How did I negotiate my CTC with HR from my new company (before joining, of course)? What are all the things that I can and cannot say?

Updated on : January 20, 2022 by Roderick Mckay



How did I negotiate my CTC with HR from my new company (before joining, of course)? What are all the things that I can and cannot say?

Big question.

Basically, the negotiation is: what you have to offer versus what the receiver is willing to give instead of the offer.

Any negotiation has two components.

  1. Scenario analysis or understanding of the context and environment in which the negotiation takes place: this is important to understand the premise or basis of the negotiation.
  2. the single power position at stake - it could be with either party. This will involve the dynamics of supply and demand and who the recipient really is. The more you understand this concept, the better you can negotiate.

While doing a competition

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Big question.

Basically, the negotiation is: what you have to offer versus what the receiver is willing to give instead of the offer.

Any negotiation has two components.

  1. Scenario analysis or understanding of the context and environment in which the negotiation takes place: this is important to understand the premise or basis of the negotiation.
  2. the single power position at stake - it could be with either party. This will involve the dynamics of supply and demand and who the recipient really is. The more you understand this concept, the better you can negotiate.

As you negotiate compensation, here are some things to help you:

  1. First, understand your compensation pay. Get the concept of fixed versus variable emoluments and benefits in writing to facilitate the exchange.
  2. Understand what the market is paying for the position or position you are looking for. Each position has a specific value!
  3. The benchmark or internal range of the company: if there are former job holders or current job holders, where are they? Most organizations would not want to break their internal parity and therefore may just trade beyond this point.
  4. What are your selling points: niche skills, recent certifications in demand, ability to join right away, etc., that the company is looking for help a lot.
  5. It would also be nice to feel the moment when it is offered to you, for example. When organizations have a project they've won and want to get started right away, they generally have the upper hand.
  6. Understand the difference between bargaining and nagging; there is a limit of elasticity beyond which nothing would work.

You can say anything as long as it is not offensive and you respect the opportunity and show that you are willing to join them.

Very interesting question ..

Salary negotiation is a mind game and starts from the first interaction, just remember, you must have been asked about your salary and expectations at different stages of hiring.

Generally, at the first profile selection candidate interaction, mention your rough / inflated / overall package, including all potential benefits and expectations based on industry standards.

Tips: Here, always ask what the salary range or the company's budget is for this position, even if it is mentioned in the job profile or vacancy announcement. You can get an answer, whether the package rank or salary is not a

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Very interesting question ..

Salary negotiation is a mind game and starts from the first interaction, just remember, you must have been asked about your salary and expectations at different stages of hiring.

Generally, at the first profile selection candidate interaction, mention your rough / inflated / overall package, including all potential benefits and expectations based on industry standards.

Tips: Here, always ask what the salary range or the company's budget is for this position, even if it is mentioned in the job profile or vacancy announcement. You can get an answer, whether package rank or salary is not a problem for a proper fit.

After the technical interview is over, either with the line manager or with HR, ask some factual questions about the candidate's current salary and expectations. Like

  • CTC current and breakout
  • Variable CTC and its clauses
  • Current to take home
  • Last appraisal
  • Profits
  • Your expectation in numbers or percentage increase (even if you say that by industry standards, they will insist on giving a number)
  • Then some questions to judge your intention and likelihood of joining them such as:
    • Why do you want to leave your current company
    • Any offer in
    • Notification period and how soon you can join

Advice :

  • Always say what you can taste, because they will slowly roast you if they smell something fishy and may give a negative impression.
  • Ask what all the benefits they offer. Work hours, permits, on-site and learning opportunities, health insurance coverage, FP, taxi, food, etc. and just write it down.
  • Mention a firm expectation with little bargaining scope and share the reasoning for your expectation, such as whether your appraisal expires or joining the startup is a risk or you have to relocate or worry if the benefits are less than how they will be compensated .

Once this verbal questionnaire is completed in a couple of days, HR will send an email asking the candidate to share the supporting documents from the factual compensation conversation they had previously. Once the candidate submits the relevant documents, HR will verify compensation, current ctc, take-home, variable, etc., prepare a ctc offer based on their budget and send it to the candidate.

The package offered can be 100% based on expectation with an advance binding clause that is an easy pie or too less or little less than expectation.

