That’s it, you’ll get a new job opportunity. And you tell yourself how I’m going to approach the discussion on the salary… Salespeople must talk easily about money, but you don’t want to be perceived badly too.
Do you know that 50% of salespeople do not negotiate their first salary? Yet the recruiters are open to discussion and a good trading strategy will not only allow you to get a higher salary but also to highlight your negotiating skills. That is a key skill for salespeople, isn’t it?
Do not run away from negotiating your salary: this is a mandatory step in your recruitment process. If you are not able to negotiate your salary, how will you negotiate with a client for your future employer?
I have prepared a list of good practices to remember before your next interviews so that you have all the cards in hand.
1. Find out about the company:
If you know the company’s objectives and selection criteria, you will know which strengths to put forward when negotiating. Think about what your profile will add to other candidates or current employees.
For example, if you speak a language less common than English, that you master some tools specific to Sales & Business Development (CRM, lead generation …), that you bring your address book or that you have followed a Business Development training, use it as leverage.
Remember that when you negotiate benefits with a Talent Recruiter, he will often have to discuss with his boss or your future employer and will need to put forward arguments … it is up to you to provide it!
Learning about the company also means asking yourself questions. If you get a good understanding of what are the key selection criteria, then you will be able to use them for the negotiation.
For information, there are several channels: blog articles, press releases, Linkedin profiles of employees and the company, social networks, making contact with employees. This research will help you demonstrate the value you will bring to the business.
On top, try to avoid highlighting external factors in your negotiation such as rent or a long morning commute ⛔️. There is nothing the company can do about and this is often perceived badly especially for salespeople.
2. Show your value (by numbers)
Prove the value you will bring to your future employer by demonstrating why you will do better, how you will bring more revenue than others. This is a difficult but important exercise and will allow you to bring the conversation to another level with the recruiter: start by asking information about the sales and sales cycles of the company: How many new customers a year? What is the average basket? What is the gross margin? The churn rate (share of customers lost over a period compared to customers won)? What is the annual target of Sales & Business Developers? From there: demonstrate how much you can bring.
This means starting to work for your future employer ✍️ and proposing a strategy, ideas for verticals (markets) to conquer, ideas for new partnerships. Arrive with an action plan in your first few months during an interview is ideal.
3. Negotiate everything you want at the same time
Negotiation is not about trying to persuade your interlocutor that you’re right; it’s about putting yourself in the interviewee’s shoes to convince him/her better. Negotiating at the same time allows you to obtain certain concessions. Remember that the decision-making power of HR is not infinite. Relaunching the negotiation by making new demands regularly is counterproductive.
4. Do not take a no for a no
A recruiter is often in a strong position in front of candidates and sometimes issues ultimatums. Do not take them as such. Once again: negotiate, insist, find compromises, propose an alternative solution, but do not let yourself be defeated by a “no” that is often not really one.
5. Run multiple job interviews at the same time
It is essential to embark on several recruitment processes at the same time, in the same way that a salesperson always works on several opportunities. This allows, of course, to choose between different jobs, but especially to have arguments to negotiate.
A recruiter will be reassured if he learns that other companies share his feelings and you will be more comfortable negotiating if you have other opportunities in mind.
When you ask for a higher salary, do not hesitate to put the best offer you received to the recruiter. But do not lie.
Negotiation requires upstream work to clarify the benefits you bring to the business and understand what the business expects from you. It is not a question of imposing your desires, but rather of discussing, conceding and then agreeing.
You have to dare to negotiate with a recruiter. Keep in mind that even if this negotiation does not lead to anything, the mere fact of having tried enhances you.
Negotiation is not an option. It is even essential during the recruitment process, and you will use it every day when dealing with your prospects!
Thanks for reading it and please do not hesitate to comment and share,