Salary and negotiation

Salary negotiation tips and strategies for new job offers

Simone Wu — Sun, 02 Feb 2025 02:00:30 +0000

Salary negotiation tips and strategies for new job offers Simone Wu

Salary negotiation isn’t just about getting a bigger paycheck right now – it’s about setting the stage for your earning potential in the years ahead.

Every salary increase often builds on the one before, so getting your salary negotiation right is crucial for your career growth. Whether negotiating a salary for a new job or discussing a salary increase during your annual performance review, knowing how to position yourself is key to getting the compensation you deserve.

Step 1: Do your research and know your market rate

When you know your market rate, you can enter a salary negotiation with confidence and realistic expectations. If you skip the research, you might end up selling yourself short, which could hurt your finances in the long run and leave you feeling unfulfilled at work.

And if you set your sights too high, you might scare off the employer or miss out on great opportunities that still offer good pay and a chance to grow your career.

How to research your market rate:

Use reliable salary comparison tools like the Michael Page Salary Comparison Tool to understand what people in your role typically earn. These tools give you data specific to your job, industry, and location.
Compare multiple salary guides from different recruitment agencies and organisations (aim for at least three) to get a more accurate picture of salary data ranges for your role. Individual guides, like Michael Page Salary Guide, may have varying data based on their job market coverage and research methodology.

Our recent Candidate Pulse survey, which gathered insights from job applicants on the Michael Page job portal, found that 54% of job applicants use salary guides to stay informed about competitive salaries.
Be cautious of online salary portals where people share their salaries. You don’t know how accurate or recent that information is. They can give you a rough estimate but don’t take them as the absolute truth. Think of them as a starting point, not the final answer.
Look at job advertisements for similar roles in your industry. Companies often include salary ranges in their job postings, giving you an idea of the market rate for the position you’re applying for. Pay attention to whether the job includes additional benefits or bonuses, as these can affect the overall compensation package.
Talk to recruitment consultants to gain insights into what companies are offering in your field. Our Candidate Pulse survey revealed that 43% of job applicants rely on recruitment agencies for salary information, highlighting their value as a trusted resource for market insights.

Step 2: Understand your worth beyond the job title

Your market value is not just based on your job title; it’s influenced by your unique skills, experiences, and the additional value you bring to the company.

Show the company what makes you unique – your strengths, past successes, and how you can make a real difference. This will give you a stronger position, especially if the role requires a wide range of skills.

How to understand your worth beyond your role:

Identify transferable skills you bring to the role that go beyond the job description, such as leadership, project management, or expertise in cutting-edge technology.
Quantify your achievements: Use metrics like sales growth, cost savings, or increased efficiency to show the direct impact of your work.
Highlight any specialised knowledge you have that is in high demand but rare in the market.

Example: If, as a Marketing Manager, you have successfully managed a digital campaign that has increased conversions by 25%, this quantifiable success justifies a higher salary within the given market range.

Step 3: Navigating salary during career transitions

If you’re transitioning into a new field, your experience may not perfectly align with the traditional career path. However, your skills are still highly valuable. The key is to understand the typical expectations for entry-level roles in your new field and then demonstrate how your unique background gives you a significant advantage.

How to discuss your pay when switching roles

Industry changes:

Research similar-level roles in your target industry to understand typical compensation ranges and structures
Identify and communicate how your current industry expertise could bring fresh perspectives to the new sector
Demonstrate your commitment through relevant upskilling, certifications, or training specific to the new industry
Highlight experience working with stakeholders from your industry
Focus on universal achievements that transcend industries (e.g., cost savings, process improvements, revenue growth)

Function changes:

Map out how your current functional expertise complements the new role
Emphasise projects where you’ve already demonstrated skills relevant to the target function
Showcase cross-functional collaboration experiences that align with the new role
Highlight any informal experience or side projects in the new function
Demonstrate how your unique background could innovate the new function

Example: A finance professional moving into a business development role can highlight their deep understanding of financial modelling and risk assessment as valuable skills for evaluating business opportunities. Similarly, a marketing professional transitioning to product management can highlight their customer insight expertise and experience in gathering market feedback.

Step 4: Timing is everything

Timing is key when it comes to salary discussions. Bringing it up too early can throw the whole hiring process off track, and you might even jeopardise your chances of getting the job. The best time to discuss salary is usually after you’ve received a formal job offer. That’s when you’re in the strongest position to negotiate.

How to time your salary talks for maximum impact

Wait for a formal offer: The best time to negotiate salary is after you have received a job offer but before you accept. At this point, the company has already invested time and resources in you, and you have the upper hand.

