When?

If you introduce the subject of salary too early on in the interview procedure, it may appear that money is all that motivates you. Wait until the second or third interview. That way you will know for sure that they have a genuine interest in you and you can negotiate from a position of strength.
Malcolm Stamp, consultant, Joslin Rowe

Who?

Let the employer bring it up. It gives the wrong impression if you walk in and say, "Hi, I'm worth X".
Robyn Howard, consultant, Robert Walters

If the interview's gone well and you are about to shake hands and walk out the door, but the interviewer hasn't mentioned salary yet, only then should you bring it up. It's no good negotiating over the phone, when you can't read each other's body language.
James Hobson, consultant, Diamond Resourcing

How?

Know your market worth. Have a good idea of the compensation and benefits that people of your age and experience in your sector generally receive.
Iain McNeil, consultant, Odgers Ray & Berndtson

Have a salary range in mind. You should have a bottom line - a minimum acceptable - and a top range when you start negotiation. Don't start with your final offer but at the same time don't start with a ludicrous amount with a view to negotiating down. Remember you're dealing with a potential employer and he or she won't want to feel you're playing games. You can also bargain with benefits. Extra benefits such as cars, company pension, health insurance, relocation allowance, bonuses and travel cards can really add up. So before starting the negotiation process, make sure you understand fully all that is on offer, and what it is worth.
Robyn Howard, consultant, Robert Walters

Ask for an early review. Structure a risk-sharing deal. They're not going to want to pay you a fortune until they get to know you. Equally, when you've proven yourself, you will want the earliest possible review, so factor that into your deal. Ask for a review in six months rather than the usual year so that your success can be rewarded earlier.
Iain McNeil, consultant, Odgers Ray & Berndtson

Determine how much they need you. Knowing that you are the only person who can do the job or that your refusal of the role might damage the business puts you in a very strong bargaining position. So try to ascertain the situation behind the role before you start negotiation. If the company is simply replacing someone who's left, then it's highly unlikely they will shift much on salary. But if it's a newly created position, your bargaining tool is much stronger because they don't know exactly who they want and how much value that person can add to the business.
James Hobson, consultant, Diamond Resourcing

Take your time. Remember you don't have to give an answer there and then - ask for a few hours or the night to think about it.
Robyn Howard, consultant, Robert Walters

Get it in writing. You must be absolutely clear what your deal is. Never take it on a nod and a wink. Make sure everything is explained quite clearly to you both verbally and in writing so that, if things go pear-shaped for the company, you know where you stand.
Iain McNeil, consultant, Odgers Ray & Berndtson

Next: Part seven: Further reading

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