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SVTPerformance's Chain of Restaurants
Road Side Pub
Should I negotiate my salary for this new job?
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<blockquote data-quote="OETKB" data-source="post: 16049311" data-attributes="member: 187145"><p>I placed automation and controls engineers (among a few other engineering disciplines) for 25 years as an independent recruiter, along with a few automation techs. Companies were less inclined to pay headhunters to find techs for some reason, I don't know why. Y'all certainly aren't any easier to find.</p><p></p><p>There have been some good observations in this thread, and some I wouldn't recommend.</p><p></p><p>I was typically dealing with large organizations since they are the ones that were more likely to have the budget to spend $15,000-$30,000 on a recruiter to get an engineering position filled, so what I will say here may not be true of small organizations. Keep in mind that what I'm discussing is HR "conventional wisdom". Every hiring situation is a little bit different, but generally speaking, the below is the typical thought process of the HR person and hiring manager who has to determine your salary.</p><p></p><p>Part of an employer's decision to even interview you as a candidate is to determine if what you are currently earning fits within their own salary ranges.</p><p>If a headhunter is involved, they have a pretty good idea of that by now because they expect that recruiter to provide that information the same time he/she sends them your resume.</p><p></p><p>Most companies assume, right or wrong, that people are usually paid what they are worth unless there are unusual circumstances. They also aren't going to pay you more than they pay someone else in their organization with comparable experience, skills and abilities.</p><p></p><p>Might they pay someone with 2 years experience the same as someone with 10 years experience? Maybe, because sometimes the folks with 10 years experience really only have 5 times 2 years of experience. So it happens.</p><p></p><p>Anyway, once they've sized you up, they are going to look at what they are paying other people with similar skills and experience. Once they determine what grade level they want to try to bring you in at they will hope to be able to pay you the midpoint of that salary or hourly rate, or less. Primarily so that they can give you a raise at your first review if you are performing. If they bring you in well above the midpoint of the range, they nearly have to give you a promotion to give you a raise at your first review. They don't like being in that position if they can avoid it.</p><p></p><p>Most engineers I placed didn't change jobs for more money. They left because of the job. If Company A is paying PLC techs competitively, and Company B is paying pretty much the same range, the likelihood of getting a big bump in pay is just not there. Most engineers I placed got maybe 5-10% more at best unless they were being grossly underpaid, and there was usually a reason they were being grossly underpaid.</p><p></p><p>I will also say that a good friend of mine who had all of facilities maintenance reporting to him at a large plant site say to me that he had miserable people who would leave their miserable job to take another miserable job for another $.25 an hour. The technical professionals I placed didn't tend to think like that.</p><p></p><p>If you counter with a salary they can't or won't offer, there is the chance they will think you aren't going to be happy, even if you agree to the original offer. There is risk in that strategy. It was mentioned above that an offer could be withdrawn. I have seen it happen, so play that hand carefully.</p></blockquote><p></p>
[QUOTE="OETKB, post: 16049311, member: 187145"] I placed automation and controls engineers (among a few other engineering disciplines) for 25 years as an independent recruiter, along with a few automation techs. Companies were less inclined to pay headhunters to find techs for some reason, I don't know why. Y'all certainly aren't any easier to find. There have been some good observations in this thread, and some I wouldn't recommend. I was typically dealing with large organizations since they are the ones that were more likely to have the budget to spend $15,000-$30,000 on a recruiter to get an engineering position filled, so what I will say here may not be true of small organizations. Keep in mind that what I'm discussing is HR "conventional wisdom". Every hiring situation is a little bit different, but generally speaking, the below is the typical thought process of the HR person and hiring manager who has to determine your salary. Part of an employer's decision to even interview you as a candidate is to determine if what you are currently earning fits within their own salary ranges. If a headhunter is involved, they have a pretty good idea of that by now because they expect that recruiter to provide that information the same time he/she sends them your resume. Most companies assume, right or wrong, that people are usually paid what they are worth unless there are unusual circumstances. They also aren't going to pay you more than they pay someone else in their organization with comparable experience, skills and abilities. Might they pay someone with 2 years experience the same as someone with 10 years experience? Maybe, because sometimes the folks with 10 years experience really only have 5 times 2 years of experience. So it happens. Anyway, once they've sized you up, they are going to look at what they are paying other people with similar skills and experience. Once they determine what grade level they want to try to bring you in at they will hope to be able to pay you the midpoint of that salary or hourly rate, or less. Primarily so that they can give you a raise at your first review if you are performing. If they bring you in well above the midpoint of the range, they nearly have to give you a promotion to give you a raise at your first review. They don't like being in that position if they can avoid it. Most engineers I placed didn't change jobs for more money. They left because of the job. If Company A is paying PLC techs competitively, and Company B is paying pretty much the same range, the likelihood of getting a big bump in pay is just not there. Most engineers I placed got maybe 5-10% more at best unless they were being grossly underpaid, and there was usually a reason they were being grossly underpaid. I will also say that a good friend of mine who had all of facilities maintenance reporting to him at a large plant site say to me that he had miserable people who would leave their miserable job to take another miserable job for another $.25 an hour. The technical professionals I placed didn't tend to think like that. If you counter with a salary they can't or won't offer, there is the chance they will think you aren't going to be happy, even if you agree to the original offer. There is risk in that strategy. It was mentioned above that an offer could be withdrawn. I have seen it happen, so play that hand carefully. [/QUOTE]
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