So, you’re looking for the bigger, better deal? Someone has told you they are making more money than you and you believe it to be unfair. Hey, it happens. Moreso, you might be working with a travel tech who told you he/she is making $3,000 per week, but here you are, the loyal employee who has given it all to your employer and you haven’t seen much of a raise in several years. Unfortunately, this happens too.
Whether it be asking for a raise or negotiating pay after a job interview, it’s important that you do it correctly and have an understanding of the process, and the internal policies that healthcare organizations use to determine pay. Being reasonable and offering third party data to back up your asking price is fundamental. Saying something like “I know this person is making $X and I do the same work”, is not necessarily the best approach to getting a raise. Maybe that person does make more, but can you prove it? Or is it only what they just told you? In any case, it’s still not the best approach.
Let Your Recruiter Handle Salary Negotiations: Best Practices
If you are working with a recruiter, let them handle the negotiations. A good recruiter typically works with dozens of organizations and has a good idea of what should be offered. Also, they want you to get the best offer for several reasons. They probably get paid more too, and they know you’ll likely stay with the employer longer if you’re making top dollar. On top of that, let them be the “bad guy” by asking for more. It let’s you off the hook and you won’t be the one who seems greedy.
Using Data to Justify Your Salary Request
Have data to justify your request. Using third-party data from firms like ours (See our Compensation Review on our Resources Page), or certifying organizations like ARRT, ASRT, ARDMS and ASCP can help.
Be Realistic: How to Determine a Fair Salary
Be reasonable. If you are making $70/hour in California, you should not expect to make that in Texas, or most other states for that matter. That’s not how it works in any business. CEO’s, doctors, truck drivers, waiters all make different wages. So why would you think your wage should be the same, or more, when you make a move? The same is true if you’re working nights with a $4.00 shift differential. You ask your employer to move you to days, they agree, but you still want the same pay. That’s not how it works.
How to Navigate Non-Negotiable Job Offers
Some facilities will negotiate, others will not. Don’t be surprised if some employers tell you to “take it, or leave it”. In my experience, most employers are willing to negotiate a little bit, but within reason. However, some will not, and it’s just unfortunate. Again, if you are working with a good recruiter, they likely know what the pay range is and can give you a general idea what your pay will be early on in the process. That way you know what to expect and can assess early on if it makes sense to move forward in the process at all.
Don’t Just Focus on Salary: Other Perks and Benefits to Consider
Look at the whole package, not just the pay rate. In some cases, large bonuses are offered, and lower premiums for insurance can equal more money in your pocket. If you are offered a $15,000 bonus, that equals $7.21 per hour if it’s paid out in your first year. That’s not insignificant, and many small perks can ad to your income without necessarily showing up in your base pay rate.
Factors That Affect Your Pay
What you are paid is largely based on where you live. Some areas of the country just pay more, but generally it’s because it costs you more to live there. If the average mortgage in San Diego is $5,000/mo, and your mortgage drops to $2,500 when you move to Birmingham, do you need to make the same amount of money? Your mortgage just dropped by $30,000/yr which is equivalent to $14.00 per hour. Making more money does not always equal a better standard of living. You can make $40/hr in many areas of the country and have a much better standard of living than you would have in areas that pay you twice as much. It’s simple math.
Another thing to understand is that employers will determine what they pay you based on years of experience. This is the number one factor, period. So, someone with 20 years of experience is always going to start at a higher amount than someone with 5 years. So, when you find out that a new person in your department started out higher than you, or a co-worker is making more than you, this is likely the reason why. Sure, you are doing the same work. Maybe you even feel you work harder and smarter, but guess what? That’s not how it works.
How to Research and Prepare for Salary Negotiations
Doing your research before going in with guns blazing is key. Be smart about it and be able to justify your request. Also, don’t compare your pay to someone who is there on a contract. It’s apples and oranges. They are there through a completely different company that pays them through a different arrangement than yours.
Job Satisfaction vs. Salary: What Really Matters in the Long Run
Finally, don’t be greedy. I have spoken to literally thousands of health providers in my career, and the number one reason people leave their employer is job satisfaction, not money. Sure, if you want to make $5.00 – $10.00 more per hour, you can do it. However, you might have to move to a new city. Or worse, you get there and it ends up being a miserable or toxic work environment. Now what? You’re making the money you thought you deserved, but are you happy?
Call us today and we can give you a general idea of what certain markets pay, and what you should ask for. You may not like the answer, but it will be based on actual data, not what your co-worker told you.
1 comment
Daryl Hahn
Good information, thank you.