How To Navigate Salary Negotiations In Tough Times

Forbes

04-05-2025

Two business women negotiating salaries in the office late at night.
Many employees fall into a trap. They feel that they're great at what they do. But, they don't focus on 'playing the corporate game.' They wait around, hoping someone will notice them. The reality is that no one is going to look after you. In a tough job market, you must advocate for yourself. If you don't do or say anything, nothing will ever change.
There will be a moment when you realize you're not going anywhere in your company. This is the time when you have to summon up your strength to start looking for another job elsewhere.
When searching for a job, research industry standards for your type of position. Check out sites such as Glassdoor, PayScale, Indeed, and LinkedIn to gain a sense of salaries and overall compensation in your field.
Some states instituted Pay Transparency Laws that require companies to share the salary range on their online job posts. This helps you out with negotiations. Compensation changes depending upon a number of factors, such as location, experience, hotness or coldness of the position at any particular time period.
Be aware, with high inflation, costs going up, chaotic tariffs, and a stock market that's unpredictable, it will be an uphill battle to fight for a high salary. Here are some positive strategies to help people communicate their value, and advocate for their needs.
In many U.S. states, laws prohibit employers from asking about salary history. If this occurs, you can say, 'I'm focused on the skills, experience and value that I'll bring to the table. Since you may not be able to ask about my salary history, you can share, I'm seeking out a range around $X-$Y based on market rates.' Similarly, don't undersell yourself out of fear of losing the offer. A 2024 PayScale study shows that around 70% of employers expect candidates to negotiate. Those who do, earn 5-10% more on average.
Avoid raising salary questions too early in the hiring process. It comes across as you're only interested in the money, and not necessarily the job. But everyone knows it's mostly about the money. If you're pressed in the interview for offering your salary expectations, respond diplomatically. You can say, 'I'd prefer to discuss compensation once I've met everyone involved with the process, and we've explored the role's responsibilities and fit. However, at this time, I'm confident we can come to terms with a fair package.' This keeps the conversation flowing and showing interest, but also keeping your cards close to your chest.
Prepare a concise elevator pitch, highlighting your skills, experience, and achievements that align with the role's demands. Practice this pitch to deliver it calmly and professionally. Avoid apologetic or self-deprecating statements.
If you utilize the services of a recruiter, it can make life easier. Rather than handling the negotiations on your own, which can be awkward and uncomfortable, the recruiter will manage the details and figures with the hiring manager or HR person. Usually, recruiters have insights into the salary bands of the organization, may have placed people previously at the firm, and might know the hiring managers. This provides much relief, and the potential to get a higher pay package.
On the flip side, when you negotiate on your own, it's easy to let emotions influence your decisions. Recruiters, however, are accustomed to negotiating and can approach it more objectively.
When asked about salary, put forth a figure about 20% to 25% higher than you expect. Most likely the HR person won't immediately come up with an offer. They need to go through a bureaucratic hierarchy to get the appropriate approvals. This will take some time. If you don't hear back right away, it's okay. It could be that one or more people who need to sign off on the pay package are not around.
Be prepared for a back-and-forth conversation about money. Many job hunters are shy about pushing for a high compensation package. Don't be afraid. If the hiring manager or human resource person didn't share the salary, pitch them on what you feel you deserve. Most likely the HR person won't immediately come up with an offer. They need to go through a bureaucratic hierarchy to get the appropriate approvals.
Once an offer is made, and you're somewhat unhappy with the result, there are some other things you can ask for. Prioritize what matters most to you. It could be additional paid time off, remote work option or increased vacation days. You could also ask for benefits like health insurance, retirement contributions, stock options, and performaqnce bonuses.
After thinking it over, you can make a counter offer. For instance, you can say, 'I appreciate that you are under strict budget constraints. Could we explore additional vacation days or a six-month review that can lead to a potential raise?' This shows flexibility while keeping the conversation productive. If you feel that the offer is underwhelming, politely reference your research. You can share, 'Based on industry data for similar roles in this area, I was expecting closer to $X. Is there room to align with that range?'
Get everything in writing. Don't do anything until you get the contract returned with the appropriate signatories. The document should have details such as salary, benefits, vacation and paid time off, among other things. This prevents misunderstandings. If the employer reneges or adjusts terms later, you can respectfully address it with, 'I understood our agreement to include X. Can we clarify this in the contract?'