As the ink was drying on the recent Washington Post article flagging unemployment lows at 4.4%, I couldn’t help hearing the distant screams of employers fearing that it would continue to spiral downward. Business is already lamenting the trends of shorter hire cycle times required to grab the available talent while in tandem complaining of the expensive raising attrition rates…some positions looming higher than 40% as boomers begin to retire and entry-level workers are promoted.

The good news is that more and more job seekers are getting smart. Fearing less that they will lose their jobs (their once mythical security), and embracing the realization that the career ball has finally landed in their court. So what does this mean?

It’s time to negotiate! Chances are in most cases if you alert your boss that you are leaving they will attempt to give you a counter-offer to stay. This author is not suggesting unfounded threats to quit or the off-handed acceptance of counter-offers, rather take the consideration that at the very least you have more bargaining power in your present position than you think. How much will it cost for the employer to replace the workplace wisdom that you will take out the door?

For those in the market possessing workplace maturity and strong skills, accepting the first offer extended is never your best bet. Chances are this is the lowest offer the employer is prepared to extend. Taking some time to look over the offer, even walking away for a day or so, may encourage the prospective employer to re-evaluate the true value of your worth.

Consider these guidelines when negotiating:

• Avoid discussing specific salary numbers unless the offer is real (in writing).
  
  
• Do your research in advance to know what the market pays.
  
  
• Sell the areas of your workplace value during the interview or compensation discussion that are atypical or difficult to find.
  
  
• If employed, bring your accomplishments to the discussion table.
  
  
• Once the offer is received, determine the real value minus the costs. This includes applying an hourly value to the actual time spent toward the work (and commute); cost out-lays to do the work, i.e. wardrobe, meals, etc.
  
  
• Identify the variables; where there may be wiggle room. For example: if you do not use one benefit can they increase another.

Remember, negotiating offers is not about greed, it is about equity; your value contributed to the achievement of their goals and fair compensation received as a result.