Don’t shy away from negotiating. Women statistically have more difficulty navigating this conversation. Whether the reason is that they lack experience or do not want to seem too pushy, women often end up settling rather than having the discussion to reach an agreement. It is generally easier to see someone else having this conversation — so put yourself in their shoes and think about whether you would advise a friend to take the offer. Stay positive and confident. 

You don’t have to already have the job to start negotiating. That is a misconception. According to Human Resource director Lisa Morris, the verbal offer is the best time to have that conversation.  Your potential employers will want to know if you are unhappy with the compensation and, if they are serious about the offer, will try to adjust until you both agree. If the subject has already been discussed but you still aren’t confident, look for alternatives such as a scheduled pay raise, defined benefits, or leave time. No job offer will be perfect.

Work with the facts and show your worth. When conferring about salary, don’t focus on the numbers but have a specific value in mind. Presenting facts encourages the employer to counter their original offer with a higher value. With the right conversation, you may reach a figure close to the one you had planned. Define your personal worth. If the job offer has been extended, skills you possess are in demand. Be concise and polite to show that you will make a great member of their team. Make sure to present yourself in a way that does not make you appear arrogant.

Don’t accept their offer right off the bat. If you do, you might take away the opportunity for negotiating. The phrase “selling yourself short” applies. Accepting the first number thrown your direction may decrease your value. Use phrases like, “I really appreciate the offer at $42,000, but I was expecting $45,000 based on my previous experience.” This will start the conversation on a positive note but let the employer know where you stand. 

Be prepared for rejection. While you are offered the position, chances are it is a “take it or leave it” situation. From the employer’s point of view, there are many factors that weigh in when making an offer with a precise value. Rarity of skill, economy, level of position, and several other things must be taken into consideration. Ultimately, the price offered may be the only one available in this situation.

After all is said and done, your acceptable pay rate is your decision. While this is a topic to approach with subtly, it is not impossible. The choice to navigate the conversation about your salary is not in the hands of your employer. 

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

If you’re hoping to make a vastly higher number than your current salary; you will give some leverage for the employer to offer you less early on. You’ll lose any kind of ground you can gain later in the interview process through negotiating–once you will have proven your value. Now, you do need to respond, and you should decide the way that you may feel most comfortable beforehand. One option is to do your research: use a salary calculator (like this handy one here) to determine an average salary range for your title and location, and use that number to create a salary range to offer to your potential employer. Or, if early enough in the process, simply and politely let the interviewer know that you’re aware of the industry standards, and appreciate their consideration along those lines for the position. Read the situation for an appropriate response, and practice answering these questions often so you won’t be caught unprepared and share numbers you weren’t ready to give yet.

Not negotiating at all: Some people are afraid that they’ll ruin their chances by being too demanding, or appearing greedy. But it’s a mistake not to ask for a salary that meets your value, especially if you feel that a salary offered isn’t ideal; often, companies can certainly afford much more than what they offer, and they’ll start at the low end of their range. As long as you do your research in terms of appropriate salary levels, you’ll likely be proving that a) you know your true value, and b) you’re an assertive, smart, and hard-working person they’d be lucky to bring on board. So, when offered a salary you’re not thrilled with, do respond by politely suggesting a number more in line with your needs, and the backed-up reasons why it’s realistic (your experience, your value, industry standards, and so on).

Taking negotiations personally, rather than logically: This goes hand-in-hand with the previous tip. Your future employer will not be hurt if you ask for more money–it’s a business transaction. So conversely, you need to remind yourself that their offers are solely based in business reasoning as well; they’re not at all personal. When a low salary is offered, it isn’t a reflection on you, and your response shouldn’t be emotional. It should be a counter backed up with facts and numbers that show you’re worth the number you’re putting forward. Consider, even, asking a question to keep conversation flowing evenly and in a friendly way: “Would you consider raising the amount by X to fully address the level of experience in this industry I bring…?” Try not to be flustered or caught off guard, because the calmer and more assertive you’re able to be, the more you’ll show your negotiating partner that you know what you’re doing, and you’ll see this through.

In a full negotiation, you may not always get your exact desired number, but with the right approach and research, you will very likely find that you’ll have a better outcome and salary than you would have before. Professionals who take the time to do some research before beginning the job search will find it makes a great difference in your take-home pay/benefits later.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com