A guide for your Executive Search in Germany
Executive Compensation is one of a necessary evil in your process
of Executive Search in Germany. With such high stakes and so many pitfalls with
lasting repercussions involved, it can be overwhelming for any candidate.
As a Top 10 Headhunting Company in Germany, we have come up with
certain tips that would help you prepare better and alleviate some of the
stress.
Tip 1 – Do your Research
This is extremely important as overpricing yourself can make you
lose the job and underpricing yourself would reduce your worth. It is important
to understand the value of what you are planning to negotiate. Your
compensation negotiation helps you to establish your worth. You can do this by
researching what similar companies are willing to pay for someone with the same
skillset and experience as yourself. You can do this online. There are many
online websites that provide salary structure for many global companies such as
Payscale and Glassdoor.
Tip 2 – Your Value is Not Tied to
Your Current Compensation Level
You need to understand this very clearly. While your most recent
compensation level supplies the key indicators of your experience level and
skillset to the potential employers and search consultants, it should not be
the sole focus of your compensation negotiations.
Whenever you are asked for your current salary level, you need to
also highlight what your peers with similar experience are receiving by way of
compensation. You can also mention any additional fiscal benefits that might be
included in your current role. This will help draw a better picture of your
goals, expectations and your worth, thereby providing a fair idea to the
recruiter or potential employer.
Tip 3 - Executive Compensation Is
Not Only About Salary
Remember, we just talked about perks or fiscal benefit in the
above tip? So this would apply to your future company also. There are many
items which are outside of the general annual salary structure that should not
be neglected during the negotiation process. Be cautious to keep other factors
in mind such as other perks, your title, working hours, flexi-time, remote working,
further education, vacation days, bonuses and relocation compensation.
Tip 4 - Don’t Be the First one to
start the Negotiation
This is the most common mistake and the one you would regret doing
the most. Very often in negotiations the first person to initiate is the one
who loses and salary negotiation is no different. If possible, do not throw a
number out when asked. If you do so, there is a good chance that you end up
selling yourself short or pricing yourself out of the competition.
To avoid such situation, you could either provide a very general
range for yourself based on your research or ask them what the salary range for
the role is. This also constructs a positive base showing that you can be
flexible and are open to negotiation.
Tip 5 - Be Prepared for a Counter
Offer
If you are not satisfied with your initial offer, you always
provide a counteroffer supported by proper reasoning and
come up with a more appropriate figure. In case it gets turned down, you could
at least make a decision based on the fact that both the parties were well
informed.