Salary negotiations often feel awkward because we are afraid of being seen as asking for too much. In fact, as long as it is done for reasonable reasons and in a professional manner of communication, discussing compensation is a normal part of the recruitment process. Before mentioning numbers, we should know the salary range for the position based on experience, location, industry and job responsibilities. Don't just determine numbers based on personal needs because companies usually judge based on the value and contribution that candidates can provide. If HR asks about salary expectations, we can provide a realistic range and explain that this figure can still be discussed based on the overall compensation package.
If the company makes an offer that is lower than expectations, there is no need to immediately reject it or say that the amount is unreasonable. We can express our appreciation first, then explain the reasons why we hope to get a higher number. For example, due to relevant experience, special skills, position responsibilities, or previous achievements. Don't forget to look at other components such as bonuses, benefits, insurance, leave, work flexibility, and career development opportunities. In my opinion, good negotiation is not about who wins, but about finding a number that still makes sense for the company and still makes the candidate feel valued.
