not since the employer is attempting to consider advantage of you.

Jason Monastra is a Ten year veteran in the recruiting industry and current partner with United Global Technologies, ugtechnologies, a number one recruiting and consulting firm serving the IT and engineering vertical based out of Charlotte NC.Jason Monastra keeps a major career advice and job search blog at lambentpath, making it easily accessible key informational points to higher help navigate your research for your next position.

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Negotiation Of Offer I had been browsing a few of the career advice on Monster reference your blog I had been reading. Based on the blog, I checked into a few of the advice given on the site reference negotiations. During the research, I stumbled upon a link that describes negotiating skills. This is actually the article referenced: Five Negotiating NO-NOs.

I didn't accept a few of the details, specifically this area:

Mistrusting the System

Many job seekers operate under the assumption that employers will, without exception, attempt to lowball them, no matter how well-qualified they are for a position. While you will find employers who pay employees below industry standard, you shouldn't enter a negotiation having a them-versus-me mentality. A think that just because youve researched a jobs market value, youll get an offer within that range. While market averages are good barometers of pay averages, theyre exactly that averages.

The truth is, many companies have a predetermined plan for every position and have pay ranges and benefit packages according to their established compensation hierarchies. A deal may boil down to a take-it-or-leave-it proposition, only because thats all of the budget enables the positioning, not since the employer is attempting to consider advantage of you.

I look at this advice and we understand what side from the fence the author was originating from. From a site like Monster, one whos revenues are generated by employers - it is obvious the article is written having a distinct sense of bias. As a recruiter, company someone that is paid by the employer, I've the data available to me that isn't know towards the candidate. My job is to mediate the difference and bring both sides together. But here are some facts you must know:

Most of times, companies do low ball. Specifically they be prepared to negotiate and starting from a greater point only means they are less flexible when determining the ultimate ceiling they are prepared to pay.
There should not be a them vs you mentality as that may cause lasting issues as your career using the company progresses. However, you must understand that you simply starting point within the company is a key indicator of the value to them, plus will dictate raises and compensation as time progresses.
Market ranges.this short article shows that not being paid within the average is okay. That's hog-wash. Typically, those averages are low and usually somewhat dated. They key barometer is looking in the companys key competitors on the market, seeing what they're making in similar roles and thus being aware of what the marketplace is paying.
The ranges this article is suggesting are HUGE. I've worked in this niche for 10 yrs, and many of the ranges for jobs are quite large. When you are above 70k, the majority of the job ranges seem like 68-85k based on skills. Companies always return telling candidates that they are missing every part, therefore determining their pay to be the lower side.
Negotiations are easy. Simply put, these skills that are discussed listed here are elementary and not meant to be used by true professionals. Companies expect professionalism, reliability , you are very likely the same. Within the due diligence procedure for collecting information, among the compenents of the gathering is budget and compensation. If you are using a recruiter, this really is easy. Get to the bottom from it. The recruiter should know the number, but many importantly be aware of trends from the hiring managers, and specifically within 5k what that manager is looking to pay. Move the number from 68-85k, down to 73-78k. Then you definitely fully realize where the mind of the manager is previous to going in.

I would love to hear some more relating to this subject and how others suggest handling negotiations..

By: Jason Monastra