Two thirds of Canadians don't negotiate for a higher salary: poll
Are you too nice to negotiate a higher salary? If you said ‘yes’ you’re not alone.
According to a recent poll conducted by global staffing firm Robert Half, there may be some truth to the notion that Canadians are extremely nice—too nice, even, to try and get a larger paycheck.
According to the findings, 36 per cent of employed Canadians attempted to negotiate a higher salary during their last job offer.
Of the two thirds of respondents who did not try to get their new employer to raise their salary, 59 per cent said they didn’t attempt to negotiate because they were happy with the starting offer, while 19 per cent said they were hoping for a larger salary, but were uncomfortable negotiating for one.
Additionally, the findings found men were more likely to try and negotiate a higher salary compared to women—40 per cent of men asked for more money compared to only 31 per cent of women.
As well, Canadians earning six figures were more likely to negotiate for higher salaries—41 per cent attempted to get their employer to increase their paycheck.
Of the managers surveyed, the majority, 39 per cent, said they typically discuss compensation during the first in-person interview.
Twenty-five per cent wait to discuss compensation during the second interview, 13 per cent wait until they are prepared to offer a job, and 10 per cent discuss it during the initial phone or video screening.
“Salary negotiations are a great opportunity for candidates to underscore the value of their skills and what they can bring to the business,” David King, senior district president of Robert Half, said in a news release.
“Any successful compensation discussion requires research and practice beforehand. Look into local compensation trends in your industry, identify which perks or benefits outside of salary are most important to you, and even run through potential scenarios ahead of time; the better prepared you are, the more confident you will feel navigating the conversation,” he continued.
King added: “While a well-rounded, competitive compensation package is key to attracting candidates, flexibility and openness in the discussion ultimately paves the way for a more positive and constructive conversation for both parties.”
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