2024 IT Salary Trends by Alvaro Prieto

Go here to find the 2025 Randstad salary expectations
https://www.randstadusa.com/employers/salary-insights/salary-guide/technologies/

Here is the link to the original article, https://www.auxis.com/it-salary-trends/ written by Alvaro Prieto.

Despite the massive layoffs by major tech firms in 2023, driv

In brief: 

• The much-publicized layoffs of 2023 did not change the tech talent shortage issue in the United States, with nearly 4 million tech jobs available. 
• 90% of tech managers say finding top talent remains a concern as several hiring challenges continue to persist. 
• In-demand technology positions include cyber security, cloud computing, and software development; strong demand for mid to senior talent as well as those with project management experience. 
• The ability to work remotely continues to be attractive to tech candidates; employers are offering hybrid or remote jobs as incentive to attract top talent. 

Despite the massive layoffs by major tech firms in 2023, driven by economic uncertainty and fears of a recession, the tech job market remains strong going into 2024. The tech economy has proven far more resilient than what was predicted, with tech unemployment rates trending well below the national average.

However, because of the unease in the market, average annual salaries saw a very modest increase of 2% on average in 2023, versus the nearly exponential growth trends over the past decade, according to Motion Recruitment’s 2024 Tech Salary Guide. Revenue growth and a continued emphasis on cost optimization have replaced talent acquisition as a top concern for enterprises, the Everest Group 2024 Key Issues Study found. 

But while neither employers nor tech workers seem to have the upper hand in today’s marketplace, most of the challenges faced by hiring managers in the last couple of years continue to persist in 2024. 

Understanding the labor statistics and tech salary trends shaping today’s IT market helps CIOs think strategically about the future of their departments. Here are tech talent trends to watch in 2024 – and the best solution for recruiting and retaining the high-quality resources you need to drive innovation, digital transformation, and growth for your business.

1. Tech talent shortage continues despite layoffs, but average salary growth slows 

2023 was an unusually bumpy year for the tech talent market, with mass layoffs led by FAANG companies (Meta, Apple, Amazon, Netflix, Alphabet). These companies, along with Microsoft, had been on a steady hiring spree since 2019, and accounted for 42% of all tech layoffs last year.  

However, contrary to expectations, this did not flood the candidate pool and make hiring easier. There continues to be a tech talent shortage across the United States, with nearly 4 million tech jobs available, according to Motion Recruitment.  

This can be attributed to a few factors: 

• Talent reabsorption continues at an all-time high. 79% of people laid off last year found a new job within three months. 
• Many non-tech companies were less affected by the conditions of early 2023 that led to layoffs, continuing to grow and hire tech resources. 
• 63% of tech workers who were laid off started their own company within 12 months of losing their job. This wasn’t due to a lack of other options but to grow their skills, make more money, or create something new. This is emerging as a new contributor to the tech talent gap. 
• Internal recruitment teams as well as HR and marketing teams at tech companies were hit harder, as opposed to tech positions, by layoffs last year. 

Given this, it is no surprise that finding top talent remains a challenge for 90% of tech managers, according to Robert Half’s 2024 Salary Guide. 

IT salary growth, on the other hand, has overall normalized after 2022’s hyperactive growth. Despite fears of hyperinflation having proven unfounded, most organizations in 2024 will be looking to ‘do more with less,’ prioritizing revenue growth and cost optimization over talent acquisition, Everest Group found. 

All this means that, breaking from the trend of the past few years, it is no longer a job candidate’s market with an abundance of opportunities and competing salaries on offer. But demand for critical technology skills remains as high as in previous years, with top-level talent still able to pick and choose from multiple offers.  

2. Demand, and salaries, for strategic and emerging technology skills remain high 

Even as enterprises look to optimize costs in 2024, they are continuing to accelerate adoption of technologies which are strategic and fundamental to growth. As a result, technology profiles including cyber security, cloud, software development, and data science and database management remain in demand and command top dollar. 

Everest found that the majority of enterprise executives are also optimistic about the evolution and adoption of new technologies in generating cost savings and growth. Foremost among these is Artificial Intelligence (AI). AI and Big Data will be the biggest reskilling focus for companies inside the U.S., the World Economic Forum’s Future of Jobs Report 2023 said, and AI and Machine Learning jobs will be critical for business transformation in the next five years.  

