How to get the deal you want

ART OF NEGOTIATION: have three figures in mind when discussing salaries

CAREER BRIEF

The Gazette guide to working in the law

I am often surprised at the reluctance of candidates to market their strengths or to discuss the level of remuneration they seek.

It is, of course, a British condition and not one suffered by our colleagues in mainland Europe or the US.

When it comes to discussing money, we are just not comfortable with it and would much rather avoid the issue if possible.

This is never a good idea when in an interview.

While no one wants to give the impression that money is their only motivation in applying for a job, it is an area that needs to be addressed.

First, let's deal with followings.

In the profession today, more and more lawyers are having to acquire client development skills, which naturally means that links are established with business providers who may consider moving with you when you change jobs.

This is not something to be bashful about and you will often be asked in interview what business contacts you have to draw upon.

It is therefore important that you try to quantify any following you may have and what fee revenue it is likely to generate.

No one can ever guarantee a following, but it is equally important not to undervalue your ability in this area.

Be positive, but run a mile if you think that a potential employer is placing too much emphasis on what you can generate while not throwing anything into the pot themselves.

Now we move on to the thorny subject of salaries; when to raise the issue and how to plan your tactics.

It is unlikely that salaries will be discussed in a first interview, but it will of course be raised at some point in the interview process.

Often you will be asked what you are looking for; this is where forward planning can pay dividends.

Before the first interview, you should think of three figures; the first (and highest) would be a salary that you would be delighted with - don't go mad and try to be realistic.

If offered this, accept it and hope that they do not change their minds before they send you the written offer.

The second figure should be what you would expect as a reasonable offer, perhaps giving you a 10-20% increase in salary.

However, it could be an offer that matches your current remuneration, while providing improved career status or greater responsibility.

The final, and often the most important figure, is one that if an offer of less than this was made, you could walk away and have no regrets 24 hours later.

It is a simple bit of advice, but then the best advice often is...

Mark Fussell is managing director of Mark Fussell Legal Recruitment in Birmingham