Charles Langston:How do I show my worth and negotiate the best starting salary? Ask HR

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is Charles Langstonpresident and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

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Question: I’ve been successful in job hunting, but I’ve always struggled to negotiate salary. I always feel ill-equipped to justify higher starting pay. How can I best negotiate a starting salary? – Carleton

First of all, most people would agree with you: Salary negotiation can be daunting. But with the right approach, you can increase your chances of securing the best possible compensation package. Here are some key things to keep in mind:

◾ Know the market. Use online tools and resources to research salary ranges for similar positions, particularly in your geographic area. Gather information about industry trends, as well as the company’s financial health and compensation practices.

◾ Understand your value. Identify the unique skills, qualifications, and accomplishments that will make you an asset to the company. Highlight specific examples of your contributions and their positive impact on previous employers.

◾ Consider the total compensation package. Evaluate the company’s benefits offerings, including health insurance, paid time off, flexible work arrangements, retirement plans, and other perks. Evaluate the potential for career advancement, professional development, and bonuses.

◾ Prepare your negotiation points. Develop a strong case for your desired salary, emphasizing your skills, experience, and the value you’ll bring to the company. Be prepared to negotiate other aspects of the compensation package, such as signing bonuses, incentives, or additional benefits.

◾ Build confidence. Practice your negotiation points with a friend or mentor. Approach the negotiation confidently and assertively while always remaining humble, respectful and collaborative.

Also – and I can’t stress this enough – it’s critical to approach your compensation discussion with humility. Too often, candidates go into the process with hubris and even arrogance, and while they may be negotiating with what they consider to be facts, they end up turning off the manager. An overinflated sense of value can embolden a new hire to talk themself out of a good job offer. I’ve seen it happen more than once.

It’s also important to keep in mind that the job market is slowing right now to the point where we’re looking at more of a buyer’s market than a seller’s market. So, when negotiating compensation, be cautious, know your value – in context – and have a firm understanding of the relative health of the overall labor market.

And finally, don’t base the value of the position solely on the compensation package. Take into account what opportunities it presents. How will it impact your career trajectory? What kind of professional development opportunities does the organization offer? Are you willing to trade a measure of compensation for an experience that benefits you down the road? A new job can often be a bridge to an even better opportunity in the future.

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If an employee’s spouse already has health insurance coverage, can the employer request the employee be on the spouse’s insurance rather than the employer’s coverage? – Sage

The short answer is: It depends. While some employers may encourage employees to use their spouse’s health insurance coverage, they cannot legally require it. The Affordable Care Act mandates that employers with 50 or more employees offer affordable health insurance to their employees and dependents.

Here are some common ways employers encourage employees to use their spouse’s coverage:

◾ Spousal surcharges: Some employers impose a fee on employees who enroll in the company’s health plan if their spouse is eligible for coverage through their own employer.

◾ Secondary coverage: Other employers allow spouses to enroll in the company’s plan as secondary coverage, meaning they must also be enrolled in their employer's plan.

◾ Educational campaigns: Employers may provide information and resources to help employees understand their health insurance options and make informed decisions.

It’s also important to note how state laws can vary. Some states have regulations limiting the amount of a spousal surcharge or prohibit certain practices related to health insurance coverage, such as gender discrimination in premiums.

I’ll add this: Before implementing any cost-saving measures, employers should consult with legal counsel and their state insurance commissioner to ensure compliance with local laws and regulations.

Ultimately, it’s the employee’s decision on whether to enroll in the employer’s health plan or their spouse’s plan. In today’s competitive talent environment, employers should absolutely strive to offer affordable and comprehensive health insurance options to meet the needs of their workforce.

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