45% of tech leaders said AI spending is a top priority for their company in 2024, Motion Recruitment found, with companies spending top dollar for IT workers who can create AI and ML tools that help computing and processing powers take giant leaps forward. This is also reflecting in salaries, with software engineers that are AI-focused seeing an 8-12% compensation bump compared to their non-AI counterparts. 

Experienced IT project managers are expected to be in demand through 2024, according to Randstad’s 2024 salary guide, given that “project management” now ranks as the number one most in-demand specialization sought by employers. 

There has also been a surge in demand for relatively senior or experienced candidates. More than 55% of all tech job opportunities today are tailored for mid-level employees, indicating a strong demand for individuals with a few years of experience, according to hackajob’s Emerging Tech Talent Trends in 2024 and Beyond report. 31% of job openings specifically target senior technology professionals.  

Senior resources bring deep knowledge of complex systems, problem-solving skills, and a proven track record of successful projects, as well as provide mentorship and guidance to junior team members, ensuring knowledge transfer and skill development within the organization. 

3. Remote work: a bone of contention 

With the pandemic-induced remote working spike petering out, several enterprises are now asking (and struggling, in several cases) for employees to be back in the office, emphasizing creativity, collaboration, and a stronger company culture fostered by in-person work. Job listings that advertise fully remote positions dropped over 2023, with companies and hiring managers no longer wanting to do a nationwide search for most roles. 

However, many tech employees advocate for continued remote work, citing the flexibility it offers, reduced commuting stress, and the positive impact on work-life balance. Motion Recruitment found that only 28% of workers said their company is making it worthwhile to come into the office, while over 50% of frontline workers believe that being fully in office is ideal for career advancement. In this situation, hybrid working has emerged as an ideal middle ground, with flexible working arrangements being offered by recruiters to attract top talent. 

Employees with over seven years of experience favor remote work more, Randstad found. Software developers at this experience level, particularly, have demonstrated a preference to work from home full-time. Companies with hybrid models, then, should prepare to offer higher salaries to offset the fully remote incentives being offered by their lesser-known peers, and may have to brace for a longer time to fill positions.  

4. Nearshore outsourcing: the solution for high-quality, affordable IT talent  

Going into 2024, several challenges faced by hiring managers in the last few years persist: a tightening technology job market, long timelines to fill critical IT roles, as well as high attrition rates. 64% of tech employees are looking or planning to look for a new job, requiring managers to place a renewed focus on retention. 

All this means that companies will need to improve their employee experience, re-think hiring strategies, and more importantly, find alternative approaches to alleviate the talent gap.  

Nearshoring provides a strategic opportunity to address this. Top nearshore locations like Costa Rica and Colombia have invested heavily into becoming technology hubs and developing tech talent. The high literacy rate, large talent pool, and strong investment and innovation ecosystem have made both countries strong contenders for the title of Silicon Valley of Latin America. Several tech giants and global brands such as Microsoft, Apple, Johnson & Johnson, and Amazon have built a large presence in these countries. 

43% of respondents to Everest Group’s Key Issues survey said they are expecting their global services budgets to increase from last year, and plan to leverage IT and business process outsourcing more. 

U.S. businesses can realize the value of scalable, nearshore IT teams with up to 50% labor arbitrage and productivity efficiencies of 10-30% compared to onshore teams. Nearshoring to Latin America also resolves many pain points created by offshore models that undercut the speed, synergies, and responsiveness essential to IT. That includes the difficulty of doing business across faraway time zones, language and cultural barriers, and a more competitive labor market with high turnover.  

Outsourcing to a reputable nearshore IT provider holds the key to winning the tech talent war – delivering skilled professionals ready to serve customers, support a remote workforce, and enable ever-evolving technology operations. 

Written by

Alvaro Prieto

Senior Managing Director of Technology Services Founder

Alvaro is one of Auxis’ founders and leads our IT Services Practice, including both Infrastructure Transformation and Application Integration & Development. He brings over 25 years of technology and business experience, helping CIOs across multiple industries achieve Peak Performance in their IT operations through the design and implementation of agile operating models, processes and technologies. Some of his specialties include IT Service Management (Service Catalogs, ITIL, SLAs, Financial Management), Cloud and Data Center Transformation, large Software Implementations, among many others.

