Jim

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Jim Dromsky

Expertise

Professional and Executive talent acquisition issues and processes. Succession Planning, Organizational Development planning and implementation. Executive Compensation.

Experience

James Dromsky is Founder and CEO of Orion Consulting, Inc. During his twenty-five year career he has conducted and managed Executive Search and Human Resources consulting engagements in the Consumer Products, Electronics/Computer, Financial Services, Information Services, Chemical, Pharmaceutical, Transportation and DOD related industries. Prior to founding Orion Consulting, Inc., Mr. Dromsky functioned as Engagement Manager and Consultant for regional and national Search and Consulting Firms. He has successfully completed Search assignments for positions including President, General Manager, Vice President Operations, Vice President Finance/CFO, Vice President Marketing/Sales, Vice President Manufacturing, Vice President Engineering, Vice President R&D, Vice President Human Resources as well as Managerial, Supervisory and Professional Direct Contributor positions in all functional areas. As President of Orion Consulting for the past 23 years, Mr. Dromsky is directly involved in and responsible for all Search and Consulting engagements. These engagements have ranged on the Search side from a single top management assignment for a start-up firm to a 75 hire multi-year reconstruction of a major appliance manufacturing concern. The Consulting engagements have ranged in scope from individual assignments such as a targeted salary survey; development and implementation of database applications for a H.R. Information System in the consulting industry; design and growth of a software development team for the information services arena to the conceptualization and installation of a complete corporate Human Resources function. Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.

Education/Credentials
Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.

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Client list furnished upon request.

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