1. Understand How Your Function Contributes to Business Revenue
Prior to discussing your salary, learn how your department or function affects profitability. Employers pay a premium to those who demonstrate an understanding of how their function affects the bottom line.
Example: Ramesh created online advertising campaigns and ensured that his campaigns are done well and he used to generate sales of more than 50L rupees annually for his company. When talking about salary hike and negotiations, he discussed that he enables the company to generate such higher sales rather than how he works on a day to day basis. This helped him to persuade a much higher salary expectation.
2. Gather Market Intelligence
Network with current or former employees of the company on professional networking sites, such asLinkedIn. Research industry compensation benchmarks, salary ranges, benefits, and opportunities for similar jobs.
Example: Suresh met two ex-employees of his target company over LinkedIn. Based on the kind of work they were doing, he learned that a person with similar experience was drawing an amount of 12-15 LPA. Suresh was able to bargain comfortably with the HR when asked about his expected salary.
3. Quantify Your Business Impact
Instead of discussing only responsibilities, highlight measurable achievements:
- Revenue generated
- Cost savings delivered
- Process improvements implemented
- Client acquisition or retention contributions
- Productivity improvements
Business leaders appreciate professionals who can show actual results.
Example: Gautham worked as a sales manager. Within his previous enterprise, he helped earn extra revenue of 2 crores in a span of 1 year. Instead of mentioning, “I was heading a sales team,” he expressed “I headed a team which was able to generate additional revenue of 2 crore.” Offered him a far better impact in salary negotiations.
4. Negotiate Based on Value, Not Just Monthly Salary
We will employ a consulting or talented freelance mindset. Knowledge professionals work in high-value contexts such that they are rewarded for the value of the work they do and not the hours they sit in front of a computer screen.
Use the position of your knowledge, experience and value in your business as a justification for overpayment.
Example:Ramesh illustrated his points using the analogy of a freelance consultant, who would typically charge between two per day for a specific skillset. Ramesh described how his skills and experience could make the company achieve business objectives faster, transforming the discussion to a business value rather than a salary.
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5. Communicate Like a Business Professional
Approach salary negotiations confidently and professionally.
Instead of saying:
I want a salary that is higher.
Say:
According to my experience, market value and the tangible business results I have proven to bring there should be given a salary in the range of X–Y, where the salary reference points are:
Think about value creation, return on investment and the extent of benefit over the long term to the organization.
For instance: When HR enquired Suresh for his expected salary, he didn‘t give a figure but justified it by saying he had cut down operation costs by 20% in his last work and then contributed a range together with market research.
Conclusion: How to Discuss Salary with HR
During salary negotiations:
- Be confident but respectful.
- Allow your achievements and results to lead the discussion.
- Market data will also help you to justify your predictions.
- Deal with a full package of remuneration, not only a fixed salary.
- Personal time boundaries: Be open and adaptable.
Real-Life Scenario:
Let‘s say Gautham is drawing a salary of 8 LPA at present and is appearing for an interview. Instead of just demanding 10LPA because he wants a salary hike, he gives a presentation that he did 1 crore of additional business, increased client retention rate by 15% and explored market packages for similar profiles. This is definitely a strong business proposition for HR to consider a higher package.
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Salary: Is it Discussed During the HR Round?
Yes. In most organizations, the HR round typically covers:
- Current and expected salary
- Salary structure and compensation package.
- Joining bonus (if applicable)
- Notice period
- Benefits and allowances
- Work location and policies
- Career growth opportunities
- Joining timeline
Usually HR round is the time the compensation and other terms of employment are finalized, once the technical and managerial rounds are over.
Sample Response to HR
From my experience, market comparisons, and the business value I have created in the past, I am seeking fair compensation. I welcome detailed conversations about the entire package.
Example Response by Ramesh:
In my last organization I have worked on campaigns and generated revenue of more than 50 lakh and increased the bottom of the funnel lead conversion rate by 25%. Given my benchmarks, experience and current market standards I am expecting a package in the range of 14–16 LPA. However, I am willing to negotiate on the overall package and growth opportunities.
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