Page 292 - Marky Stein - Get a Great Job When You Don't Have a Job-McGraw-Hill (2009)

Fearless Interviewing

Thomas Stephan

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

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

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

4. He was afraid that negotiating 4. He planned to bargain for 15 to
would jeopardize the job offer. 20 percent 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 planned to 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 decision he
the deal ASAP. would wait for the 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. Know the relative worth for your position in the mar-
ketplace.

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