How to Win the Job by Communicating with Confidence

Negotiating Your Salary

Thomas Stephan

1. He took the first thing offered 1. He practicedthe technique
   to him. of open-door negotiating
   (which you’ll learn).


2. He did not research the salary, 2. He researchedsalary norms so
   so it came as a surprise to him. knew what to expect.


3. He did not know his bottom- 3. He knewhis bottom line.
   line salary.


4. He was afraid that negotiating 4. He plannedto bargain for
   would jeopardize the job offer. 15–20% over the first offer.


5. He believed that he was worth 5. He believed,and knew he could
   roughly the current “market prove, that he was above “market
   value.” value.”


6. He figured that “full benefits” 6. He plannedto negotiate for
   meant that the company was more benefits and some perks.
   giving him all the benefits
   they had.


7. He felt a strong urge to close 7. He made a firm decisionhe
   the deal ASAP. would wait for right offer.

The disparity between Thomas’s salary and Stephan’s is not an
accident. Stephan consistently applied the techniques of open-
door negotiating and knowledge of the four bargaining factors.
Let’s take a look at what they are.

The Four Bargaining Factors

Salary negotiations can be a very delicate matter. However, the
more you know going in, the more influence you can exert when
the time comes. Take the time to research your salary carefully
and determine where you stand on these four bargaining points:

1. Knowthe relative worth for your position in the mar-
   ketplace.