Follow the right protocol to secure favourable remuneration package

June 18, 2010 - PRLog -- The current economic climate dictates that companies recruit only the very best people and prospective employees are determined in their quest to negotiate a balanced but progressive remuneration structure. Teryl Schroenn, CEO at Accsys, a national supplier of payroll, HR, Time & Attendance and Access Control solutions, says both parties have to balance priorities and objectives and there is certainly skill in identifying common ground through negotiation.

Human resource and recruitment specialists at Accsys acknowledge that there is no hard and fast rule governing salary negotiation and much depends on factors such as the position being advertised, the job specifications, the availability of the skill set and necessary qualifications. However, they also state that by following some advice, the job seeker can place themselves in a far stronger position.

One of the first rules of engagement is that whilst the salary range for the position is usually advertised upfront, specific details and confirmation are normally ironed out at second interview stage.

The second important aspect to remember is that it is advisable for applicants to know the structure of their existing package and to be very clear on what they are looking for. Applicants need to be sure of the minimum salary they are prepared to accept, taking into consideration opportunities for growth, incentives and additional travel costs that may be incurred.

“Candidates should be very clear on what they are looking for.  They should also understand what benefits they currently receive, and which are critical to them.  They need to understand the difference between gross and net, and they need to be able to back up what they are saying with a payslip.  It is better to discuss requirements at interview stage, than start haggling after leaving the interview, and then discovering that the information provided to the company was erroneous,” Schroenn explains.

Management at Accsys concede that applicants often feel uncomfortable discussing or even raising the issue of remuneration. However, adopting a careful and strategic approach can alleviate these feelings of apprehension and discomfort.

“In most instances it is best to wait for the prospective employer to raise the issue of salary.  But, if it should happen that the issue is not raised, the candidate should bring this up – preferably towards the end of the interview. However, sometimes people want to leave their current employment purely because of salary issues, and then they should say so.  Prospective employers should proceed with caution in these instances because chances are that the candidate or applicant (if any good) will receive a counter-offer from their current employer,” adds Schroenn.

“A company is unlikely to secure the services of the candidate if the salary does not look attractive.  However, this is also dependant on what the employee is looking for.  It is possible to negotiate a very competitive (from the company’s point of view) salary, because the candidate wants to work there, and understands the value of what they will learn,” she continues.

Essentially, the salary negotiation is representative of a ‘push and pull’ scenario that is designed to set parameters, generate a common understanding between employer and employee over the age-old dynamic of payment for service in business. Management at Accsys believes this aspect of business administration and human resource management will continue to increase in relevance and influence going forward.

For more information, go to http://www.accsys.co.za