Negotiating vacation perks: Don't be afraid to ask

Q: How can I negotiate vacation time when I get a job offer? One thing that has kept me from seeking other employment is that I don't want to lose the four weeks of vacation time I've built up. It seems to me that, like my salary and my title, the vacation time I deserve should be a function of my seniority and experience.

Nick's reply: Everything is negotiable, but not every negotiation is winnable. Most companies will want to start you at their lowest level of vacation time. But I think it's always worth trying to negotiate it.

The position many companies take has never made sense to me. They claim they wouldn't be able to keep a lid on vacation policy if they were to negotiate special deals with new hires.

But I look at this the way you do. Vacation time is not a benefit but a form of compensation. Companies naturally view some job applicants as being worth more than others, so they offer higher salaries to attract them. That's one reason they ask for your salary history. It sets a minimum for a job offer. If your salary level is portable – that is, it typically survives a job change because it reflects your growing value – why isn't vacation time? Both are reflections of your value. If a company wants to be consistent and fair, it should pay you the salary and the vacation time you are worth.

I think vacation benefits should indeed be negotiable if you have leverage and the company is truly competitive. If you are an outstanding candidate and if you can demonstrate how you will add value to the company's bottom line, I say go for it. Wait until the offer has been made, then diplomatically and matter-of-factly explain that just as you are worth the salary level you have attained, you're worth the vacation time, too. "Both reflect my experience, ability and seniority in our industry." Some will balk at this; some will negotiate. Then you will have to make a decision.

The headhunter tip:

Don't apply for the wrong job

There aren't 400 jobs for you.

Job hunters are taught to send out 20 or more résumés each day so they'll feel they have done something to find a job. After a month, you will have sent out 400 résumés, but there aren't 400 jobs that are right for you. In reality, there might be a small handful.

People apply for jobs because they're there, not because the jobs are right for them. This is a subtle and profound problem. When you accept what comes along rather than pursue what's best for you, the odds of success drop.

The right job is one you are motivated to do at a company where you want to work in the industry you want to be part of. Research devoted to picking the right jobs must come first. So ask yourself each day: Are you pursuing the right job or 400 wrong jobs?

Nick Corcodilos is author of "Ask The Headhunter: Reinventing the Interview to Win the Job," and host of www.asktheheadhunter.com.

He can be reached by e-mail at seattle@asktheheadhunter.com or at North Bridge Group, P.O. Box 600, Lebanon, NJ 08833. Sorry, no personal replies.