Average Salary for IT workers 2023

 From: https://bard.google.com/chat/2aa3532ee52ac9f6?utm_source=sem&utm_medium=paid-media&utm_campaign=q3enUS_sem7

Here's a breakdown of the average pay for IT workers in 2023 based on various sources:

United States:
ZipRecruiter.com: $52,000 per year
Salary.com: $59,428 per year
Glassdoor.com: $54,710 per year

California:
ZipRecruiter.com: $102,291 per year
Talent.com: $91,846 per year
Salary.com: $98,380 per year

Texas:
ZipRecruiter.com: $67,571 per year
Salary.com: $69,938 per year
Talent.com: $62,443 per year

Addressing Salary Requirements in a Cover Letter » Blog | Great Resumes Fast

Job advertisements sometimes ask you to specify salary requirements when submitting your application.  But many job seekers feel uncomfortable revealing their desired salary before they’ve even scheduled an interview.  If you’re one of those people, don’t worry—there are some ways to comply with the employer’s request while avoiding having to immediately provide a specific answer.

One technique is to list a range of salaries you’ve earned throughout your career.  For those who have been in the workforce for a while, it is common for this range to be fairly wide.  So you could say, “I’ve earned between $50,000-$75,000 in previous positions, and I would be happy to discuss salary after an interview.”

Another way to address the issue is to offer a ballpark figure.  For instance, you could say, “My current salary is in the low six figures.” Or, “My current compensation, including bonuses, is in the $80s.”  Remember to factor in bonuses, 401(k) matching, mileage reimbursement, and other additional forms of compensation when providing them with a number.

Sometimes employers will specifically ask you what you earn in your current position.  Non-employee workers (subcontractors) can easily avoid this question by stating, “As a contractor, my compensation varies from month to month.”  If you suspect that a position for which you’re applying pays less than you currently earn, you can say, “My current salary is $65,000, but I am willing to negotiate if that is out of the hiring range for this position.”

When asked about salary, the most important thing is to not sell yourself short.  Unless the number you stipulate is significantly above what an employer is willing to pay, it shouldn’t prevent you from getting an interview.  In addition, providing a somewhat general answer about salary requirements can aid you in appearing flexible and willing to negotiate.

For a free resume analysis submit your resume via e-mail to info@greatresumesfast.com. You can also view professionally-written resume and cover letter samples at http://www.greatresumesfast.com.

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Negotiating a Better Salary at Nonprofit - The Career Doctor Blog

Debbie writes:

I have received a job offer for a marketing-manager position from a company that is a perfect fit for me but is essentially a non-profit. As such, the salary is lower than what the market value. My research indicates that an average wage for a marketing manager in this area is in the area of $60,000. The offer came in at $49,000. The posting for the job did indicate a range of $38,400 to $51,200. Benefits are good; of particular interest to me personally are the 401K and vacation time.

I am not experienced with the negotiations process and am concerned about running the risk of overplaying my cards. We have not discussed that I am aware that there is a posted range. I would like to ask for more money and/or an additional week of vacation. The one area that I do not have expertise in is with public relations, which is part of the job. How should I go countering their offer?

The Career Doctor responds:

The key with job-offer negotiation is to carefully evaluate the offer, the potential for areas where you can seek changes, and then do so in the most professional and courteous manner possible. You can make a counter-offer in person or in writing.

Since you knew going in the salary was going to be lower than the market — and often the case with non-profits — and you know the offer to you was near the top of their range — salary, in my mind is probably not negotiable.

However, you can use your salary research to request other changes in the offer instead of the salary. For example, you could request an additional week of vacation, a 6-month salary review (rather then the typical annual review), or faster participation in their various benefits programs.

The key in any salary negotiation is picking your battle carefully — and not asking for too much. Whether negotiating in person or in print, the key is to first thank the prospective employer for the job offer, mention how much you want to work and contribute to their success, and then mention you have just one (or two) issues with the job offer that you would like to see changed.

For more details, read this article (and see sample counter-offer letter) on Quintessential Careers: Job Offer Too Low? Use These Key Salary Negotiation Techniques to Write a Counter Proposal Letter.

REMEMBER: With any negotiation, there is always risk, so be sure to judge how they feel about negotiation — and make sure you express that you are flexible and want the job — just hope there are some things that can be tweaked. There are some employers, though, who have revoked the offer because they have been offended by the counter-offer — so tread lightly.

Best of luck to you.

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Salaries of “Different” Jobs - The Salary Reporter

How many job titles can you name? From software developer to welder to baggage handler, most of us could maybe come up with a hundred jobs or so. But, there are thousands of job titles out there. You know, the ones that make you say, "Huh, that's different." And, some of those less-well-known or “different” jobs pay well. Wouldn’t it be nice to see a list of your alternative options?