Advice :

  • If you have any offers on hand or in negotiating conversations, please mention and, if requested, share the details of the offer.
  • If the offer is too low, then it is better to decline it rather than wasting time and energy for both parties.
  • If it is little less, mention again the reason for your exception, your enthusiasm for joining them.
  • Also understand the employer's situation and analyze the growth opportunity for you. If the growth is high, the learning opportunities, the work culture, the company feedback is good, then it is better to commit to a little less than expected.

In case of decline, following things can happen.

HR will discuss the reason for the decline and, if the position is critical, analyze the possibilities of increasing your budget.

You can expect the following responses:

  • Their expectation is beyond their budget, so they rejected the offer.
  • Give you a revised offer, but a little less in line with your expectations for a win-win deal.
  • Keep your ctc offer the same but give you additional benefits like join bonus, relocation benefits, retention bonus with 1 to 2 year lock-in clause, etc.

And finally the game ends with joining or searching for more candidates.

Hope the above information helps.

To effectively negotiate your salary with HR, you need to justify why you need that raise:

  • Loan
  • Investments
  • Other financial instabilities
  • Motivation

The number of reasons can be infinite. If you can effectively justify this need and clarify your increase, HR can consider it. However, you must also understand that for a particular profile in a company, there is a budget. If their need is justifiable and not too great, then the company is in a position to recognize their talent, they will pay. However, if your wishes are well above your budget, your job offer may be rejected.

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To effectively negotiate your salary with HR, you need to justify why you need that raise:

  • Loan
  • Investments
  • Other financial instabilities
  • Motivation

The number of reasons can be infinite. If you can effectively justify this need and clarify your increase, HR can consider it. However, you must also understand that for a particular profile in a company, there is a budget. If their need is justifiable and not too great, then the company is in a position to recognize their talent, they will pay. However, if your wishes are well above your budget, your job offer may also be rejected.

You must be very clear in your communication, as HR will present your case on your behalf to the respective department / supervisors. If the HR department gets confused or passes different messages to different interviewers, you have lost the bargaining power within that company. Therefore, clarity of thought and communication plays a key role during any type of negotiation.

Hope this answers your query.

The CTC can be negotiated mainly in two conditions: The urgency of the employer to hire you or if you have a competitive offer in hand.

My friends often seek my advice on how to quit work and negotiate salary. I have helped many! I quit my job too many times and my last change was with a 95% raise! So this is how I do it.

When it comes to salary, most of the time, it is that HR recruiter who decides your salary. You have to destroy their confidence (almost always, their) confidence in the interview room.

How you project yourself: - Wear decent clothes, not superfluous. Business casual is perfect. I don't wear full sleeves for interviews. Learn to project yourself as a businessman I mean a workaholic. You said that h

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My friends often seek my advice on how to quit work and negotiate salary. I have helped many! I quit my job too many times and my last change was with a 95% raise! So this is how I do it.

When it comes to salary, most of the time, it is that HR recruiter who decides your salary. You have to destroy their confidence (almost always, their) confidence in the interview room.

How you project yourself: - Wear decent clothes, not superfluous. Business casual is perfect. I don't wear full sleeves for interviews. Learn to project yourself as a businessman I mean a workaholic. You said you have good language skills, use every sentence to impress your HR recruiter. Business idioms are the best to get your attention. Also use your body language. If you are sitting across the table, lean forward, keep both elbows on the table. Be aware of your body language. Do they help you get a better salary? No, it is just an impression.

Skills - the most important: - If you are not trained, nothing would save you, period! You mentioned that you know some advanced technology. Fair enough! Do you have something to show off on your github? Have you created something of your own? Do you have any contributions to some popular tools? Do you have a technology blog? Have you won some tech challenges? Have you highlighted all of this, whichever is applicable, on the cover of your resume?

Remember, only you will see your potential, that is, what you are capable of doing, everyone else will judge you for what you have already done! Sad truth. So do some shit! There are no excuses here.

Do not ask for work, go sell yourself: - This may seem like a cliché, but it is very important. The difference is, when you walk into the interview room, do you feel like you desperately need that job? Failure! You should think about why this company should be desperate to hire you. Must be like this. To clarify this point, every HR interview begins with a little choking. And the plot is that the company is selling a job, you are there to buy it. You have to turn it around! You are selling something attractive and the company would benefit from it. Sales case! So turn it around!

