It is always worth asking about the negotiability of salary. Many employers work within a salary range for each position, and some make the initial offer below the top of the range, or below what they are willing to pay, to leave room for negotiating. On your part, doing some research will help you set reasonable expectations. Keep in mind that salary increases (e.g. annual cost-of-living increases) are usually not a fixed, round amount but are calculated as a percentage of your salary (perhaps including some merit increases). The higher your starting salary, the higher each increase will be.
All that being said, sometimes employers cannot negotiate salary without violating equity standards. In some sectors of the economy (e.g. the nonprofit world) salary ranges are relatively set and narrow. Employers may, however, be more flexible on the following other elements of value. Candidates should not attempt to negotiate all variables of the offer. Set your own priorities.
Inquire about any subsidies you will receive for membership in professional organizations if this applies to your field. The employer may cover all or part of the membership fee and may pay for your attendance at conferences. There may also be programs in place for training in new areas of expertise or leadership. Investigate any support the employer may offer for you to advance and grow professionally.
Highly competitive fields sometimes offer “sign-on bonuses” and other cash incentives to potential new hires. The terms of disbursement for these bonuses vary—perhaps a bonus is granted after the completion of a probationary period, after six months or a year, or after a particular milestone is reached. Find out if bonuses are offered and clarify the specific terms.
Some employers reimburse new hires for some or all of their relocation costs. Such one-time-only expenses are generally easier to have approved than permanent, ongoing budget items. Before you reach the negotiation stage, estimate your moving costs (moving company fees, van rental, etc., depending on how you plan to move). Save all receipts from your move and remember to look into tax deductions that may apply.
Health insurance and other benefits are very often standard and non-negotiable, but look into these to know the value you are getting, especially if you receive more than one job offer. You may also have choices (e.g. different plans), so do your homework.
Sometimes employers will agree to pay for a new hire to travel to the community to look for housing prior to moving there. Some large employers in locations where affordable housing is scarce make provisions to house employees temporarily or offer special programs to help new hires find and purchase homes. The employer may also have a special relationship with a realty company or relocation agency. Investigate any such special programs.
Some employers, especially those in remote locations, will make an effort to provide spousal or partner assistance to varying degrees—from connecting the partner with helpful resources to locating a job for him or her. While the latter is done most often for highly desired applicants, any leverage from the employer on a partner’s behalf may give him or her an edge if a suitable position becomes available. Inquire about any special efforts the employer may be willing to make.
Occasionally, if a job candidate is ABD and the doctorate is relevant to the position and the field, an employer may agree to an arrangement that would enable the new hire to finish the degree. This arrangement could simply involve postponing the start date, or perhaps the new hire would work a shorter week or reduced hours to allow time to devote to the dissertation. These temporary arrangements are usually made under special circumstances in which the job candidate has a highly desirable skill set that the employer seeks to invest in for a longer term.