Avoid saying anything that sounds like you’re making a counteroffer. You don’t want the prospective employer to think you’re asking him or her to bend the rules. Enough said.ĭon’t negotiate (at least don’t seem to). Whatever the merits from a company’s point of view, what about job candidates who get a take-it-or-leave-it offer? Here are three rules.ĭon’t debate the policy. On the other hand, my earlier post on salary transparency sparked a passionate debate among commentators, pro and con, about whether they would want to work for such an organization. Having a standard policy may dampen employee rivalries, suspicions, and resentments. Organizational culture comes into play, as well. Women who try similar tactics risk being labeled pushy (or worse). And there is plenty of behavioral research that shows that men tend to negotiate more aggressively than women. The wage gap between men and women has been widely documented. Gender equity was one of Pao’s motivations. We’ll look at them quickly, then focus on the third. Why would a company institute such a policyĪnd what’s the best way for a job candidate to respond? But questions about non-negotiable offers remain: This past July Pao resigned (or was pushed out). The policy got some attention in the press but was quickly overshadowed by controversies over own her leadership, as well hateful content on the site. “ We provide offers at the high end,” she told an investment group, “and they are non-negotiable.” When Ellen Pao was CEO of Reddit, she banned bargaining over salaries at her company.
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