But at first, she is psychologically on a higher level and you are at the bottom, that's how it is organized. Scam the trust of your HR interviewer. There are many ways. For example, you would probably talk about work-life balance in your company and how you could benefit from it. You might want to say 'wonderful!' Do not do it! Listen carefully, patiently until it stops, then ask, 'All the other companies have this to offer, tell me something that makes you outstanding. I'm curious!' Say it with your eyes wide open. Your goal is to shoot her down! Be careful to be courteous! Research your company's competitors and find out what they are missing. Use them against her to put her under pressure. Listen so carefully that you should find something to use against her. This will work in your favor.

Talk, Talk, Talk: - HR recruiters follow the 80-20 rule. She talks 20%, you 80%! Use it wisely. Inflate your profile. Lower it to your (psychological) level first, then go above it! Ask all kinds of questions. You want to know everything about your prospective employer! Watch her struggle to answer your genuine questions that you would like to know about her company and the opportunities once you join them. It should invoke a sense of guilt in her because this qualified guy has better options, better companies than the one she represents. The more you push her, the more you get out of the interview.

After this, when you take the conversation to your salary expectation, be brave and ask, as if it's worth it. Be clear about your expectations. If you are not bold, it is easy for her to negotiate. You should ask as much as your company can give the best candidate for the job you are applying for. If she refuses and asks if that's negotiable, let her know that she can consider it. This is just so as not to be rejected immediately, in case what you requested is impossible. But never settle for less. Your goal here is to get the offer, whatever it is.

Negotiation: - If you receive an offer letter with less than you expected, decline it. Don't give reasons. If you get what you asked for, decline anyway. Your goal here is to get her back with you. Tell him that while you were waiting for his offer, you got a better one. But you'd still like to join his company (despite all that work-life balance and shit), if he could reconsider your package! If he asks you to disclose the new offer, simply remind him that all offer letters are confidential. Tell him that you are still interested in his offer. Now you've turned the game around. You are selling yourself, she is the buyer! Well done!

Go shopping: - Once you have a deal, go shopping with it! You are on the safer side. Ask for more, just walk into the interview room and demand. Be prepared to walk away too. Tell them, buy me for what I sell you, I'm on my way to glory!

I declined my job offer from Accenture with one word in the reply email: "Rejected." I got a call from Human Resources in 10 minutes. Now, at this point, he was asking me to reconsider and I had to decide. This is how you turn it around.

However, I had my most difficult negotiation with Accenture HR. We were struggling to conclude and I hang up the phone saying 'You decide the best you can and let me know, you will have my final answer in 10 minutes'. I assumed I was out of the game, but received a modified offer letter. We got engaged, the two of us, and I accepted that offer. After a few days of joining, using the 'thank a colleague' portal, I sent him a 'thank you' to let him know that it was impossible.

Disclaimer: - Be extremely cautious by being polite and soft-spoken! You are in no way offending the HR recruiter. Be curious with every question you ask. Also, this may not always work. If you are applying for a job at the best engineering firms, don't play this game! Be responsible for what you get in return. Turn down an offer anyway! Feel amazing that way (like a boss)! She may ask you to leave the room, expect that too! But try again! If you don't risk it, you won't win it.

Forgive me for such a long answer but I will give you final figures and scenarios that will give you an idea of ​​how to negotiate. I am NOT going to tell you how to convince you of your skills and values ​​because that varies from person to person. I guess if they are offering you a job they already have an idea about your skills and competencies.

To begin with, you can ask them that when they say that it is not possible to increase more than 30%, what exactly are they referring to? The CTC or gross salary?

By asking this question, it confuses the hiring coordinator, in my experience.

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Forgive me for such a long answer but I will give you final figures and scenarios that will give you an idea of ​​how to negotiate. I am NOT going to tell you how to convince you of your skills and values ​​because that varies from person to person. I guess if they are offering you a job they already have an idea about your skills and competencies.

To begin with, you can ask them that when they say that it is not possible to increase more than 30%, what exactly are they referring to? The CTC or gross salary?

By asking this question, you are confusing the HR coordinator. In my experience, I have seen that fintech companies these days are outsourcing the HR function. 9 times out of 10 these newbies don't follow the golden rule and therefore you may be asked to wait for another phone call where a selected HR guy will take over.