I scoured PayScale’s database to create a quick list of jobs you may not have considered, and have included basic salary information. You can search for more yourself by going to our Job page. What less-well-known job suits your fancy? It may simply be the one that pays best. Take a look at our list of salaries of “different” jobs and you may discover your next career path.

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Negotiate Salary like a Pro: Know your BATNA, Resistance Point and Opening Offer! | Career Rocketeer - Career Search and Personal Branding Blog

• Can you negotiate for a better salary during a recession?
• What is your BATNA and Resistance Point?
• Who makes the Opening Offer?
• What else should you negotiate, when accepting a new job?

In last week’s Blog, we reviewed the intrinsic factors for career satisfaction and the seven sources of psychological motivation. Take the time to analyze what is truly important to you and what you need for career satisfaction Career Transition Confusion, 7 Types of Psychological Motivation

Now that you have considered the intangible items which contribute to your happiness, lets’ consider the tangible items which you can negotiate – namely salary.

Knowing how to negotiate for salary is essential in today's rough and tumble job market. Additionally, your initial salary and rate of pay will have long term and cumulative effects. If your raises are based on a percentage of your salary, the higher the salary the more money you can make. It is a good idea to get professional advice from a career counselor if you have been out of the job market for a while, are transitioning to a new role, are relocating to a new area or if your are dealing with a large, employer. You can access a career counselor from your university career center, your alma matter or alumni office or you can hire a private practitioner. This could be the best investment you make.

As an adjunctive instructor at GSU’s Robinson College of Business, one of the 13 courses I teach is Salary Negotiations for Business Professionals. My MBA students request this class and are often anxious about how to negotiate a compensation package. As a career counselor, I love helping clients sort through multiple offers. However, each individual is unique and what will satisfy one candidate may be inadequate for another candidate.

Tip #1: Once a job offer has been made, always negotiate the terms and conditions of the overall package. Even if you do not get all of the items you are seeking, it sends a clear message to the employer. It shows the employer that you are valuable and that you have self confidence. This will reinforce the employers’ hiring decision and confirm that you were a good choice.

Tip#2: Know your BATNA. In business, a BATNA is the Best Alternative to a Negotiated Agreement. What does this mean in common terms? Know your options. If this is the only interview you have had in months, your only job offer and your wife is about to have twins – then make the best of it. Can you afford to walk away from your only offer?

If you have multiple, job offers, then you have multiple ‘alternatives ‘and this may not be your BATNA. I’d recommend asking for at least 24 hours to consider the offer and/or discussing it with your significant other (s). Consider if you have other candidates nipping on your heels and if this is your dream job. If so, then it may be wise to ask for less time to review the offer; ask for a few hours or just an evening to consider it. You still have negotiating power. However, you will need to carefully consider your options and not set ultimatums. Negotiate with finesse, and mutual respect will be gained. Remember, you are likely to see these professionals at other industry events for many years to come and you don’t want to burn your bridges.

Tip #3 Know your Resistance Point. The Resistance Point is the minimum amount of salary you will need, to pay the bills. Your resistance point doesn’t change. Every job seeker should carefully review their monthly needs, expenditures and budget. How much do you need to cover the monthly bills? Always keep this in mind. Unless you are willing to drastically, downsize your lifestyle, living arrangements etc, you cannot accept an offer below your Resistance Point. Every salary should be based on the job title, job duties and the relative importance of a particular role or department. Is your department a cost center or revenue generating center for the company? How does your role contribute to the bottom line or core mission of the company? If you do not know the answer to this question, you are the wrong person for the job.

Tip #4 Know your Target Point. This is your goal salary. Keep in mind that you should negotiate for salary first, then negotiate separately for benefits, 401 K matching plans, healthcare, vacation, flex time etc. The target point is your goal salary. Too often, I have clients and job candidates who seem to pull this Target Point out of thin air. You are a product and every product has a specific market price. In good times, the market may bear higher salaries and even over-inflated salaries. In the past few years, this bubble of unrealistic and unsustainable salaries has burst. In fact, you should research what you are worth, what a particular position is worth, what the cost of living is in job location and how many others are willing to take this job for less pay. A target point is not a fantasy number. More salary etc is always good, but you do not want to overbid and bid yourself out of the game due to excessive demands.

