What is a salary offer? Secrets to getting the salary you want

In the recruitment process, salary offer is an extremely important step that not only helps candidates grasp their true value but also creates a basis for effective negotiation with employers. In this article, 1C Vietnam will provide detailed information about what a salary offer is , how to prepare and negotiate to achieve the desired salary.

1. What is a salary offer?

A salary offer is a negotiation process between an employer and a candidate about the salary they will receive if they are officially hired. This is an important step in the recruitment process, marking the company's official interest in the candidate.

In the recruitment process, the salary offer plays a key role because it creates transparency about the working conditions and benefits that the candidate will receive. The salary offer is the basis for both parties to reach a final agreement, helping to guide expectations and avoid misunderstandings that may arise after starting the job.

2. How to offer salary to employers

Salary negotiation is an important skill that helps candidates achieve the compensation they deserve. This section provides practical strategies for candidates to confidently negotiate with employers.

2.1. Be well prepared

Thorough preparation before negotiating salary is the first and most important step. Job seekers should take the following steps:

Step 1: Research market salaries. Gather information about average salaries for similar positions at companies in the same industry and geographic area.

Step 2: Evaluate personal experience and skills. List skills, certificates, and outstanding achievements related to the position you are applying for.

Step 3: Determine your desired salary. Based on your market research and personal assessment, determine three numbers: your ideal salary, your expected salary, and your minimum acceptable salary.

Step 4: Prepare evidence of personal value. Gather specific data and figures about achievements, successful projects or contributions to the company in the past.

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2.2. Give a reasonable reason (convincing evidence)

When negotiating salary, giving a valid reason is a key factor in success. Job seekers should:

Step 1: Connect personal values to company needs. Show how your skills and experience will help solve company problems or contribute to business goals.

Step 2: Use specific evidence. Provide numbers and measurable achievements from previous work experience, for example: "Increased sales by 30% in 6 months" or "Saving 20% operating costs through process optimization".

Step 3: Emphasize long-term value. Explain how investing in a quality candidate will provide long-term benefits to the company, not just short-term costs.

2.3. Confidence and courage

Confidence plays an important role in salary negotiations. When discussing this issue, job seekers should:

Step 1: Maintain positive body language. Maintain eye contact, keep your posture straight, and speak in a clear, confident tone of voice.

Step 2: Avoid being passive in the first offer. Don't rush into accepting the first salary offer, instead ask for time to consider it.

Step 3: Prepare a response to the rejection. If the employer disagrees with the initial offer, the job seeker can respond: "I appreciate your offer. However, given my experience and skills, I would expect a more appropriate salary of X. Could we discuss this further?"

2.4. Clear and professional communication

How you communicate during salary negotiations reflects on your professionalism. To communicate effectively, job seekers should:

Step 1: Use polite, respectful language. Avoid using words that are imposing or demanding.

Step 2: Focus on shared values and benefits. Emphasize finding a win-win deal that benefits both parties.

Step 3: Avoid bringing personal issues into the negotiation. Don't use personal circumstances (such as financial difficulties) as a reason to ask for a higher salary.

Step 4: Use email to confirm the discussion. After the face-to-face negotiation, send an email summarizing the points discussed and agreed upon to avoid misunderstandings.

2.5. Flexible listening

Salary negotiation is not just about making demands, but also about listening and understanding the other person's point of view. Job seekers need to:

Step 1: Listen carefully to the employer's point of view. Understand the company's constraints, limitations or salary policies.

Step 2: Ask open-ended questions. For example, "What are your criteria for determining salary for this position?" or "If you can't adjust the base salary, are there any other options you could consider?"

Step 3: Look for alternatives. If you can't negotiate a salary, consider other benefits such as flexible work schedules, training opportunities, or earlier salary reviews.

2.6. Know when to stop

Knowing when to end a negotiation is an important skill. Job seekers need to be aware of:

Step 1: Identify when the best deal is. When the employer has given a salary close to expectations and there is no sign of an increase.

Step 2: Avoid dragging out negotiations for too long. This can create a negative impression of professionalism.

Step 3: Consider the total compensation package. Look beyond the base salary and consider all the benefits, growth opportunities, and work environment.

Step 4: Know how to decline politely. If the salary offer ultimately does not meet the minimum expectations, the job seeker can decline professionally: "I appreciate the opportunity to work with your company. However, after careful consideration, I have found that the current offer does not match my career expectations. I hope to have the opportunity to cooperate with your company in the future."

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3. Advice for employers when making offers

Creating an attractive salary offer is not only important for candidates but also a strategy for attracting talent for employers. This section provides suggestions to help employers create competitive salary offers.

3.1. Building an attractive salary framework

An attractive salary offer should go beyond the base salary. Employers may consider:

Step 1: Optimize benefits. In addition to the mandatory benefits by law (social insurance, health insurance, unemployment insurance), employers can consider additional benefits such as:

• Enhanced health insurance for employees and dependents
• Flexible leave
• Welfare fund for team building activities
• Mental health care program

Step 2: Design an effective reward program. Build transparent reward mechanisms based on:

• Individual performance bonus
• Bonus based on company performance
• Special project bonus
• Reward for innovation

Step 3: Provide a career development roadmap. Clearly state:

• Promotion opportunities
• Salary increase roadmap
• Training and professional development programs

Step 4: Create a positive work environment. Emphasize intangible values such as:

• Company culture emphasizes work-life balance
• Modern and creative working environment
• Flexible working policy (remote, flexible hours)

3.2. Conduct market research before making an offer

To ensure competitiveness, employers need to conduct thorough market research:

Step 1: Collect data from multiple sources. Combine information from:

• Salary survey report of human resource consulting firms
• Data from job platforms
• Information from industry associations

Step 2: Analyze the data in multiple dimensions. Consider salaries according to:

• Job position
• Experience level
• Geographical area
• Company size
• Industry

Step 3: Adjust the data according to the company's characteristics. Consider factors such as:

• Current HR budget
• Long-term development strategy
• Internal salary structure
• Industry competitiveness

Step 4: Build a salary chart. Set up a salary framework with:

• Minimum level
• Average level
• Maximum level for each position and level in the company.

Step 5: Update regularly. Adjust the salary framework at least once a year to ensure competitiveness in the market.

Salary offer is an important part of the recruitment process, acting as a bridge between the expectations of candidates and employers. Understanding what a salary offer is will help employees prepare thoroughly and apply effective negotiation tactics that will help job seekers achieve a salary worthy of their true value. Recruiting businesses also need to build an attractive offer structure based on market research to attract talent.