<p>how does one go about negotiating salary for an entry-level job? (specifically, the job is a position in a fortune 500’s fast-track management program)</p>
<p><a href=“Bloomberg - Are you a robot?”>http://www.businessweek.com/magazine/content/06_38/b4001601.htm?chan=careers_first+jobs_top+story</a></p>
<p>You do some research first so you have working knowledge. How else will you determine what the top out is? Make sure you understand what you bring to the table.</p>
<p>Talk to your college’s career counseling center for advice specific to your situation.</p>
<p>Usually there is a pretty small range for corporate entry level salaries. And once with the company, you could be reviewed and have your salary “balanced” every 6 to 12 months. In other words, say you hire in at 40K and another guy hires in at 45K. At review time, all departmental salaried pros are stacked against each other; those in the top quintile get 10%, those in the lowest quintile get 0%, and so on. Within a few years, the original differentials may have flip flopped. </p>
<p>The only reason I say this is to take heart if you dont’ end up with a salary at the top of the range!</p>
<p>IN addition, usually there are greater percent increases for employees at the lower end of salary ranges than at the upper ends. IOW, if you are in the top performance quintile but at the lowest salary quintile for your pay grade, you might get a 10% increase; the guy who is at the top performance quintile but also at the top salary quintile might only get a 2% increase (because they will never raise his salary past the ceiling for the paygrade anyway).</p>