Pamela Kleibrink Thompson.

When you apply for a job your main concern may be the salary and benefits offered. But the employer’s main concern is what you can do for the company — how you can add value to the organization. Once the employer is satisfied that you can make a valuable contribution, he will tender an offer. How you address the topic of compensation can have a great influence on how much it will be.

Before you begin interviewing, determine your minimum salary requirement. Do research to determine the salary range of similar jobs. Some sources for salary information include www.salary.com, www.payscale.com, www.salaryexpert.com. The Labor Department’s website at www.bls.gov offers a mother lode of data including median and average wages for hundreds of jobs. But use this data carefully as the government’s numbers are generally one to three years old. A salary survey in the animation and visual effects fields can be found at the Motion Picture Screen Cartoonist’s website at www.mpsc839.org.

Avoid raising the issue of money, benefits and related matters in the first interview. You’ll be eliminated as a candidate if the employer believes your primary concern is money, rather than the job opportunity. It implies that you are more interested in yourself than in the job or the company.

Be patient. If the person with hiring authority decides to offer you the job, the discussion will inevitably turn to money and benefits in successive interviews.

The objective of the job search is to get the offer. The time to start discussing salary is after the offer is made.

The employer may raise the subject of money in the first interview with questions such as, “What will it take to get you here?” or “What salary are you looking for?” The best strategy is to give a noncommittal response such as, “I’m looking for a salary commensurate to my experience or skills.” Then switch the subject back to the job and how you can contribute to the company.

Convince the decision maker that you are worth top dollar by showing how you can add value to the company’s operations. Cite examples that show you have increased productivity or saved time, cut expenses or improved revenues. Be as specific as you can about your accomplishments — it’s your chance to brag about problem solving, innovation, creativity and results.

When the interviewer raises the compensation issue, avoid being first to state a salary figure. The employer will tend to think the job is too big for you if the figure you cite is too low. If you can, throw the question back at the interviewer in a tactful manner. You might reply, “How much do you think my experience and skills are worth to the company?”

By naming a salary figure that is much too high, you will price yourself out of the job and indicate that you will be dissatisfied with less. If you name a figure that is high, but still in range, in most cases the negotiation will be about decreasing it.

If the employer is first to name a figure, the negotiation can be directed toward increasing salary or adding perks or benefits. If the hiring executive offers a salary figure that is too low, point out that you want to work for the company, cite some aspect of your background that will add value to the company, and explain why you cannot accept an amount below your minimum salary requirement.

The employer’s job is to obtain your services for the lowest salary you will accept. Your job is to obtain the highest compensation for those services. Stick to your predetermined minimum salary requirement. There are other jobs that will meet your requirement if this one does not.

If the company can’t meet your basic salary requirement, consider the value of other aspects of a compensation package. In lieu of salary you may be able to negotiate perks, which cost the company very little but would be of value to you.