Negotiating a job offer - if you are the candidate

The Jobs in Procurement team is not about to launch into any attempt to tell its audience of procurement professionals how to negotiate.  Its your job and there is not a lot that we can tell you about general negotiation skills.  In this short post, we do offer some advice to the candidate side of the recruitment process on negotiating the salary etc. offered with a new job.  Next time we will offer up some advice to the employer side of the process.


First up, remember that you are likely negotiating with your (future) boss and potential colleagues.  It is important that you strike the appropriate balance between demonstrating that, as a procurement professional, you are a competent and effective negotiator and going so far that these important relationships are damaged or the offer is withdrawn.

If you are working with a Recruiter, work with them on this part of the process too.  Take their input and use them as a third party conduit to exchange information with the new organisation.

As with any negotiation, there is background research needed - especially if taking the job results in any significant change in circumstance for you and your family.  Be sure that you clearly understand the implications and mechanisms involved in: relocation (e.g. schooling, tax status, residency and work permits, electrical appliance compatibility etc.), bonuses, company car schemes, shares or share schemes, pension scheme, health insurance, product allowance etc.  Draw up your own checklist and satisfy yourself that you have a good understanding of the situation.

Be honest about what you have now.  It is never good to start a relationship with a new employer with any dishonesty.  Do make sure that your current remuneration is properly calculated and communicated to the people that need to know.

The aim of making a career move is, of course, to improve your current situation in some way.  Whilst it is very unlikely that money is the only motivation to make a move, it is - as all parties to the process know - an important factor.

Taking into account any differences in costs of living associated with the move and if the job is a promotion along the lines of natural career progression, it is usual in the market today that a move be accompanied with an increase in overall remuneration of something of the order of 7 - 12%.

Sometime in the interview process it is likely that you are asked 'What are you looking for in salary terms?'  Answering this with a number is, we think, a mistake.  An answer something like: 'Money isn't at the top of my list of priorites to make this move but, as you specifically asked, I have in mind an increase of something in the range of 12% versus my current package.  I think this fairly reflects the benefits I will bring to the organisation and offers me an incentive to make the move.'

Once an offer is extended to you by the new employer, there is a chance to negotiate it.  The Jobs in Procurement team recommends that there is just one round of any such negotiation: you go back (through your Recruiter) with a justified (e.g. if you are going to walk away from a 5k bonus by leaving before the year end, its OK to use that as a negotiating point; if you are walking away from a company car, that is too) counter offer to ask for a little more.  Make it clear that this is your final request and that you aren't then going to come up with other reasons to ask for more and also make it clear that you are ready to accept if your condition is met.

Once the offer is acceptable, accept it enthusiastically and make it very clear to all concerned that you are excited about the new role and are looking forward to joining the new team at the earliest opportunity.