CAREER PURSUIT 2021

15 EXPERT ADVICE - EMPLOYMENT they’re looking to pay in mind. Just like you have a figure you’re looking to be paid. This will be based on factors such as market rates, internal reward strategy, and internal comparator employees and/or roles. So, you need to be armed with facts. You need to understand what those market rates are in addition to the variables that can affect salary offers. For example, it’s unlikely you’ll get the same salary for a role in Hull or Falkirk that you would in London or Edinburgh. STRATEGY Typical salary negotiation strategy suggests that you shouldn’t be the first to put a price/value/number on the table. Instead, you should try to get the other party to reveal their position first. To do this, you could ask for the salary banding before applying, ideally via a telephone call to the organisation. Then you have a start point and can assess whether it’s worth you continuing with the application. If that’s not possible and you get asked during an interview what your current salary is, don’t give it. You should only provide the salary that you’re looking for. In most cases, your current salary is irrelevant, as it’s for a different role in another organisation and was based on your experience when you started then, not what you can offer now. What the interviewer wants to know is how much you’re going to cost and how that is offset by the value you can bring to the organisation. Arm yourself with the facts, so you can pitch for a figure and demonstrate how you will add value. For example, you could say, “I note that the typical salary in this industry/area for this sort of role is around xx. I’ve got yy qualification/certification, and I have demonstrable experience in [insert experience/skills here − even better if you can back it up with examples of how you have added value in previous roles].” Salary negotiation can be daunting, but it should be a central focus when applying for new roles. It is a perfectly normal part of the employment process. The key is to be well prepared and have an evidence-based case ready to justify your desired salary. Are you still unsure about how to approach salary negotiation? If you’re looking for roles in Scotland, we’d be happy to share our experience with subject matter expert employers regarding salary negotiation ideas. Joint Force Alba is a veteran-owned business, Armed Forces Covenant signatory, and the only Scottish ex-military recruitment consultancy. Good luck with your negotiation. Number One If a salary is set out – ask if it is negotiable. Number Two Make sure you are familiar with the industry and market trends. Do your research and arm yourself with facts and figures to back up why you deserve your desired salary. Number Three Don' t sell yourself short. Number Four Practise your pitch before you enter a negotiation and be confident in your delivery. Number Five Once you negotiate a salary, make sure you get written confirmation. FIVE SALARY NEGOTIATION TIPS TO TAKE AWAY Emma Davies − Joint Force Alba Website: www.jointforcealba.co.uk Facebook: @jointforcealba Twitter: @JointForceAlba LinkedIn: www.linkedin.com/company/joint-force-alba