10/10 times the increase is offered in the CTC, that is, the cost to the company in which these types of HR really play smart. The PF employer contribution, which is 12-12.5% ​​of the basic salary, is added to the CTC, the Mediclaim amount of 4 dight. The variable pay, which could range from a whopping 10% to 25% in the service industry, is generally paid quarterly or annually and is taxable. This is also added to your CTC.

Another header added in CTC is Tip, which is actually calculated by the following formula

Last salary drawn X 15/26 X years of service

Assuming that these days in the IT sector no one stays more than 3 years or so you will never get this amount since this is usually paid after completing 6 years on the company's payroll.

As of April 2018, you will not be eligible for a 1,250 monthly medical bill that counts to 15,000 annually, so even this does not matter.

Apart from this, companies usually pay 1500 / - per month as telephone allowance and up to 3600 food vouchers, another 4500 / - are paid for transport allowance.

So, adding the variable salary could be 0 or total, banks or lenders do not consider the variable component as part of their salary.

Tipping is something you will only get if you complete 5 years in the organization, which is quite a rare phenomenon these days.

The Mediclaim premium is part of your CTC and the coverage is a negligible amount of only 3 lacs, which is insufficient in case you need medical treatment. You better buy a medicine for your family yourself.

Therefore, you can ask them to provide a figure of how much raise they can offer over the base salary, all other components of the salary are calculated only on the base salary. These HR and recruiting companies are crafty, so they don't reveal that. Therefore, at the time of the interview, tell them when they ask about your expectations that you need this or that% increase in your CTC, if they agree (which they agree 8/10 times) go ahead.

After the interview, wait for the details of the pay break to be provided and check against your current pay structure by looking at your pay stub.

The rule of the game is to always ask them to increase the base salary by 10% -12% at least, this would represent an increase of around 30-45% in their CTC. Getting an overall increase of 30-45% is not bad by the standards, considering the state of the economy and the job market.

Given that in the appraisal cycle these companies give a one-digit increase (generally 6 to 7%) in the CTC that is offset by inflation (around 6 to 7.5%), it is important that you investigate and negotiate with potential employers well in advance and get a better package for yourself because once you're in, there are several factors other than your performance and contribution that are considered when evaluating you.

Hope my answer gives you a clearer picture. Health.

I learned the art of negotiations a little late in life; specifically during my second company. There are 3 things I always remember to do.

  1. Always remember not to quote a direct number when the human resources department asks you what your expectations are. A direct number means that your expectations are capped and the HR will try to reduce your compensation as much as possible from that number citing various reasons. Just flip the question and tell them that you expect to be paid fairly based on current market conditions and your skill set. Several people have also said that we should not disclose the CTC. I absolutely a
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I learned the art of negotiations a little late in life; specifically during my second company. There are 3 things I always remember to do.

  1. Always remember not to quote a direct number when the human resources department asks you what your expectations are. A direct number means that your expectations are capped and the HR will try to reduce your compensation as much as possible from that number citing various reasons. Just flip the question and tell them that you expect to be paid fairly based on current market conditions and your skill set. Several people have also said that we should not disclose the CTC. I absolutely agree, but in India that will become a sore spot while the negotiations are taking place. So if pressed, I reveal my CTC, but not beforehand.
  2. Before you order the cream from the best companies according to you, get an offer or two in hand. That gives you bargaining chips. Most of the time, HR will request a copy of the competitor's offer to verify counter offers. Never give it to him. It is a simple moral and professional relationship that dictates not to share the offer of one company with another. Convey this clearly.
  3. The paywall ceiling that you think is impassable can break. Make no mistake, candidates break it on a daily basis. Never underestimate your worth; know what you are worth. If an HR tells you we can only pay 10 lakhs or our company has a 30% max policy, don't be discouraged or take it with your ego. Show them why it is 100% worth the hike and you will get it. It might not always work, but hey, what's the harm in taking a photo and doing your best?

There are hundreds of other unwritten rules that I keep in the back of my mind when I start looking for work. I take a 6-month preparation time before I even have my resume on the market. I try to prepare for all aspects. I make sure that not only am I good at what I do, but I also remember to market my skills as the best in the business. Your skills are important, but so is your personal brand.

