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MEETING

OF MINDS:

NAVIGATING

SALARY

NEGOTIATIONS

alary negotiation can be some idea of what their ball park employees may resent the new
tricky and if not handled expectation is and give you a chance hire. In a win-win salary negotiation,
Scorrectly, disastrous. The to be prepared for the conversation. both employer and employee leave
window for negotiating a salary If you’re not sure of the market rate, the salary negotiation feeling ready
exists from the time you offer a job do a little research to confirm that to get started on a long term,
to a candidate, until the acceptance their expectation is in line with those successful relationship.
of the role. This tiny window can market rates. If you have a bonus structure in
leave a candidate feeling wanted or There are pros and cons about place, put a dollar value alongside
undervalued, and leave you excited asking for salary history and it’s not this. The word bonus is foggy unless
to have them on board or feeling as always appropriate to do so. You you can put a value to it. Discuss
if you’ve lost out. will find arguments supporting both what the last employee may have
Communication is key! It should not options but it should not influence earned in addition to their salary in
be a shock to either party when an the value of the position to your terms of bonus as a selling point to
offer is made. It might not be an exact business. They may be leaving their the role.
match but should be good starting current role because they are being Recognise that candidates may
point to commence negotiations. paid under market rate. Keep in mind want to negotiate with you in other
The employer’s salary negotiation this will most likely not be their only areas outside base salary. Including
leeway will depend on a number of application, so be competitive and do other benefits as part of the package
factors. Things such as seniority of your homework. can be a cost-effective way of
the position, the scarcity of skilled Know what your salary negotiation offsetting a wage such as paying on
candidates, comparative salaries with limits are. Base your limits on your the performance of the business, or
existing employees, geographical area internal salary ranges, the salary paid paying allowances.
and economic climate largely impact employees in similar positions, the If your initial offer is not, or barely,
what you can afford to pay. economic climate, job search market negotiable, indicate that to the
How badly do you want and need and the profitability of your company. candidate when you make the offer.
this candidate? If you are desperate, Have a budget in mind and as a general They may have only been subject to
your salary negotiation strategy may rule you should not deviate from this. certain styles of negotiating in the past Dental Assistants | Dental Receptionists | Practice Managers
quickly deteriorate under pressure. Salary negotiation is not about and think that there is lots of room to
You may end up paying more than winning – unless both parties win. If negotiate when that’s not the case. Dental Hygienists | Oral Health Therapists
you can afford or paying a wage that either party feels they are not getting a Even if you are convinced of the
is disproportionate compared to your good deal, you both lose. candidate’s potential positive impact Dentists | Sales & Marketing
other employees. Paying salaries higher than you within your business, know your
think is reasonable can be bad for limits – even if you have to start your
SALARY you and bad for the candidate. recruitment process over, you may
NEGOTIATION TIPS The new employee’s work is save yourself years of headaches and
Ask for an expected salary on their scrutinised, your expectations may prohibitive costs. AB Dental & Medical Employment Agency
job application. This will give you become unreasonable, and fellow Remember - communication is key! For a friendly, fast and cost effective service, contact us 7 days a week

1300 658 915 or 0425 208 860 or visit our website www.abdental.com.au

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