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Yes, basically for a few reasons. They already know the current salary of the internal, and it could be detrimental if the internal turns down a promotion (even if the pay bump is low). It might show that he or she is not eager. Thus the new salary is usually just 7-10% higher than the old.
But as an external, you have leverage. You don't need to state your current pay, and in the case that they contacted you, you know they need you more than you need them. And also, I think there's some mysterious allure to the unknown candidate, that maybe they will be a rockstar (while internal Bob is a rockstar, he's predictable).
Most companies want change agents, and it's easier to view an outsider as having better ideas for how to change things.
Not saying I agree with it, but you've gotta play the game. External moves probably net a 10-40% increase, while internal is more like 5-10%?
Exactly. It's all a game. You can complain about it or you can learn to play.
Its a good idea If you're in a major metropolitan area where jobs are plentiful. Not everyone has this option though. Eventually you'll be labeled as a "job hopper" sooner or later in many places
My response to any "job hopper" label is companies do not offer pensions anymore, so I need to look out for myself. I see no reason to stay at any company for any extended period of time since the only major benefit you receive now is the size of your paycheck. Beside, companies do not seem to care when they layoff employees.
It’s called “salary compression”. HR teed me up for a 13% raise in 2017 after they studied wages for employees in my job function. I didn’t particularly feel underpaid and it happened only about two months before I could have retired. I suppose part of it could have been a CYA move to prevent me from claiming that my salary hadn’t been adjusted due to my age.
I think that if you have Glassdoor data or industry data, you have a much better chance of success. Good luck to you!
A 10% adjustment is what I’d ask for based upon your logic.
If they balk time to leave.
Quote:
Originally Posted by Citykid3785
I would tend to agree with the above. But moreso you have to ask why you're so underpaid? Meaning, do you want to work for this company long term? If they do give you 10%, would that keep you happy for the next few years?
As someone who's switched jobs every 2-3 years, I HATE HATE HATE that it's near the only method for keeping up with market pay. I say this without arrogance.....I know for a fact that my similar titled peers on my team make a decent amount less than me, and it's because they rose up through the ranks at the company (vs. coming in from the outside).
The highest yearly merit increase I've ever received was 2.5%. During the great recession it was 0%. But in general, I've just got to question a company that isn't going to give you yearly increases when the market otherwise will?
Since you're willing to have the conversation, if it were me I might have the 10% conversation. If you don't get it, you know it's time to leave. If you do get it, stay a year and leverage it for higher pay elsewhere.
This is solid advice. Old habits are hard to break and this company seems to be willing to take advantage of you.
If you do decide to leave:
1. Your resume should not have the name of your current company. A detailed description of what you do should be sufficient.
2. Head hunters should be avoided where possible.
3. Use indeed.com and make sure that you are sending your resume to a bona fide company and not a search firm. A search firm will plaster your resume all over creation.
4. Research the company on Glass door. Dig through their site to reveal the truth.
Two promotions without a raise. Doesn't that answer your question? You are running true to form.
No, it doesn't. My question was if OP has kept track of what they are doing above and beyond what was asked to prove they deserve a raise. I assume OP has a written list of their accomplishments over the months/years showing they are doing more than they are asked. When going for a promotion or raise, written documentation like that is how you prove you deserve it.
OP was never promoted, if they didn't get a raise with it. They were moved to another lateral job.
Yes, basically for a few reasons. They already know the current salary of the internal, and it could be detrimental if the internal turns down a promotion (even if the pay bump is low). It might show that he or she is not eager. Thus the new salary is usually just 7-10% higher than the old.
But as an external, you have leverage. You don't need to state your current pay, and in the case that they contacted you, you know they need you more than you need them. And also, I think there's some mysterious allure to the unknown candidate, that maybe they will be a rockstar (while internal Bob is a rockstar, he's predictable).
Most companies want change agents, and it's easier to view an outsider as having better ideas for how to change things.
Not saying I agree with it, but you've gotta play the game. External moves probably net a 10-40% increase, while internal is more like 5-10%?
I will go with this Nerd suggestion, you are right i agree with you...
I turned it down when they refused to negotiate on benefits.
What benefits were you trying to negotiate?
Things like health plans and 401(k) have plan administrators and they can't make a simple allowance for you there.
Before you negotiate, you need to know what can be negotiated and what can't. For example, a friend was starting a job where they wouldn't allow him to contribute to the 401(k) until after he had been employed there for a reason. It was impossible to negotiate this to allow him into the plan immediately, because that's the way the plan was written and the plan administrator couldn't override it. But they could do a signing bonus, so they did that. If you know what can be negotiated, then you have a much better chance of getting something of equal or better value.
Things like health plans and 401(k) have plan administrators and they can't make a simple allowance for you there.
Before you negotiate, you need to know what can be negotiated and what can't. For example, a friend was starting a job where they wouldn't allow him to contribute to the 401(k) until after he had been employed there for a reason. It was impossible to negotiate this to allow him into the plan immediately, because that's the way the plan was written and the plan administrator couldn't override it. But they could do a signing bonus, so they did that. If you know what can be negotiated, then you have a much better chance of getting something of equal or better value.
In this case it was about vacation and time off. Considering the pay and level of position, the time off and vacation offered was highly restrictive (less then a week vacation for first 18months). This combined by the used car salesman style of the hiring manager meant I turned it down despite a 25% increase in pay. The 401k match was also half my current.
To some other questions, yes I have a good idea of my accomplishments and they are easily proved/backed-up. Too another the company has been having a lot of issues with new er workers getting paid more as they have lots of long term workers but recently hired a new group.
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refused to negotiate on benefits
