通常情况下，很多求职者认为雇主实际上认同他们的价值的要小于他们自身的价值。虽然想争取一份更好的报酬并没有错，但是雇主所关注的只是工作的价值而并非你自己认为的价值。
对于很多公司来说，一份工作的价值取决于很多种因素，许多公司招到了人却让他们无事可做。例如，一个公司的预算可能是决定分配职位薪水的唯一因素。很多大型公司甚至花费较长时间对职位进行分类并划分薪资等级。
意识到每个职位都有它预期的薪酬和相应的获利周期。可也别忘了所得的报酬远比你的薪水要高。公司购买的医疗保险和其他的福利有直接的经济效益应该归入总薪水里面。应该注意到即使有些工作确定了薪酬范围，招聘经理们还会根据不同的原因对预定的薪酬范围进行修改。这些原因包括工作本身所规定的事情。
雇主们还会考虑所受的教育程度，所具备的技能和核心竞争力以及实战经验。如果没有独家要求列出，工作的价值就取决于雇主本身了。婚姻地位和性别不会影响薪资。
雇主们考虑的薪资的另外一个因素是从新员工到成长为雇主们所期待的可以赢利的杰出贡献者的时间。这个因素就可以解释许多工作刚开始的时候给的薪水为什么比求职者所预想的低。
ROE：重新学习
在许多求职者中都普遍存在一个错误观点，尤其是应届毕业生，总认为高学历意味着高收入和一定的认同。
纵观一个人的职业生涯，本科学历也许真的是获得工作的最低条件，它可以让你从众多申请者当中脱颖而出。你所带给未来老板的是一系列适合或不适合该工作的资格条件。而更高的学历，比如MBA，可能会让你跟雇主协商一份更好的起步工资，但是雇主将会综合考虑学习和工作经验等因素。
A Job's Worth
Many job seekers think employers, as a general rule, try to hire them for substantially less than they're worth. While there's nothing wrong with negotiating a better compensation package, consider that employers focusing on what the job is worth, not what you think you're worth.
For many companies, determining what a job is worth depends on a variety of factors, many of which have nothing to do with the people applying for the job. For instance, a company's budget may be the sole factor determining the amount of money allocated to a position. Larger companies may spend years defining job classifications and compensation hierarchies.
Realize that every position comes with a predetermined compensation and benefit package -- period. Don't forget, a compensation package is more than just your salary. Company-paid health insurance and other benefits have a direct dollar value that should be added to the total compensation package. Also note that even though some jobs have defined salary ranges, hiring managers generally have some latitude to negotiate within that predetermined range based on a number of different factors. Those factors generally include the requirements of the job itself.
Employers also take things like how much formal education is required, what skill sets and core competencies are needed and how much real-world work experience an applicant should have into consideration. While this is not an exclusive list, it does go to show you that determining a job's value is up to the employer.
Marital status and gender should not affect compensation.
Another factor many employers take into consideration when determining compensation is how long it will take the new employee to become a significant contributor to the employer's primary goal: Making a profit. This fact alone is why many jobs start at a lower level of compensation than job seekers would like.
ROE: Return on Education
One of the common misconceptions many job seekers have, especially recent graduates, is that a degree automatically means more money or a certain amount of it.
Over one's working life, that may be true, but a bachelor's degree, for example, could be a minimum prerequisite that keeps you from being screened out of the applicant pool. What you bring to a prospective employer is a set of qualifications that either fit the job's requirements or don't. And while an advanced degree, such as an MBA, may help you negotiate a higher starting salary, an employer will always consider your mix of education and work experience.
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