Salary Negotiation 101: How to Ask for What You're Worth

Why so few people negotiate

The most common reason candidates don't negotiate is fear that asking will cost them the offer entirely. In practice, a reasonable, well-researched request rarely does — employers build some flexibility into an offer precisely because they expect a conversation, and a candidate who never asks anything is not seen as more agreeable, just less informed.

Do the research before you ask

Go in with a number backed by evidence, not a guess. Compare listed salary ranges on major South African job boards for equivalent roles, check published salary guides from recruitment agencies in your sector, and factor in your specific city, industry and years of experience — a number that's realistic for Johannesburg financial services may be well off for a similar role in a smaller centre or NGO sector.

Timing: after the offer, not before

If asked for your salary expectation early in the process, give a realistic range rather than a single figure or an evasive non-answer — both can work against you. Save the detailed negotiation for after a firm offer is made, when you have the most leverage: they've already decided you're their preferred candidate.

Negotiate the whole package, not just base salary

• Guaranteed 13th cheque or performance bonus structure.
• Medical aid and retirement fund employer contribution percentages.
• Remote or hybrid flexibility, and study leave or bursary support.
• Notice period and start date flexibility.

If they say it's final

If an employer states the offer is final, ask calmly whether there's flexibility on any of the non-salary items above before accepting or declining — and always get the final agreed terms in writing before you resign from your current role.