[Sassy Dingo]

My DH is in correspondence with an employer about him possibly working there. They seem very keen - he got an email today asking about what kind of notice period his current work requires. They haven't even had a face to face interview.

The problem is money. When he asked for a role description they sent him the employee handbook as well which mentioned that they prefer to employ people on a contract basis for $25 - $35 an hour. He is currently employed full time as an engineer. Even $35 an hour works out to be $63K a year (assuming a 7.5hr day and 48 weeks work a year). He gets more than that now as a full time employee (with sick leave/annual/security etc). His graduate starting salary was only slightly less than $63K even.

He is actually really interested in the job - been in his current job for over 5 years now and needs a change.

My question is, when do you bring up money? He doesn't want to waste their time (and his) to take half a day off to attend an interview if the money is not negotiable. But to bring it up at this stage would just make him seem like money is all he cares about. FTR it isn't - he just wants equal to what he is getting now (of course more would be nice, but he isn't overly interested in cash).

I was thinking that perhaps the listed money does not apply to everyone. I mean, I don't expect both the receptionist and the managing director would both fit within that scale. I doubt you'd get an engineer for that kind of money at all.

DH has been in the same job since graduating and while I have changed jobs since graduating, I moved to a government job where pay is not negotiable so we have no idea!

[It'sallgood]

I've never been in that situation, but my hb has.

I would say right NOW is the time.

He needs to clearly, firmly, but in a professional way, articulate to them that he is expecting his pay to be negotiable to higher then their handbook they sent him states.

My hb has had to do this for his last 3 positions and every time, it HAS worked out in his favour. They quite willing to negotiate upwards and it seems, they almost expected it each time.

This last position? He just upfront told them he wouldn't apply any further till the offer was above X amount. He got what he wanted after a bit of to and fro.

I think they DO test teh waters somewhat, but if they are sort of headhunting HIM, then the balls in his court. Tehy might be waiting to see what his reply on that IS and expecting him to negotiate.

I doubt you'd get an engineer for that kind of money at all.

aGree - certainly not one with 5 yrs post grad experience!


Good luck,
Tamm

This post has been edited by It'sallgood: 30/01/2013, 11:31 AM

[countrymel]

My DP got a new job last year.

He left money discussions until well after the interview.

There was a bit of to-ing and fro-ing and he eventually got less than he fantasised about but considerably more than what he was getting in his previous job..

I am always on the team of 'wait until they have met you' when it comes to talking about $.

In DPs case he had actually gone for an interview for a different position, when he was being interviewed they realised that he was exactly what they needed for a role that had not been advertised yet.

Immediate $20 000 jump in salary right there without lifting a finger!

Once people have met you, realised how awesome you are and how much value you can bring to their organisation you are in a far more powerful negotiating position.

[-Belinda-]

He could phrase something like "I note that your handbook states xyz. My current position is fufll-time where I receive $75K and abc benefits and so I would consider moving for approximately 10% more" or whatever appropriate...

If he is serious about the job, he should do this after interview for more chance of success (once they meet him and want him) but if he is happy to have them walk away and not waste his time, then now is fine.

This post has been edited by -Belinda-: 30/01/2013, 11:37 AM

[Madeline's Mum]

I would mention it ASAP. There is no point wasting anyone's time if their forecast doesn't have the budget to cover his requested wage.

Also, if he isn't contracting they won't be able to make his wage up by a bonus or similar so remember that.

[busymumof1&1/2]

Hi OP,
Can you look on seek for an agency who deal primarily with job description of your husbands? Then go to the agency website, they may have a salary report. They gather this information themselves, and it gives an overall picture of the salaries a person can expect in particular roles.
He could then bring this report up with the employer when talking about a salary.
Eg, I looked at the latest 'agency salary review' which has an average salary for position as $xK. What is the package like with your company if I was fortunate enough to get the role, and are there any other perks you company may have available to their fulltime staff, like salary sacrificing.
HR would be dealing with these questions all the time, and should be happy to be forthcoming, especially if you already have some facts on your side.

[mpjp]

He could phrase something like "I note that your handbook states xyz. My current position is fufll-time where I receive $75K and abc benefits and so I would consider moving for approximately 10% more" or whatever appropriate...

If they've headhunted him then I agree with the above.

If it's not, I'd wait until the interview and bring it up towards the end-ish.

Also when calculating like to like salary for contract - don't forget to caulculate in additional costs. If its an actual contract role as opposed to a fixed term employment then he wont get annual leave, sick leave, long service leave accruals and pay have to invoice them (accounting costs), and consider items such a public liability and indeminty insurances, workcover premiums, superannuation payments etc etc.

[Ehill]

He could phrase something like "I note that your handbook states xyz. My current position is fufll-time where I receive $75K and abc benefits and so I would consider moving for approximately 10% more" or whatever appropriate...

No way! Then you cut out the possibity that they were going to offer a lot more. Any employer with a half a brain is going to offer what they can get away with.

I would arrange a face to face interview and then bring it up at the end of the interview once they have had a good discussion. No point negotiating salary and benefits if they dont like each other face to face. Also your DH could really impress in the interview and they will offer what it takes to get him.

Salaries (out of government roles) can very much be decided purely on the candidate and what they are worth to a company. Hence why they may not have a 'set' salary for the position. So your DH needs to sell himself, show his value and then get paid accordingly.

[mpjp]

Hi OP,
Can you look on seek for an agency who deal primarily with job description of your husbands? Then go to the agency website, they may have a salary report. They gather this information themselves, and it gives an overall picture of the salaries a person can expect in particular roles.
He could then bring this report up with the employer when talking about a salary.
Eg, I looked at the latest 'agency salary review' which has an average salary for position as $xK. What is the package like with your company if I was fortunate enough to get the role, and are there any other perks you company may have available to their fulltime staff, like salary sacrificing.
HR would be dealing with these questions all the time, and should be happy to be forthcoming, especially if you already have some facts on your side.

Yes we do - but I wouldn't be mentioning the 'research' you suggest - HR people know what's behind those reports!! Unless its public service or some other which has awards or eb's with band payments etc...

[YodaTheWrinkledO...]

Wait until after the interview. Gives them a chance to suss out your DH and your DH a chance to do the same. If both are interested, then talk money.

Salaries (out of government roles) can very much be decided purely on the candidate and what they are worth to a company. Hence why they may not have a 'set' salary for the position. So your DH needs to sell himself, show his value and then get paid accordingly.

agree with this. My DH is an (civil) engineer and was responsible for the salaries of people in his office (starting and ongoing salaries). They varied greatly, depending on how the person negotiated and what they brought to the company.

DH himself recently started a new job - he didn't discuss salary until after interview. He said it wasn't worth it until he figured out what they wanted, what he could bring to them and how they would suit him/us.

This post has been edited by YodaTheWrinkledOne: 30/01/2013, 12:09 PM