If the salary discussion comes up earlier, respond with a range based on your research. Avoid giving an exact number until you have more details about the job and responsibilities.

Example: If a recruiter asks about salary expectations early in the interview, you might say, “I would love to discuss the role in more detail before finalising compensation, but based on my research, I’m looking at a range of $40,000 to $45,000 for this role.”

Step 5: Present your salary expectations strategically

Providing a clear salary range instead of a specific figure allows flexibility while demonstrating that you’ve done your research and understand your market value.

Offering a range can help you find common ground with the hiring manager while ensuring you don’t undersell yourself or price yourself out of consideration.

How to state your salary expectations at job interviews

Provide a well-researched salary range with a 15% to 20% spread between minimum and maximum. Your minimum should be a figure you’d be comfortable accepting, while your maximum should align with the upper market rate for your experience level.

Back up your range with data from multiple salary guides, market reports, and industry benchmarks that reflect your experience and skills.

Consider the total compensation package, including bonuses, healthcare benefits, signing bonus, stock options, professional development opportunities, additional leave, flexible working hours, remote working options, and other variables, when determining your range.

Examples: “For a Human Resources Manager role with my level of experience leading regional campaigns, I’m looking at a monthly salary range of ₫62,000,000 to ₫66,000,000, depending on the overall package and scope of responsibilities.”

“Based on my research of similar roles in the technology sector and considering my expertise in digital transformation, I’m targeting a range between ₫100,000,000 to ₫110,000,000 monthly. This aligns with market rates for professionals with my skill set and leadership experience.”

Pro tip: Be prepared to explain both ends of your range. Your minimum represents the baseline value you bring to the role, while your maximum reflects your optimal contribution potential based on the role’s scope and your capabilities.

Step 6: Handling the discussion about your last-drawn salary

In many parts of Asia Pacific, employers often ask about your past salary. It’s tricky because while you want to be honest, how you answer can really impact your negotiation. The goal is to focus on what you bring to the table now, not just what you made in your last job.

How to manage the discussion about your previous salary

Professional deflection strategies:

Initial response:

“I understand you’d like to know my previous salary, but it’s more helpful to focus on the value I can bring to this role. I’d love to make sure my compensation aligns with both your budget and the market rates. Can you share the salary range you have in mind for this position?”
“I’m not comfortable disclosing my previous salary at this time. Could we instead discuss the salary range for this position?”

If pressed further:

“My previous salary may not accurately reflect my current market value due to [reason, e.g., increased responsibilities, new skills acquired, etc.].”
“Based on my market research and experience in this field, I’m seeking a salary within the range of [X-Y]. This aligns with the market value for professionals with my skills and experience in this role.”
“I’m concerned that disclosing my previous salary may limit my earning potential in this role. I’m confident in my abilities and deserve a competitive salary.”

Emphasise market value:

“I’m open to discussing my salary expectations further once we’ve had a chance to discuss the role and responsibilities in more detail.”

When previous salary disclosure is unavoidable:

Frame the context by explaining any unique circumstances of your previous role. Highlight any upskilling, additional responsibilities, or achievements since then.
Example: “While my previous base salary was ₫X, I’ve since completed [relevant certification/achievement] and taken on [additional responsibilities] that have significantly enhanced my capabilities.”

Important note:

These are general strategies; the best approach may vary depending on the situation and your comfort level.
If you encounter significant resistance from the employer, consider whether this is the right opportunity.

Using these tips will help you handle those tricky salary questions and make sure you’re not shortchanging yourself.

Step 7: Be prepared for rejection and stay professional

Not every negotiation will go your way. But how you handle a ‘no’ can still impact your future. Stay professional, ask for feedback, and you might be surprised at how it can open doors down the line.

How to handle salary negotiation rejection professionally

If your salary request is rejected, don’t become defensive. Instead, ask for feedback on the offer and find out what it would take for them to meet your expectations.

If the company has budget constraints, discuss alternative benefits, such as performance-based bonuses, additional paid leave, or opportunities for salary review after a set period.

Example: If the salary offer is below your expectations, politely respond, “I understand the budget constraints. However, based on my skills and experience, I believe my compensation should align with the market rate. Is there any flexibility in the budget, or could we discuss other elements of the compensation package, such as benefits or additional responsibilities?”

Step 8: Closing the conversation on a positive note

Ending the salary negotiation on a positive note is crucial, regardless of the outcome. Maintaining a professional and respectful demeanour preserves your reputation and potentially opens doors for future opportunities, even if you don’t accept the current offer.

How to conclude salary discussions effectively

Express sincere appreciation: Whether you accept or decline the offer, always express gratitude for the opportunity and the time the employer invested.