Tip #5 Opening Offers. Only the employer can make an opening offer, not the candidate. If they ask you early on in the interview process, try to stall. Say that you would like a salary commensurate with your skills and experience and within the industry average for job X. Let the employer suggest an opening offer and salary range. Note: you cannot give a counter offer unless you know exactly what the job entails, all of the terms and conditions, the scope of responsibilities, the reporting structure, direct reports , expectations about ‘overtime’ and hours of weekly employment. Is it really a 40 hour a week job, or is this theoretical? Is the job actually more like a 50 or 60 hour a week job? How much travel is involved?

Research, what a competitive salary range would be, for a given job and research your competition. Also, carefully evaluate yourself against the competition: are you less experienced, average, more experienced? Conduct a SWOT analysis to determine your Strengths, Weakness, Opportunities and Threats from the competition.Use a SWOT analysis, to analyse your competitive advantage

Be realistic about your desirability and salary expectations. 20-40% is not a realistic jump, when you change jobs. Why would an employer pay you so much more, unless you have gained substantive experience or education since leaving your last job? In a good economy, an increase of 4-7% is standard each time you change jobs. However, in this economy just retaining your previous salary is a success, anything more than your old salary is a miracle.

Consider all of your options when negotiating a job offer. Everyone should request an employment letter. This even applies to people who live in “at will employment states,’ where there isn't a legal employment contract between employers and employees. Get your job offer, terms and conditions in writing. If they promise things at a meeting but won't put it in writing, then these are not real promises.

Happy negotiating…

Author:

© 2010 - All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Licensed Counselor. Career Counselor and Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!"

Complete Archive of my Blog posts at My Career Manager

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Check out my profile on iGoogle

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Negotiate Salary like a Pro: Know your BATNA, Resistance Point and Opening Offer!

• Can you negotiate for a better salary during a recession?
• What is your BATNA and Resistance Point?
• Who makes the Opening Offer?
• What else should you negotiate, when accepting a new job?

In last week’s Blog, we reviewed the intrinsic factors for career satisfaction and the seven sources of psychological motivation. Take the time to analyze what is truly important to you and what you need for career satisfaction Career Transition Confusion, 7 Types of Psychological Motivation

Now that you have considered the intangible items which contribute to your happiness, lets’ consider the tangible items which you can negotiate – namely salary.

Knowing how to negotiate for salary is essential in today's rough and tumble job market. Additionally, your initial salary and rate of pay will have long term and cumulative effects. If your raises are based on a percentage of your salary, the higher the salary the more money you can make. It is a good idea to get professional advice from a career counselor if you have been out of the job market for a while, are transitioning to a new role, are relocating to a new area or if your are dealing with a large, employer. You can access a career counselor from your university career center, your alma matter or alumni office or you can hire a private practitioner. This could be the best investment you make.

As an adjunctive instructor at GSU’s Robinson College of Business, one of the 13 courses I teach is Salary Negotiations for Business Professionals. My MBA students request this class and are often anxious about how to negotiate a compensation package. As a career counselor, I love helping clients sort through multiple offers. However, each individual is unique and what will satisfy one candidate may be inadequate for another candidate.

Tip #1: Once a job offer has been made, always negotiate the terms and conditions of the overall package. Even if you do not get all of the items you are seeking, it sends a clear message to the employer. It shows the employer that you are valuable and that you have self confidence. This will reinforce the employers’ hiring decision and confirm that you were a good choice.

Tip#2: Know your BATNA. In business, a BATNA is the Best Alternative to a Negotiated Agreement. What does this mean in common terms? Know your options. If this is the only interview you have had in months, your only job offer and your wife is about to have twins – then make the best of it. Can you afford to walk away from your only offer?

If you have multiple, job offers, then you have multiple ‘alternatives ‘and this may not be your BATNA. I’d recommend asking for at least 24 hours to consider the offer and/or discussing it with your significant other (s). Consider if you have other candidates nipping on your heels and if this is your dream job. If so, then it may be wise to ask for less time to review the offer; ask for a few hours or just an evening to consider it. You still have negotiating power. However, you will need to carefully consider your options and not set ultimatums. Negotiate with finesse, and mutual respect will be gained. Remember, you are likely to see these professionals at other industry events for many years to come and you don’t want to burn your bridges.