There is one thing I do that many of my friends thought was useless, but it helped me, so who can say what is right? I briefly know the personal details of the person interviewing me and everyone who follows me. People have a large amount of data on the web, and in most cases, it is not difficult to create a small personality profile to measure their likes and dislikes, their way of thinking, their opinions, and the little things that matter.

Let me give you an example. In one of the companies where I was selected, the HR was from Pune. The job offer was for the Hyderabad location. When I got to work measuring his personality based on his Facebook posts, his tweets, and his Instagram photos, it turned out that he loved the Ganpati festival, dhol, music, and nostalgia for Pune. However, he was not in India for a good 5 years and he missed all of this. During the round of negotiations, I directed some parts of the conversation towards how I am going to miss Pune and all that it represents if I decide to accept this offer and move to Hyderabad. We talked about Pune for a good 10 minutes before getting back on track. In those 10 minutes I had managed to establish a relationship with him on a personal level and it was becoming increasingly difficult for him to stick to his rule of 30% increase. He said, he would call me in a day. There are no prizes for guessing I got the hike I was asking for and not 30%.

Negotiating one way means you have to persuade someone to give you what you think is best for you. If you have cleared your technical rounds with flying colors, then only you and your persuasion skills will help overcome the final hurdle. Hope this helps you improve your game in some way.

Health!!

Edition: One week and 16K views !! Even my best answers didn't come that fast. I guess I should be answering more things related to salary: P

1. Don't start by asking "What would my salary be?"

The first is to never start a conversation with HR by asking "What will my salary be?" Well! This is rude. You should never give a number or file a lawsuit in front of your HR.

In fact, your HR should ask you “what is your expected salary”. So wait until your HR asks about your salary.

Typically, the fresh out of college makes this mistake and gives a bad impression of himself.

Therefore, avoid asking about salary when starting out.

2. Show your worth

You need to impress your HR that you are carrying out your inte

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1. Don't start by asking "What would my salary be?"

The first is to never start a conversation with HR by asking "What will my salary be?" Well! This is rude. You should never give a number or file a lawsuit in front of your HR.

In fact, your HR should ask you “what is your expected salary”. So wait until your HR asks about your salary.

Typically, the fresh out of college makes this mistake and gives a bad impression of himself.

Therefore, avoid asking about salary when starting out.

2. Show your worth

You must impress your HR that you are conducting your interview. During the course of the interview, you must prove yourself that you are the most capable person for a particular job.

The human resources department should get the impression that the candidate you are talking to is perfect for the position.

You must have to develop that type of personality and this is very important for a successful salary negotiation. It's best to find out early in the interview.

3. Listen, understand and respond to the interviewer

For successful salary negotiation, you must listen, understand, and then respond to the hiring manager. You have to listen patiently, word for word, to what your HR is trying to say.

You need to understand what he wants from you. Once you understand your problem, you must respond appropriately.

I mean, your answer must be convincing to him.

4. Show interest in discussing your work.

While the interview is taking place, you should show interest to the hiring manager. You must have done all the necessary research related to your job profile.

To make your conversation more interesting, you need to be able to present some valuable facts and related data.

So good research for your work is very important.

5. Try to persuade or convince that you have enough experience to do your job

During the course of the interview, you need to persuade your HR that you are the perfect candidate for the job the company wants.

A salary negotiation is only successful when the hiring manager is totally convinced of you.

To persuade, in addition to a good academic qualification and skills, you need a developed personality.

Therefore, do your research thoroughly about the job you are applying for.

6. Keep your personal life away while chatting

During the discussion, you should never include your personal life. This is another bad way. If you have problems in your personal life or are having a difficult time, you must be mentally prepared enough to hide your problems.

Throughout the conversation, HR shouldn't get the impression that you're in trouble and want a job right away.

7. Be prepared to adapt to the work culture of the position

Always in a job interview it is very normal that HR expects something from you and you expect something from HR.

So, if your job is a bit challenging, you need to be able to adapt to the work culture. It can be work hours, coworkers, etc.

If you want a good salary, you have to make small commitments in your life.

8. Appreciate what the interviewee wants from you

Finally, a salary negotiation is only successful when you are able to appreciate what the hiring manager wants from you.

A job requires certain skills and other requirements from a candidate and they must be able to meet all of those requirements.

If you appreciate HR, in return, he too will understand what you want.

9. Be realistic about your salary expectations

After all the discussion and speech, you get to the bottom. And the bottom line would be your HR salary expectation.

