It can be disheartening to receive an otherwise appealing job offer with a surprisingly low salary attached to it. But job seekers shouldn’t assume that they’re facing a take-it-or-leave-it situation. Most hiring managers expect to negotiate salary and other aspects of the initial offer. A survey by CareerBuilder.com found that 58 percent of hiring managers leave room in their first offer for salary negotiations. Thirty percent said their first offer is final, and 10 percent said it depends on the candidate.
Despite being disappointed with the proposed salary, avoid reacting with indignation. You don’t want to risk offending the hiring manager and damaging your ability to negotiate for a better offer. Assuming you’re still interested in the position, respond positively to the news that the employer wants to hire you and reiterate your enthusiasm about the job and firm. Be direct though about the fact that the salary is less than you can accept. Also, if you were led to believe that the salary range was considerably higher, mention this.
Allow the hiring manager to make the next move. He or she may immediately offer a higher number or express a willingness to negotiate other aspects of the compensation package. If you’re pressed to offer a salary figure, give an acceptable range rather than a specific number. This may be the same range you gave earlier in the interview process. Explain how you established the range by referring to specific sources of salary information such as the annual Robert Half Legal Salary Guide or data from the Association of Legal Administrators (ALA). In addition, remind the hiring manager of your unique qualifications for the job, your experience and past successes and the value you would bring to the firm.
Besides the salary that is ultimately offered, one of the most decisive factors in whether you accept the position should be how accommodating the hiring manager is. Does he or she seem to genuinely want to work with you to reach an acceptable offer? Be wary of anyone who draws a line in the sand or tries to pressure you into accepting the first offer. Chances are this is not someone with whom you would want to work. Nor should you be eager to join a firm that purposely aims to pay legal administrators below market rate.
Assuming the hiring manager takes a flexible stance, however, be receptive to further talks, including considering other ways of increasing the offer’s value. For example, if the employer can’t meet your target starting salary, you might ask for an earlier-than-usual salary review, a signing or annual performance bonus, additional vacation time, a car allowance, a larger profit-sharing contribution, tuition reimbursement or a lower insurance copayment.
Before accepting the offer, make sure you’re comfortable with its overall financial value and with your prospects for career and salary growth at the firm. You should also come away feeling good about your experience with the hiring manager. If each of these factors is present, you will have turned a deflating start into a positive finish.
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Chad Volkert is executive director for Robert Half Legal, the premier provider of experienced project and full-time professionals for law firms and corporate legal departments. Mr. Volkert began his staffing industry career when he joined the company in1999 and previously served as vice president of national accounts where he was instrumental in the Eastern zone expansion of Robert Half Legal, which has locations in major markets throughout the United States and Canada. Prior to his employment with Robert Half Legal, Mr. Volkert was with Ford & Sinclair in Miami and McGrane & Nosich in Coral Gables, Florida. Mr. Volkert is a graduate of the University of Miami School of Law where he received a degree of juris doctor. He also holds a bachelor of arts degree in political science from Furman University. He is also a member of the Florida Bar and the Dade County Bar Association. |
CHARLES A. VOLKERT III, ESQ.