Unlocking the Power of Salary Negotiation
Salary negotiation has witnessed a surge in popularity in the post-pandemic era, as companies grapple with labor shortages. Out of the 1.14 million advertised vacancies in the UK on Adzuna, around 10% explicitly encourage salary negotiation.
Despite this, Paul Lewis from the website points out that a staggering 40% of job postings in the UK fail to mention any salary range, leaving applicants unsure about where to begin the negotiation process. Lewis further argues that the absence of pay ranges might perpetuate the existing wage disparities and discourage women and underrepresented minorities from applying.
Recruitment expert Abby Robbins, representing job seekers, initiates negotiations on their behalf to ensure they start at a salary that truly reflects their worth without damaging their relationship with future employers. “Companies usually have a predetermined salary range, and they aim to recruit candidates at the lower end of the band to leave room for advancement within the bracket,” explains Robbins.
During the offer stage, Robbins advises candidates to request higher pay. “Even if the candidate hasn’t asked, I always push for more because I know the company can afford it,” Robbins adds.
Robbins acknowledges that it can be challenging to negotiate for a higher salary, especially when one desperately wants the job and is thankful for the opportunity. However, she asserts that the best time to negotiate pay is right at the start, before joining the company.
Seizing Opportunities through Proactive Negotiation
Samantha Lubanzu, a mother of five from Manchester, shares her experiences of starting salary negotiations as early as 17 years old, when she worked at a bank. “I was quite bold back then,” she admits. “If you don’t ask, you don’t get.”
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