If accepting:

Confirm all terms in writing: Once an agreement is reached, obtain a written offer letter summarising all agreed-upon terms, including salary, bonuses, benefits, start date, and other relevant details.
Express enthusiasm: Reiterate your excitement about joining the team and contributing to the company’s success.

If declining:

Be direct and polite: Clearly and respectfully decline the offer while acknowledging the company’s time and consideration.
Provide a concise and professional reason for declining: Briefly explain your reason for declining, such as another opportunity better fitting your career goals. Avoid negative or overly personal reasons.
Express continued interest (optional): If it feels right, you can mention that you're still interested in the company. For example, “I appreciate the opportunity to learn more about [Company Name], and I hope to stay in touch for future potential roles.”
Maintain professionalism: Do not burn bridges. Even if you decline, maintain a professional and courteous demeanour throughout the conversation.

Example (declining offer): “Thank you again for offering me the position of [Job Title] at [Company Name]. I truly appreciate the time you’ve taken to interview me. After careful consideration, I’ve decided to accept another offer that is a better fit for my current career goals. I appreciate the opportunity to learn more about [Company Name], and I wish you all the best in your search for a qualified candidate. I hope our paths may cross again in the future.”

Additional tips:

Be mindful of cultural norms. Directness may be less common in some cultures. Tailor your approach accordingly.
Follow up with a thank-you note: Send a brief note or email to reiterate your appreciation and maintain a positive connection.

Following these guidelines, you can effectively close the salary negotiation while maintaining a professional and positive relationship with the employer.

Mastering salary negotiation strategies for career advancement

Knowing how to negotiate your salary is essential to advancing your career. When you understand your market value, and are able to communicate your worth and confidently navigate the negotiation process, you can secure a compensation package that truly reflects what you bring to the table.

And remember, negotiation skills are something you can always improve and refine over time. Practice these strategies, adapt them to your situation, and you’ll be a pro at salary talks in no time.

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our Michael Page Salary Guide, which features the average salary of roles in Vietnam’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Start your job search

Simone Wu

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What to do if you don’t get the salary increment you want

Naren Sankar — Wed, 26 Jul 2023 20:29:05 +0000

What to do if you don’t get the salary increment you want Naren Sankar

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full 2026 Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

Start your job search

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How to ask for a pay rise: 10 practical tips for success

Naren Sankar — Mon, 06 Mar 2023 10:19:53 +0000

How to ask for a pay rise: 10 practical tips for success Naren Sankar

For some people, asking for more pay comes naturally, but for others, it can be daunting. The fact is that we all work for a monetary return. If you think you deserve more than your current pay and your request is within the relevant salary range, you should consider letting your boss know.

As the saying goes, if you do not ask, you do not get. Here are some tips to help you succeed in asking for higher pay while keeping your current job scope.

1. Inform your manager that you want to discuss salary before the actual meeting

You don’t want to ambush your manager because they might not be ready to talk about money. You should not just walk in on their free slot, or book their time without setting an agenda, as this can be seen as disrespectful and unprofessional.

When setting up a meeting with your boss to discuss your salary, inform them of the purpose of the meeting beforehand. This can be done through email or in person, depending on your preference and the culture of your workplace.

When sending an email to request a meeting with your boss, it is important to be clear and concise in your communication. Use a professional tone and provide specific details about the purpose of the meeting, including the topics you would like to discuss and any supporting information or documentation that may be relevant.

This will help to facilitate a productive discussion and increase the likelihood of a positive outcome.

2. Pick the right time to speak to your boss

When you ask for a rise in your basic salary and perhaps an improved benefits package, identify the right time for a one-on-one, face-to-face meeting. Mind your timing and do not plan it after a project has failed, or during a peak season.

Wait at least 6 months

You should only consider asking for a pay increase when you feel underpaid or if you have been working hard enough to justify a salary increase.

If you are new to the company, you should wait at least six months before requesting an increase. This allows you the minimum amount of time to prove yourself as an asset to your current employer.

For the best chance of success when asking for a rise, waiting for more than a year may be a better timeframe to ask for more money.

Consider the fiscal year

To ensure your request can be processed, two or three months prior to the end of the fiscal year is ideal.

During this crucial period, many department heads are making budget plans for the upcoming year – so if you time it just right, your request could be considered during that time.

Asking the human resources manager about when salary increases are approved is also a smart move – they will be able to tell you if there’s an optimal time for submitting your request.

Keep it during office hours

Also, make sure you are asking for a rise during business hours. Do not ask for a salary rise after work hours because you will likely get turned down. You could also consider bringing up the topic during your mid-year review.