Tip #3 Know your Resistance Point. The Resistance Point is the minimum amount of salary you will need, to pay the bills. Your resistance point doesn’t change. Every job seeker should carefully review their monthly needs, expenditures and budget. How much do you need to cover the monthly bills? Always keep this in mind. Unless you are willing to drastically, downsize your lifestyle, living arrangements etc, you cannot accept an offer below your Resistance Point. Every salary should be based on the job title, job duties and the relative importance of a particular role or department. Is your department a cost center or revenue generating center for the company? How does your role contribute to the bottom line or core mission of the company? If you do not know the answer to this question, you are the wrong person for the job.

Tip #4 Know your Target Point. This is your goal salary. Keep in mind that you should negotiate for salary first, then negotiate separately for benefits, 401 K matching plans, healthcare, vacation, flex time etc. The target point is your goal salary. Too often, I have clients and job candidates who seem to pull this Target Point out of thin air. You are a product and every product has a specific market price. In good times, the market may bear higher salaries and even over-inflated salaries. In the past few years, this bubble of unrealistic and unsustainable salaries has burst. In fact, you should research what you are worth, what a particular position is worth, what the cost of living is in job location and how many others are willing to take this job for less pay. A target point is not a fantasy number. More salary etc is always good, but you do not want to overbid and bid yourself out of the game due to excessive demands.

Tip #5 Opening Offers. Only the employer can make an opening offer, not the candidate. If they ask you early on in the interview process, try to stall. Say that you would like a salary commensurate with your skills and experience and within the industry average for job X. Let the employer suggest an opening offer and salary range. Note: you cannot give a counter offer unless you know exactly what the job entails, all of the terms and conditions, the scope of responsibilities, the reporting structure, direct reports , expectations about ‘overtime’ and hours of weekly employment. Is it really a 40 hour a week job, or is this theoretical? Is the job actually more like a 50 or 60 hour a week job? How much travel is involved?

Research, what a competitive salary range would be, for a given job and research your competition. Also, carefully evaluate yourself against the competition: are you less experienced, average, more experienced? Conduct a SWOT analysis to determine your Strengths, Weakness, Opportunities and Threats from the competition.Use a SWOT analysis, to analyse your competitive advantage

Be realistic about your desirability and salary expectations. 20-40% is not a realistic jump, when you change jobs. Why would an employer pay you so much more, unless you have gained substantive experience or education since leaving your last job? In a good economy, an increase of 4-7% is standard each time you change jobs. However, in this economy just retaining your previous salary is a success, anything more than your old salary is a miracle.

Consider all of your options when negotiating a job offer. Everyone should request an employment letter. This even applies to people who live in “at will employment states,’ where there isn't a legal employment contract between employers and employees. Get your job offer, terms and conditions in writing. If they promise things at a meeting but won't put it in writing, then these are not real promises.

Happy negotiating…

Author:

© 2010 - All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Licensed Counselor. Career Counselor and Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!"

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Employment Digest: What If I’m Afraid to Negotiate Because of Tough Times and a Slow Economy?

What If I’m Afraid to Negotiate Because of Tough Times and a Slow Economy?

Posted on 05. Apr, 2010 posted by Bill in Employment News, Interviewing

A lot of people wonder whether they should negotiate at all when the economy is slow and companies are feeling the pinch. Particularly, the unemployed, having been out of work for too many months, they are relieved to have an offer — any offer. They fear that if they negotiate, they can upset the trust that has been built up over the interviewing process. They cringe at the thought of being told, “There’s a long line of people who’d love to have this job. If you don’t like my offer, we can always hire another.”

It feels like groveling is the order of the day. But fear not. You’re not negotiating with the economy; you’re dealing with a hiring decision maker who needs you. This is my Eighth Commandment: Thou Shalt Not Worry about Economic Strength.

Of course, the amount of “needs you” has changed has changed dramatically over recent years. For example in the heyday of the dot-com 90’s, completely inexperienced new college grads were negotiating hefty comp packages. Companies were so desperate to get “techies” on board that they would agree to practically anything. Negotiations sounded like this: “You want a masseuse to give you a rubdown twice a week? No problem. You want to bring your parrot to work? Sure, how does the bird like his steak cooked?”

Today, even people with years of experience and sterling track records are having a tough time getting any offer. Still, that doesn’t mean you shouldn’t negotiate. Just because the playing field has changed, doesn’t mean that you should just meekly accept whatever they offer. Negotiations are part of the hiring game. If you meekly say “OK” to whatever they offer, it will hurt your paycheck (obviously), and may also make the employer value you less.