Your expectation must be realistic. That is, if a job can pay you a salary of Rs 40,000 / - to Rs 50,000 / - per month, then it should not demand Rs 100,000 / - per month.

For a job with a salary of Rs 40,000 / - you could expect HR to rise up to Rs 50,000 / - to Rs 60,000 / - at best, but not Rs 100,000 / -.

So keep in mind that your salary expectation needs to be genuine and HR could meet that demand.

10. Nothing is final, so be flexible

Flexibility is a great attribute that you could have. In a salary negotiation, you must always be willing to concede something if you want to win something.

So be flexible and stick to your job.

If HR is willing to pay you more, you need to adapt to the work culture.

Therefore, nothing is final here and you must be able to adjust to get the best salary.

11. DO NOT beg and be ready to walk away from the interview

If you think the entire salary negotiation is not successful or fruitful, you need to be confident enough to walk away from the interview.

This is not the last chance for you. You will get a lot of jobs like these and even the best sarkari naukri.

You should not beg as if you are desperate for work. If you feel like you are not getting the amount you deserve, politely walk away.

Not all salary negotiations are successful. The responsibility is not only on one side but on both sides.

To carry out a salary negotiation follow the 11 tips mentioned above. These are essential for a successful salary negotiation.

These are the points that I follow

All credits to.

(Safe Jobs, Priyanka Nagrale).

First of all, going to trade in this corporate world is totally acceptable for the seasoned guy. Even companies have their minimum and maximum slabs in each function. So there is a 99% chance of reviewing your offer, but it totally depends on your negotiating skills.

I can answer your question because I was in the same position as you at the moment and I traded at the level I never expected. So the first thing to do is go to Glassdoor and check the salary structure in the position they offer you. Since you have multiple offers, you must negotiate. As I can see, there is no such difference

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First of all, going to trade in this corporate world is totally acceptable for the seasoned guy. Even companies have their minimum and maximum slabs in each function. So there is a 99% chance of reviewing your offer, but it totally depends on your negotiating skills.

I can answer your question because I was in the same position as you at the moment and I traded at the level I never expected. So the first thing to do is go to Glassdoor and check the salary structure in the position they offer you. Since you have multiple offers, you must negotiate. As I can see, there is no such difference in the offer, so much can be negotiated with the company. Please note, do not start yourself. After 1 week, you can call RR. well. Please do not reveal the company name, offer a letter to HR as they are very talented at this and even play with all these things on a daily basis.

Also, once you think a business has reached saturation point, you can accept their offer and block that deal. Now is the time to negotiate with another company and negotiate as much as you can. Once this match has also reached its saturation level, you can check the difference in compensation based on your offered feature. Wherever you've gotten the good news and compensation based on their interest, tell them yes and join that company.

Note * - Suppose you have done very well in the interviews and the manager has told HR to hire you at any cost, in which case they can offer you the next position and review the compensation based on the next position offered.

I hope that helps. Good luck :-)

Hi Vikram,

Thanks for A2A!

Well, it sounds like you're looking for your first job change to a process-oriented company.

Now what is CTC? Cost to the company (the full salary normally consists of basic + house rental allowance + leave travel allowance + medical reimbursement + special allowance + committed bonus + transportation expenses, etc.)

Typically, the recruiter asks this question in the initial stage of hiring to understand whether the candidate is in their predefined budget or not.

For example, if I have a position for Software Programmer with a minimum of 2 years of exp work required and my maximum budget we can

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Hi Vikram,

Thanks for A2A!

Well, it sounds like you're looking for your first job change to a process-oriented company.

Now what is CTC? Cost to the company (the full salary normally consists of basic + house rental allowance + leave travel allowance + medical reimbursement + special allowance + committed bonus + transportation expenses, etc.)

Typically, the recruiter asks this question in the initial stage of hiring to understand whether the candidate is in their predefined budget or not.

Por ejemplo, si tengo un puesto para Programador de software con un mínimo de 2 años de experiencia laboral y mi presupuesto máximo que podemos ofrecer a un candidato es de 8 Lacs por año.

Then, I start searching for a candidate who is drawing currently around 5–6 LPA, so that if the candidate clears all rounds of Interviews, then we can offer him something which is lucrative for a candidate.

So now expected CTC is what you are looking for from your career move.

Standard practice, 25–35% hike on current CTC is industry standards.