Don't do it at performance reviews

It may be helpful to schedule a meeting with your manager outside of performance review periods, so you can discuss your salary without it being conflated with your overall performance evaluation.

3. Consider the company’s financial position

When the company’s financial health is poor, employees should avoid asking for rises and wait for an annual review. There could be a hiring freeze.

You should check the news for stories about the company or industry. Collecting salary data about the company’s finances is also a good idea. Even if the company is doing well, you should check out key factors before starting a salary negotiation.

4. Ask for pay rise after exceeding your key performance indicators

Demonstrate that you have met your key performance indicators or that of the organisation. Be sure to mention any additional responsibilities that you have taken on as well.

Be sure to identify what is within your job scope and what you had gone above and beyond for. This is crucial because companies are not there to give you pay rises just because you completed a project well – that is essentially your job, and it does not justify a pay increase.

Related: Building your personal brand

5. Keep your personal reasons out of it

A higher salary is based on merit, not on your number of years at a company, or whether you have taken on a new mortgage, or are getting married.

No employer will give you a pay increase unless you have done something that merits it. Exercise common sense before asking for a salary rise.

6. Prepare a presentation to back your salary request

Have solid data to support your claim about your contribution to the company, such as salary research and market rate.

You need to document your accomplishments and show how they have benefitted the company. An excellent way to present the data is to create an eye-catching presentation.

Negotiating is an essential skill set to have, especially when asking for a more pay. When negotiating, be prepared, set goals, show how your pay rate compares to the rest of the industry, and know what you want from the deal.

7. Pay attention to soft skills

It is not enough for employees to be good at their jobs. Employees’ value lies in their ability to work together. You need to be a team player and someone who demonstrates empathy and care in a genuine matter.

Be sure to demonstrate your value by sharing conflict-resolution stories or showing how you help out colleagues. The way you conduct yourself professionally contributes to your value as an employee too.

8. Gather feedback on your performance

On top of your main reporting line, if you have a dotted reporting line to a few managers and collaborate with other team managers or senior stakeholders, you should use that opportunity to gather feedback from them.

This can help you understand how you can further add value to the company, and also help you find out if your actions have been aligned with the company’s goals.

You can use the positive feedback from these stakeholders to add to your glowing portfolio too.

9. Research your industry’s pay structure

You must include the correct information when asking for salary increase.

If you can, find out the salary information of other employees and across the industry, how much they make on their annual salary and then use information about competitive salaries as a basis for your request.

Your boss may not know anything about the market value of similar jobs. Make sure you back up your request with more and more data.

You can look at websites like Glassdoor to get an idea of the salary you should be earning, and you can also refer to annual salary guides published by recruitment companies, such as our Page Insights Salary Guide, to understand salary benchmarks in your industry.

These usually take the average salary numbers that recruiters come across over the past year for various jobs, and are a reliable source of salary data for you to get a good estimation of the salary for your role.

10. Salary negotiation may take more than one meeting

Speaking up and advocating for yourself is the first part of the negotiation. If you were rejected, ask for clarity on what would be needed for a future rise, and set a time for checking in again.

You need to have an idea of the amount of salary increase that would keep you happy. That will help you decide if you want to stay in the role or start looking for a new job.

Approach the conversation with a collaborative mindset and be prepared to have a constructive discussion with your manager about your goals and expectations.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full Michael Page Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

Ready for a new role? Browse current job opportunities or submit your CV with us.

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Why do I need to tell recruiters and employers my last-drawn salary when making a career move?

Simone Wu — Tue, 21 Dec 2021 15:37:57 +0000

Why do I need to tell recruiters and employers my last-drawn salary when making a career move? Simone Wu

Having worked in the recruitment field for close to 10 years, one of the common questions I get from candidates is, “Why do I need to disclose my last drawn salary?”

Candidates wonder why their latest salaries should be a benchmark for potential offers, rather than employers offering a salary based on market rate or initial budget.

Whenever I come across this question, I feel for the candidates. Some of them will think that if they are underpaid currently, they will be underpaid forever, with their current salary as the (always low) base. Indeed, some candidates are underpaid compared to the market average (and of course, there will always be a small portion that simply thinks they are underpaid!)

Regardless of perception, this is still one of the critical questions that we need to ask candidates at advanced stages of the interview process (if not right at the beginning) for the following reasons:

1. Justification of proposed salary

Whether working with an MNC or local company, many employers request the last drawn salary before getting approval for the hire. This will justify the proposed offer and is often a set part of the administration process.

