There are plenty of discussions on this forum about the "theory" of salary negotiations.These usually end up polarising opinion, with no real conclusion.Has anyone got practical examples of how they have personally negotiated deals with which they have been pleased?What happened and what made the difference?

Usually get one - and then use it to leverage a better deal with the new place. I am a slut and proud !

I negotiated my last move between consultancies about three years ago.After a lengthy process (3 months, 5 interviews!) I was offered 22% above current base, plus a nominal signon. When including a 15% perf bonus (my old firm did not pay perf bonuses, new one did and I was eligible in my first year) the offer was significantly higher than my current. I took it. I believe a combination of interview track record and numerous, lengthy phone calls to HR to signal my seriousness sealed the argument for me. Also I avoided talking about salary until the actual offer was on the table - initial discussions went something like this:"I am currently on market rate for my level and skills." "You mean £XX,000 right?""Erm... I mean market rate. Sorry but I would really prefer to discuss salary when you've made a decision to hire me." (said in a NICE way.)

"Erm... I mean market rate. Sorry but I would really prefer to discuss salary when you've made a decision to hire me." (said in a NICE way.)"Please can you tell us exactly, word for word, precisely how the conversation went? The wording of these things can be critical.

huh - why would the wording be so important? I wasn't quoting from a script. If you mean to withhold salary information then just stick to your guns and do it - the strength of your CV and responses should carry you.

so what do you do if they pester you and insist that you tell them your current salary. Some places sit down with a form in front of them and then right at the start of the interview say "so what's your current salary, i need to put it down here on the form for HR"

When I was salaried I used the same technique time and time again. Volunteer for (or force yourself into) numerous small tasks and roles that are more senior than your current “grade”. Your boss will initially be delighted to get someone undertaking these tasks without having to pay the normal rate. Then when your next pay review arrives, simply ask to be benchmarked against people doing the same tasks (not grade). The line “if I fell under a bus, who would you give my workload to?” is useful. If you’ve done it right, your boss will grudgingly admit that he would have to give your work to someone more senior than you (and better paid). Ask for a salary that makes you just slightly less well-paid than these new “peers”.I entered consultancy in 1994 and based on this approach my salary went…1994 45K basic starting salary1996 60K basic1997 72K basic plus 7.5K bonus1998 85K basic plus 25K bonus plus car1999 Left to join a start up on a 125K OTE plus options.I’m not showing off in regard to the numbers above (do remember they are from 10+ year ago). It’s just to illustrate the point that you can get consistent big raises if you base your negotiation on achievement and comparison with more expensive “peers”.I should also say that I used to interview widely, so also had a number of alternative positions to consider. This made me braver in negotiation because I had a great BATNA (if you don't know what that is, I suggest you find out).Final technique - I always knew what my more expensive peers earned, but I never named the figure I wanted. I always left it to the boss to name the number, having agreed with him who my new peers were.If you want to improve your negotiation, ignore all the glossy cr@ppy books and read Fisher & Ury, "Getting to yes" - by far the best text with very good useable principles.

@anon:If you're interviewing somewhere and they sit you down with a form and ask you for your current salary, ask them what salary figure they're offering for the job. They'll say they're not offering the job yet. You'll say "Sorry, I thought since you were benchmarking my current salary that you were prepared to make an offer right here and now on the strength of my credentials, as I can't see why else HR would need my current pay." Watch them turn red trying to explain that they need it for admin purposes. "What sort of admin purposes?" you ask innocently. "Will you give your salary or not?" they'll ask peevishly. "The market value salary for someone with my experience and skills is X. Is this the level you were interested in hiring at or are we both misinformed?" Then this Mexican standoff is abruptly interrupted by the sound of a wolf howling in the distance. You shoot first, but the bullet just clips him in the thigh, He shoots, two handed, while diving in slow motion under the desk. What will YOU do next?. . . .If you accept that negotiation is a teachable skill but not a scripted production, turn to page 53.If you need to be spoon fed every last word and robotically spew this out at the next interview you attend, turn to page 24.If you fire your pistols again, turn to page 8.

@ someguyLOL. If you find yourself with any bench time, please let me know. I am currently tearing my hair out turning round an underperforming programme and I have a handful of “project managers” who could really use an entire book of this nature to spoon feed them on every decision.

@Mr Coolno worries - I'll make sure every project scenario ends in a hail of bullets and explosions ... JUST LIKE IN REAL LIFE.