There is an Oliver Twist in all of us; we ask for more. Unlike the Charles Dickens protagonist, we don’t get beaten for our effrontery. But we could end up getting a psychological pummelling.

Salary negotiation is often the most critical part of a job interview. All too often, we end up getting it wrong. We err on both extremes. First, unlike Twist, we do not ask. We are so happy with the idea of getting the job that we leave the important question of remuneration entirely to the employer. This is a throwback to the days when the workplace was looked upon as a family environment, the employer a benevolent pater familias. That construct doesn’t exist any more – if it ever did – but potential employees prefer believing in it rather than haggling over money.

Haggling over money is, in fact, the other sort of error. We feel an interview is a bargaining process. If the company offers ‘X’, we hold out for ‘X+1”. Years of watching trade unions in extortion mode has given us the belief that this works. (The bank unions, which represent the best-paid community in the country, have again been on strike to push their demands.)

Anecdotal evidence would have us believe that Indians are poor at salary negotiations. A LinkedIn survey paints a different picture. The eight-country survey by the professional network found that Indians were the most confident when it came to negotiating, with 47 per cent reporting positively. Brazilian professionals were the most timorous – 21 per cent saying they were frightened of negotiating.

“The trouble is that jobseekers are either too timid or too brash,” says Mumbai-based HR consultant D. Singh. “From the company’s point of view, timidity is tolerable. Brashness very often gets shown the door.” You might think you are the bee’s knees or the cat’s pajamas, but not everybody is your mother. Money is important but, no matter how good you are, you can’t expect or ask for the moon.

The first thing you need know before you enter any salary negotiation is the company’s norm for your level. The HR department’s flexibility is limited; if you set your sights too high, there is no way they can agree. These days, it is much easier to find out what pay scales are from the wealth of information on the Net.

The second point is to never talk money until the subject is raised by the interviewer. Don’t worry about the whole interaction going past without the issue being discussed. The interviewer waits for you to ask about pay; the earlier in the interview you do it, the greedier you are deemed to be. If you don’t ask the expected question, he will bring it up.

Show that you have done your homework; the HR department will be pleased that it doesn’t have to go down to an extended bargaining process. At the same time, seek information about the company. Perhaps you don’t really want to know. But interviewers – like everybody else — like to hear the sound of their own voice.

If pay is practically a non-negotiable, talk perks. Most companies are a little more open on that front. And, finally, don’t paint yourself into a corner. An effective statement is: “Can we look at this again three months after I have joined.” Three months gives you enough time to prove your worth. And the HR department too would be unwilling to write off the investment they have made in you.

If you are looking at a big jump in level (and the money that comes with it), never talk salary. The conversation should be about the job and the responsibilities and how you are eminently qualified to handle them.

More than 50 years ago, Frederick Herzberg defined salary as a hygiene (or maintenance) factor. It was not a motivator like achievement, recognition, work itself, responsibility and advancement. The theory still holds good.

LOSERS AND WINNERS

Three phrases that are winners in salary negotiations

• What is the salary range you have available for this role?

• As you can see from my achievements listed here…

• Can we revisit my compensation package in 90 days?’

What you should never do during salary negotiations

• Ask for more than the industry standard

• Negotiate successfully, then come back to ask for more

• Go back on your initial word

Source: Ritika Trikha, CareerBliss