2. At the minimum, match your last-drawn pay

The “market rate” can be pretty subjective. It can be tough to have an accurate indicator of the right rate, even with salary surveys by recruitment firms or HR consultancies in the market.

Knowing your latest pay package makes the employer aware of what you are earning. If their offer (even ones they think are market rate), cannot match your latest salary, it is mutually beneficial to all parties to stop the recruitment process sooner, rather than later.

3. A job title does not always reflect the salary

Titles and organisational structures differ significantly among different organisations. Some companies may have a flat structure with seemingly humble titles that carry a great deal of responsibility.

In contrast, other companies may have job titles that are inflated. Judging only from the CV or resume, a job title may not reflect true seniority, so salary can add to the complete picture of your responsibilities and knowledge.

What is an appropriate salary increase to ask for?

Usually, when making a career move, recruitment consultants would advise candidates to aim for a salary increment of 10-20%. However, if you’re one of those candidates who really are underpaid, or you simply expect a big jump in salary for your next move, we advise adopting the below approach to reach the salary you want.

Be upfront with your salary expectations from day one that you apply for the job. Some candidates try to meet the company first, impress them, and then negotiate hard on the salary when they feel the ball is in their court. This can work, but many times it does not work well and instead has a detrimental effect on your overall impression as a candidate.

Justify the larger percentage that you are asking for. Ensure you have solid reasons for asking for a certain amount, and the experience to back it up.

Perhaps you held equity or stock in the previous company on top of your paycheck. Perhaps it is because a large portion of your last salary was a variable bonus/commission. If this is the case, try to present data points that show you are entitled to this portion of the variable bonus for the past few years or quarters.

Keep in mind that it might be challenging for your future employer to factor your variable bonus into guaranteed basic salaries because bonuses are, after all, variable. However, it helps to have the numbers ready.

Have a fair and honest assessment of your own profile

You can expect a more considerable increment if you have a stable CV with steady experience. Alternatively, if you are in a hot, niche and up-and-coming function with a talent pool that is highly sought after (for example, a digital role), it may also be easier to secure a higher increment percentage.

We all work hard to look for reasonable rewards, and so it is natural for all job seekers to hope for a competitive package whenever possible. However, it is equally important to learn about the market landscape, market practice and the timing and techniques of negotiation to get to the salary that is fair and reflective of your skills and experience.

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Gabriel Nam

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Salary and negotiation

Salary negotiation tips and strategies for new job offers

Step 1: Do your research and know your market rate

How to research your market rate:

Step 2: Understand your worth beyond the job title

How to understand your worth beyond your role:

Step 3: Navigating salary during career transitions

How to discuss your pay when switching roles

Industry changes:

Function changes:

Step 4: Timing is everything

How to time your salary talks for maximum impact

Step 5: Present your salary expectations strategically

How to state your salary expectations at job interviews

Step 6: Handling the discussion about your last-drawn salary

How to manage the discussion about your previous salary

Professional deflection strategies:

Step 7: Be prepared for rejection and stay professional

How to handle salary negotiation rejection professionally

Step 8: Closing the conversation on a positive note

How to conclude salary discussions effectively

If accepting:

If declining:

Mastering salary negotiation strategies for career advancement

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Topics

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What to do if you don’t get the salary increment you want

Step 1: Reflect on your expectations and performance

Staying professional in the moment

Script to use:

Evaluate your performance

Research market benchmarks

Step 2: Build a data-informed case for the future

Track your impact

Prepare documentation

Proactively schedule a follow-up

Script to use:

Step 3: Explore non-monetary compensation

Know your alternatives

Be clear on what you value

Bring up the conversation professionally

Script to use:

Step 4: Understand the reason behind the rejection

If it’s a budget constraint

If it’s a performance issue

Securing a firm commitment

Script to use:

Seek outside perspective

Step 5: Tailor your strategy based on seniority

Early-career employees

Mid-career professionals

Senior leaders

Step 6: Plan your next move

Re-evaluate fit

Begin exploring new opportunities

Exit professionally

Script to use:

Know your worth, but stay strategic

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How to ask for a pay rise: 10 practical tips for success

1. Inform your manager that you want to discuss salary before the actual meeting

2. Pick the right time to speak to your boss

Wait at least 6 months

Consider the fiscal year

Keep it during office hours

Don't do it at performance reviews

3. Consider the company’s financial position

4. Ask for pay rise after exceeding your key performance indicators

5. Keep your personal reasons out of it

6. Prepare a presentation to back your salary request

7. Pay attention to soft skills

8. Gather feedback on your performance

9. Research your industry’s pay structure

10. Salary negotiation may take more than one meeting

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