Think of what happens in another setting where negotiations are expected: the garage sale. Suppose you’re selling an item that isn’t hard to find, say a clock. It works. It’s not a bad-looking clock, but it’s a common item. That’s like the low-demand job market. You put a low price tag on it; you don’t negotiate, and maybe even offer to throw it in for free with another purchase. Your communication affects the potential buyer’s feelings about the clock, and the buyer may even refuse to take it if you offer it for free.

On the other hand, if you’re selling that great-looking expensive leather jacket that’s in mint condition but doesn’t fit you any more, you will be a tough negotiator. You’ll paid the price a bit to give you a little wiggle room because you know people like to bargain at garage sales. By tough negotiating, you communicate that the item has high value. If you set your price too low or come down in price too easily, the buyer may wonder if there’s something wrong with the jacket.

Likewise, by tough negotiating, you communicate your own worth. Good companies expect you to negotiate for your value. Far from hindering your job search efforts, the ability to negotiate helps you get the respect you need to get hired for good positions or to get better raises.

Now, in flush times, you’re more likely to get what you ask for than lean times. It’s probably true that in a tight economy you won’t get everything you ask for. But you can count on one thing being the same in both good times and in bad: if you don’t ask, you won’t receive. It’s never improper to ask. The employer may cry “poor,” and decline but that doesn’t mean don’t ask.

Sometimes asking now will pay off later. I coached a particularly energetic entry-level bank branch manager named Victor to ask for $5,000 more than the average salary for that position. The president said he couldn’t go that high, but said that he pays for performance. Three months later he was impressed with Victor’s results and added five grand to his salary. Would that have happened if Victor had just said, “OK” to the first offer?

So you’re not negotiating with an economy, you are talking to a human being who’s trying to get ahead in his/her career. If you can do the job, you deserve to be compensated. Ask for what you deserve.

Jack Chapman, a veteran career coach is also known as “The Salary Coach.” Jack is author of the bible of salary negotiations, “Negotiating Your Salary: How to Make $1000 a Minute”, now in its 6th printing. You can buy his book or reach Jack at http://www.salarynegotiations.com.

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Posted via web from AndyWergedal

Send a letter stating you are over qualified.

Send your resume and a cover letter which states “It’ll appear obvious from my resume that I’m over-qualified for the job you advertised, so let me tell you why you should interview me and consider “super-sizing” your opportunity”.

Write a bulleted list of 3-5 benefits you think they might be interested in. Close the letter saying something to the effect that “I am old enough to have already learned from my mistakes – so my experience is more cost effective than a more junior person. In a few months, or years, you’ll need to send them on training to upgrade their knowledge, whereas I come fully equipped to do the next job too.”


Point out any certificates or advanced training which
you already have that someone in that job might be expected to acquire.

Show you are already qualified to do the next position
too.

Point out any retraining allowances or incentives
employers might be eligible for if they hire a more seasoned person.


Compliments
of David Perry and Kevin Donlin

Send a letter stating you are over qualified

Negotiate Your Way to Getting Paid What You're Worth

Original Post Here

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One of the trickiest parts of landing a new job is making sure you get paid what you're worth. Negotiating your salary is part art, and part science, but there's one rule that never changes: be nice.
Photo by Orin Zebest.
Wired's How-To Wiki has a great collection of tips on figuring out what a job ought to pay and how much you can expect to earn based on your level of experience and education. Once you've got a ballpark estimate, you'll need to get your prospective employer on board, and that's where good negotiation tactics come in handy.
We've mentioned ways to hone your negotiating skills before, but one tip in particular is important to remember. It pays—literally—to be nice when you're trying to find a middle ground between what you want to earn and what the company is willing to pay.

Salary negotiation may make you feel as ruthless as Gordon Gekko, but the basic rules of human decency still apply. After all, you will have to work with these people. Don't hold out for the maximum offer. Don't hint that you need the dough to pay off your gambling debts or your mother's life-saving operation. Don't complain that your best friend from high school is making twice as much... in an entirely different field. And don't — we repeat, DON'T — bring the subject up in an interview. Wait until the interviewer brings it up, even if that means waiting for a second interview — which is what you were going to do in the first place, remember?

Hit up the post for more tips on getting paid what you're worth. Did you negotiate your salary before you took your current job? How'd it work out for you? If you've got tips to share, we'd love to hear about them in the comments.

Get Paid What You're Worth [Wired How-To Wiki]