My suggestion, if any recruiter ask for your expected CTC, You always revert that this is negotiable. Suppose you at 6 LPA & you have already asked for 10 LPA, which is beyond my budget. In that case, I will not pursue your case further and you will loose as opportunity without showing your capabilities. Because many times after interviews budget can be reviewed for one of the excellent candidate.

Or if your current ctc is 6LPA and you have asked conservatively E-CTC 7 LPA. So you again in loosing side. Because my budget is 8 LPA.

Always wait for the offer from your prospective employer and then do negotiation but these negotiations must be very patiently handled.

I hope this might help you to take your next career move accordingly.

Wish all the best!

Regards

Too many questions. :)

I recently wrote an answer on similar context, check: Akash Khandelwal's answer to What amount should I quote as salary negotiation with Accenture for a lateral hire with 2.5 years exp in peoplesoft technology?

Never quote any amount and use the below magic words to keep the negotiation open ended & work in your favor:

"As per Industry standards"

When asked by the company for your expected salary, just say, based on industry standards. You won't look bad for not mentioning numbers and the company won't underestimate you when bidding.

But I also understand that things don't always turn out as

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Too many questions. :)

Recientemente escribí una respuesta en un contexto similar, verifique: Respuesta de Akash Khandelwal a ¿Qué monto debería cotizar como negociación salarial con Accenture por una contratación lateral con 2,5 años de experiencia en tecnología de peopleoft?

Nunca cotice ninguna cantidad y use las palabras mágicas a continuación para mantener la negociación abierta y trabajar a su favor:

"Según los estándares de la industria"

Cuando la empresa le pregunta su salario esperado, simplemente diga, según los estándares de la industria. No se verá mal por no mencionar números y la compañía no lo subestimará cuando haga una oferta.

Pero también entiendo que las cosas no siempre salen como planeamos y muchas veces hemos sucumbido a RR. HH.

En ese escenario, siempre siempre siempre negocie el salario disponible.

The reason is, different companies opt for different salary structure. Salary Structure defines your CTC and CTC is an illusion. It’s not what you will actually receive in your bank account. Typically CTC can consist of:

  • Gross Salary
  • Variable
  • Employer PF
  • Medical Insurance
  • Gratuity
  • Shares/ESOP
  • Food/Cab or other such allowance

Out of all the above mentioned, what you really receive is Gross - Employee PF contribution.

Thus, while CTC may look a good number, actual salary might turn out to be shock if someone in not aware about the deductions.

Here is where HR can manipulate a prospectus employee. They may give you a good salary hike of 40% or 50% on your current CTC, but that might actually translate to inhand hike of only 20% or 25% .

Saving cost for the company and making prospectus employee ‘feel’ that the got what they asked.

In conclusion, there is no best salary structure. Just learn to read salary structure and calculating your salary based on it. You will be fine.

Read: Akash Khandelwal's answer to How can I calculate my monthly salary in India if I know my CTC and the split-ups?

How do you negotiate a job offer when HR tells you “no negotiations”? You simply tell them that you insist on “negotiating” anyway. Then they tell you, “Sorry, we are withdrawing our offer.”

In most large companies, HR sets salary ranges for almost all positions. The exceptions are those with a "C" in their job titles: CEO, CFO, CIO, etc., which are generally controlled by a board of directors. Hiring managers generally have little to no flexibility to get out of company politics when it comes to bidding. In many companies, HR must approve all offers to ensure they are included in a

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How do you negotiate a job offer when HR tells you there are "no negotiations"? Just tell them that you insist on "negotiating" anyway. Then they say, "Sorry, we're withdrawing our offer."

In most large companies, HR establishes the pay ranges for almost every position. The exceptions are those with a “C” in their job titles — CEO, CFO, CIO, etc. which are usually controlled by a board of directors. Hiring managers usually have little or no flexibility to go outside company policy when it comes to offers. In many companies, every offer has to be approved by HR to ensure that it falls within a specified range and that it maintains internal equity. For positions that are covered under a collective bargaining agreement, there is usually a “hiring rate” that is absolute.

The general rule of compensation negotiation is that the higher you go in the corporate food chain, the more bargaining power you have. Unless you are someone with extensive professional or managerial experience, or you’re a technical “unicorn” with exceptional skills, you have very little leverage.

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