In today's tightening IT job market, knowing how to parley the appropriate salary is an ability even the hottest IT prospect should master. If you're up for a new position or moving up within an organization, you need to know how to make a case for the best possible salary for the job or the promotion. And you should do your homework before you even go on the interview, finding out what other similar positions pay.
It comes down to showing how your skills complement the needs of the business. If you're a network-security analyst and want to move up to a network-security manager position, for instance, demonstrate how the digital authentication and firewalls you implemented saved the company millions of dollars by preventing a break-in to the intranet.
Many IT job candidates get overly anxious during an interview and offer information about themselves, such as a list of their technology certifications and rundowns of their experience with Cisco IOS, right off the bat. They do the same when discussing salary, rushing into how much they make now and how much they want to make at the new job. That can backfire: The interviewer may wonder whether you are interested in the job or just in the money.
Dos and Don'ts
Never discuss salary for the position or open these negotiations until after a first interview, and don't talk money at all unless the interviewer brings it up first. The only discussion about salary in the first interview should be in general terms, or in response to questions about your current salary and new salary requirements. One strategy is to turn the question back to the interviewer: "Can you give me an idea of the salary range you have in mind for this position?"
After the initial interview, it's acceptable to ask about salary. How you handle this tells the interviewer or hiring manager a lot about you. Get to the point by saying what salary range you want and what you make currently. Be prepared to justify your salary expectations, explaining why you deserve the higher salary. If you saved your company money by striking a great deal with a supplier for switching equipment or WAN services, use that as an example.
Beware of asking for the high end of the salary range or too far below what the company will pay. If you go too high, you risk overpricing yourself, which can stymie your growth within the department. And going for the low end could call into question your skills for the job: If you have senior network technician experience, having worked with technologies like quality-of-service and VPN, for instance, why ask for a junior salary?
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FYI
Two-thirds of all workers in core IT occupations hold a bachelor's degree or higher; 26% have less than a four-year degree and 6% have a high school diploma or less. Of those with degrees, 46% have IT degrees, minors or second majors; 46% have IT degrees in science or engineering. --U.S. Department of Commerce
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If possible, aim above the midpoint salary for the position, leaving the company room to increase your salary down the road. Have a figure in mind, and be prepared to explain, for instance, that while the new salary is 8 percent more than your current salary as a network specialist, your experience in building VPNs and the added responsibilities of the job justify the increase.
Even in a down market, salaries for new IT hires tend to run higher--8 percent to 15 percent--than salary increases for non-IT jobs. New employees with hot skills like networking support, network infrastructure, database management and network operations are getting jobs with 10 percent to 15 percent higher pay than their previous jobs. In some cases, these salary increases are even higher for senior database management analysts and those at managerial levels.
And if you inadvertently mention salary too soon, correct the mistake when there's a lull in the conversation. Explain that while the overall package of salary and incentives is important, your experience and ability to drive efficiency in network operations, for instance, makes you a good fit for the job. And don't forget to mention you are looking for a company where your skills will make an impact. Showing how your skills affect the bottom line can be dramatic and effective. A savvy IT operations manager at one large multinational firm landed a higher-paying position in enterprise asset management after finding that when remote locations were bringing in new equipment and software, they weren't updating or canceling existing licensing arrangements. The company therefore was still paying for some licenses after it no longer was using the product or service. By implementing a new IT asset-audit process, the operations manager saved the company 20 percent in licensing fees, a multimillion-dollar savings.
Not Quite so Perky Anymore
Because of the economy, sign-on bonuses are rarer this year, but some companies still give them to in-demand professionals like database administrators, for instance. Companies have cut back and are less interested in paying relocation costs and anteing up for other perks than they were in the recent past, so don't expect massages on the job and fat bonuses unless you are a specialist like a network architect, with talent the company lacks.
Once salary is discussed and an offer is made, politely ask for the offer in writing. You don't have to accept a position on the spot, though a recruiter or HR professional may ask that you do so. Sleep on it to make sure the job and company are for you, and be sure the job offers you the right blend of opportunity, incentives, benefits and salary.
A verbal acceptance is fine, but follow it up with a formal acceptance letter to the person who offered you the job. Send it to the individuals involved in the interview process, such as the IT or HR manager. The letter should include your start date and your understanding of the agreed-upon salary and any other relevant items, like moving and living expenses, sign-on bonus and payment arrangements.
Knowing when to press for a higher salary, specific perk or benefit takes confidence and savvy. It's best not to tip your salary cards too soon, and to instead size up the job and the employer, gather information about the position and sell yourself to the company first. The company that understands IT talent's role in the bottom line will offer the best and fairest pay.
Maria Schafer directs human capital management research at Meta Group, an information technology research and advisory services firm based in Stamford, Conn. Send your comments on this article to her at careers@nwc.com.
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