When you see a pay range, first check to see if it makes sense. Here is a link to a variety of free pay data resources: Free Pay Data — Prosper Consulting, LLC (prosperconsultingllc.com)

Does the pay range that is posted align to what other employers are paying for the same job?

The next step is to determine the Range Spread. The Range Spread is the percentage difference between the minimum and the maximum of the range. It should look something like this.

Manufacturing or service jobs – 20% to 30%
Clerical or technical jobs – 30% to 40%
Supervisory or professional jobs – 40% to 50%
Management or executive jobs – 50% or more

If it is narrower than that, the employer is probably not posting the full range. If it is broader than that, the employer is choosing to hide the narrower range that they make decisions within.

The next step is for you to focus on what you can control. And that is telling the employer the value you can provide that is aligned to their goals.

Ask the employer what their most important goal is for the next 12 months? Ask what are the obstacles to reaching that goal?

Tell them how you can help them reach that goal and overcome those obstacles. Tell stories about how you’ve done it before.

Having multiple value stories that align to the employer’s interests will help you anchor your pay negotiation to the top end of the pay range.

And if you need help with your pay negotiation, let me know.

#pay #negotiation #compensation #humanresources #payequity #paytransparency