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How to negotiate a contract and a salary

December 2005 -

The negotiation meets the rules of supply and demand. The more unique your application, the more likely you are to be able to trade in their favor.

Negotiating a labor contract is one of the key moments for a manager throughout his career. It must take a professional, with the willingness to demand concessions to the company you want to hire but without losing sight of that excessive pressure can damage conditions. Good negotiation always obey the rule of win win, both at the time of the incorporation as compared to eventual dismissal.

Most frustrating negotiations occur by insecurity and precipitation. Many times the manager, who is considered the weak, once identified the possibility of a bid, adopts a totally wrong and immediately raises the contractual terms, evaluating only the economics and ignoring the other components of the offer. Always more interested in assessing the bid as a whole. The negotiation meets the rules of supply (the company with its needs and wage structure) and demand (the manager with his experience and skills), in a market with current pay levels. The more unique your application, the more likely you are to be able to trade in their favor.

The aspects to be considered in contract negotiation are manifold, ranging from the type and duration, to the post title, category and all the conditions of pay. Although the subject is basic salary (in fixed and variable aspects), you also have to specify the terms of fixing variable determining the objectives, additional benefits, social benefits and any special clauses (travel, change of residence, time basis, no future competition, etc.). No less important are the terms of salary reviews. Finally, there are the conditions for terminating the contract, his compensation, shield or parachute.

There are opposing views as to the opportunity to bluff on current economic conditions. It is often done reference checking with previous employers, creating the risk of being caught in the lie, without the risk of stepping out of the reach of the company. We strongly recommend not to risk with this game.

Never decide in the moment of receiving an offer, because that would forgo the opportunity to reflect on it, forgetting that there is always a possibility to negotiate and make a counter-offer. A reflection of 24 to 48 hours can also seek advice on the subject if you did during the selection process. There are sources of information, such as salary surveys and web pages. It is also appropriate to reflect on subjective aspects of the offer to make sure it covers the desired standard of living and will be a source of motivation for some time. Avoid common pitfalls, as an exorbitant salary, a very generous and draconian conditions, lack of written contract and conditions.

The last aspect to consider is that the manager does not consider your possible new employer as an opponent. Once the company has decided to hire a professional, contrary to what it may seem, has an interest to overcome the bumps that may arise in the negotiation. Imagine the economic and psychological cost of a process is not resolved favorably or clouding conditions that a professional relationship is expected fruitful.

In any case, once valued the whole deal, the manager always has the final say whether to accept it or prefer to decline. In both cases, it is appropriate to express appreciation and the reasons for the decision, with enthusiasm and respect, without losing the opportunity to stay in touch with the company for other opportunities in the future.


NOTE THIS WAS SELECTED: FROM:http://www.expansionyempleo.com/edicion/expansion_y_empleo/carrera_profesional/desarrollo_profesional/es/desarrollo/576736.html


The picture in this article is for illustrative purposes only