Amid rising prices of basic commodities and diminished value of the rank and file workers' salary, what comes to mind is an ardent wish that the salary would increase. However, the weak global economic corporate scenario serves as a stumbling block for such a wish to happen so soon. Yet, it does not foreclose the right of the worker to ask for a salary raise or look for a "greener pasture". In an article published in Forbes.com, Susan Adams gave some tips on how to negotiate salary in job interviews. Under the current, harsh climate, job search experts that she interviewed said demonstrating to an employer that you are valued by other employers has merit. Orville Pierson, author of The Unwritten Rules of the Highly Effective Job Search and a former senior vice president at the outplacement firm Lee Hecht Harrison, said lying is "highly counterproductive… the person you're talking to is going to be your next boss. Your career depends on your reputation." Rusty Rueff, author of Talent Force: A New Manifesto for the Human Side of Business and former head of human resources at PepsiCo and Electronic Arts, agreed. Rueff said job seekers should be transparent about why they need to make a particular salary. Nevertheless, Pierson and Rueff add - and Roy Cohen, a veteran career coach, agreed -the salary discussion is most certainly a negotiation, and it pays to establish yourself as a valuable commodity desired by others. "It's all about demonstrating that you are the best person to help the employer address any challenges that may exist," Cohen said, "that you are going to change the course of history at the organization." He advised to continue to demonstrate your value throughout the negotiation period, by offering solutions and strategies at meetings and in follow-up e-mails. Cohen, author of The Wall Street Professional's Survival Guide, also said it's good to have competing offers, or at least competing conversations with prospective employers, and to let hiring managers know about it. "The only way you remain exciting to an employer is by giving the impression that you are dynamic and busy, that you're consulting and you have other conversations going on," Cohen noted. At the same time Rueff and Pierson advise applicants to appear humble. You should be confident, but not cocky, Rueff said. "If you look like an egomaniac, you're going to turn people off," noted Pierson. He suggested that you go to interviews prepared with stories to tell that illustrate your accomplishments and your values. When you start negotiating, be well-prepared for that, too. First, think hard about what's most important to you, including salary and anything else, from the non-compete clause to the office where you'll sit. What are you willing to give up? What is make or break? For some applicants, the size of the paycheck may not be as important as vacation time. Severance is a good negotiating item, because it costs the employer nothing up front. Then be sure to research your employer, educating yourself about perks, employee policies and general compensation practices. If a hiring manager asks how much you currently make, Cohen said it often makes sense to use a delaying tactic, like saying, "I want to figure out if there's an opportunity for me here." Or if you're coming from a low-paying job, for instance at a non-profit, and want to make a lot more, you can say to the hiring manager, "I'm sure you know I'm coming from a lower-paying industry where salaries are not in line with the private sector." Finally, negotiate in person whenever possible. Once you get to the salary discussion, the employer has decided he wants to hire you. Nevertheless, if you're sitting in front of him, Cohen said "there's more of a commitment." It's a lot easier to get someone off the phone than to dismiss a prospective employee from your office. Stand your ground.
