DO YOUR RESEARCH
Employers set salaries based on what they currently pay people to f ill similar roles and what they believe competitors are paying.
They may also have a certain budget or a predetermined range. Information is power in negotiation, so the more you know about these data points the better.
Do some sleuthing. Search websites
such as salary.com, vault.com and payscale.com to gather information about the organisation and what it pays. Use Facebook and LinkedIn to reach out to people who might know what an appropriate salary is. Maybe it’s someone you trust inside the organisation, a career adviser, a search consultant or contacts in the same industry.
It may be uncomfortable to ask directly how much your friends in similar positions (or near strangers) make. Instead you can say: “What do you think the organisation would pay for this position?” Then compare the advice you get. Don’t rely on one piece of data or one type of source.
Use that information to set your own expectations and those of the hiring manager. A good recruiter will ask if you have any base salary requirement. If asked, answer t he question honestly. The employer needs to know that you’re in the range they’re hoping to pay so they don’t waste their time or yours. If you’re the top candidate, most employers are willing to do what they can to make the numbers work.