Okay, Lauren. Here is your answer: First smile and be sincerely appreciative of the job offer. Then, simply say, "I'll certainly consider any compensation that you think is fair." Then simply look at them in an expectant way. Any salary that is offered will bw 10% to as much as 20% below what they have already determined to be the value of the job. If they should ask you what salary you want, this is your stock answer: "Whatever is right for the job." Don't be on the defensive. Put them on the defensive. Once then have given you a figure, add 10% and counter. Remember, they have already decided to hire you. That means they want you. They are not going to quibble about 10%. Believe it !

At the end of the interview. You should bring up the pay compensation. That is closing the deal.

It really depends on the area of target job. For example, there are jobs where pay rate is strictly regulated. There are places where people not only negotiate compensation, but also negotiate sign up bonus. There are jobs, that receive 50 applications for 1 position.

I suppose original question refers to situation when salary was not communicated until job offer is received. In my opinion, at this point it's a bit too late. Job offer is given to candidate after all approvals. Chances of changing the terms of the offer at this stage may be low. My advise to bring this topic up when talking with hiring manager. Compensation discussion should be natural part of the interview process regardless. Two sides are aligning expectations: qualification, responsibilities, schedule, compensation, benefits.

When you really need a job, but not happy with pay rate. Instead of direct negotiation, you may ask about the process of compensation review. This way it will be easier negotiate your salary in future by coming back to original conversation.

Also, keep in mind compensation package is not just one number. Consider all things offered, which may include health insurance, retirement plan, vacation days, seek days policy. Company A may offer higher salary, but no retirement plan and poor coverage insurance, while Company B with lower salary offers excellent health insurance plan and extra 5 days off.

After all, keep in mind what is important to you. In my experience I took a job because I needed to gain experience, there were no negotiations, but I was happy. In another place I was able to negotiate via recruiter. In the next place hiring manager started this conversation. He didn't want to increase the number, but was willing to offer onsite training and review compensations after first six months based on performance.

I would say yes and ask about the health and other benefits as well as that is a big part of the job.

Absolutely negotiate your salary. If you're worried you won't get the job because you want to talk about compensation, it's not a place you should be working. Period.

Employers seem to forget that it's a two way streak, emloyment should give something to both parties, not just the employer.

The way things are, you should always negotiate your salary and benefits, and it shouldn't hurt to ask for the why or breakdown for the salary if they refuse to budge. An employer that rescinds an offer based on negotiation is probably not one you want to work with, but not all of us are in a position to put a job offer at risk. One thing to think about which helps with salary negotiation and pay gaps is employers including the salary with the job posting. It takes away the variability that arises whether people negotiate and how that's perceived by the employer since negotiating essentially becomes unnecessary. That's the goal!

I think we should. their interests need to be protected