Thanks for the excellent and important question. As individuals transition into their first permanent positions they are frequently unprepared to effectively negotiate their starting salaries. Many job-seekers are uncomfortable discussing money, or fail to understand that they do, in fact, have leverage. While there is no universally correct way to negotiate a salary, fortunately there are many resources available to facilitate the process. For instance, The Professor Is In contains many helpful pointers. I have briefly summarized a few key principles from these resources (see links below for more information), along with my own suggestions, which may help junior researchers confidently secure their initial salaries.
First, it is critical to develop and adhere to a strategy, know the appropriate salary range, consider additional benefits beyond salary, and remain confident about your overall value. Junior scholars should always have a sensible, carefully conceived idea of what they want, or need, to earn. Furthermore, do not undervalue yourself. Resist the inclination to think that any salary is acceptable. Because annual raises are added to your current salary, accepting too low of an offer could substantially influence your future earnings. Additionally, don’t forget that should you eventually relocate, which is not uncommon, salary at your new institution will likely be based, to some extent, on your previous one. Thus, your starting salary can impact your impending salary, over the course of your career.
Second, be equipped with information and data. If possible, present proof of what you are worth to help justify your request. Compile information that potentially shows a return on investment from projects, fellowships, or grants that you have managed or obtained.
Third, use exact numbers and not ranges. Initially ask for a salary at the higher end of the range that you researched. The negotiating party that makes the original offer is more likely to receive their desired result by drawing the other side in their direction.
Applicants should be prepared with counterproposals if a request is rejected. If necessary, asking for a 5-to-10 percent bump over an initial offer is not unreasonable. One should always add at least two percent to the counter offer. You’ll likely receive a two-percent raise after the initial year, therefore, try and get it immediately.
Fourth, remember to be cognizant of the size, type, and rank of the institution and even the department, the relative wealth of the institution, and its local culture. Institutional resources vary immensely. Acquire background information to get an approximate sense of what you can reasonably expect. Salaries are extremely local, and you must carefully adjust your requests for the specific environment.
Fifth, while some consider it imperative to negotiate by phone, it is perfectly acceptable to do so by email. Oftentimes, inexperienced job candidates are naïve, have no idea how to interpret an offer, or how to improvise during a live phone or skype call. While mood and tone are difficult to interpret and convey, email enables one to carefully scrutinize an offer and compose carefully crafted, precise, and collegial responses during the negotiation. Moreover, it creates a digital paper trail that can be shared with mentors or colleagues who can assist with interpretation and help clarify ambiguity.
Finally, be confident. Keep a level head. Don’t be shy or embarrassed. Employers expect a salary negotiation with every new hire. It is normal protocol. In fact, not advocating for yourself could be perceived as a weakness. Show gratitude for an offer, yet remain confident in your ability to earn more. Remember, offers are nearly always negotiated with no antagonism or animosity. Once the dust settles, no hard feelings will linger.
For more information see:
• https://www.higheredjobs.com/Articles/articleDisplay. cfm?ID=700
• https://chroniclevitae.com/news/400-the-professor-isin-ok-let-s-talk-about-negotiating-salary
• https://dynamicecology.wordpress.com/2017/03/01/ tips-for-negotiating-salary-and-startup-for-newly-hired-tenure-track-faculty/
• https://www.nature.com/nature/journal/v546/n7658/ full/nj7658-441a.html
