Does the dynamism of the information technology labour market go hand in hand with high compensation and easy salary negotiations for IT professionals? Not quite. . . Before it even considers a candidate's value, salary is influenced by economic aspects such as the state of the world market, tax measures or the economic prosperity of the province. It is important to have a grasp on these factors in order to better negotiate your salary.

Before the new millennium, the IT market represented a true eldorado: salaries were high, and double-digit increases between 1990 and 2000 compensated for the riskiness of these jobs. When the tech bubble burst, the years 2001 to 2003 saw the first lay-offs; demand plunged and so did salaries. Today, annual IT salary increases—for all positions—are between 6 and 8 %, which is higher than other sectors.  "The market is cyclical, however, and Canada lags the U.S. A salary decrease in our neighbours will be felt here within the year," says Florent Coache, owner of Urentia, an technology and information systems placement firm.

Salaries also depend on the policies implemented by the provincial governments. For example, Quebec IT employers enjoy a tax credit of 25% of salaries paid between 2005 and January 1, 2017, for all contracts negotiated between December 31, 2004, and January 1, 2008. A study by TechnoCompétences found that the termination of this assistance will impact the salaries of new hires. Candidates should also keep in mind the salary inequities that exist between provinces—applicants in British Columbia or Alberta definitely make more money than those in Quebec or the Atlantic provinces. Although the gap is tending to decrease, the lower cost of living means that salaries remain lower.

Other factors that are more easily controllable influence salary: candidates themselves—and more specifically, their experience and expertise. "There is a strong correlation between salary level and skills," explains Florent Coache. "So-called senior-level jobs that require a high level of technical skills or authority, i.e. knowledge of very specialized applications or on ISO standards (security) enjoy very attractive salaries of $100,000 annually for a permanent job or $80 to $125/hour for a temporary (contractor) position." Programmer/analysts, architects, business intelligence and security specialists are very sought-after profiles, for which employers are prepared to offer remuneration higher that what was set if they like the candidate's personality.

The image given by potential hires to employers is equally important. A positive image will make an impression on recruiters: either you will stand out from other candidates, or your salary expectations will be more easily accepted if you support them properly. Thus, a good first impression is imperative, and it starts with the telephone interview. Florent Coache shares his experience: "When I call candidates who applied for a job, 50% of them don't remember doing so. It takes a quick description to jog their memory, and that's when they finally remember sending in their CV." It is not very likely that an employer will want to meet with someone who seems to have little interest in the position, and recruiters will probably pay less attention to salary expectations than they would be with candidates who are a little more thorough in their job search.

For all starting salary negotiations, it is therefore crucial to be familiar with the market you are in and to highlight your professional skills. To further optimize the discussion, here are a few points to keep in mind:

- Let the employer bring up salary first.
- Specify your salary expectations if they are requested in the ad, otherwise recruiters may put your CV aside, assuming that your salary is above the range. Be aware that if this is the case, but that your skills perfectly match those sought by the employer, they will do everything they can to keep your application in the game.
- Put yourself in the employer's shoes; they will not want to offer you a bigger salary than someone who has been working for the company for 10 years. To avoid older employees quitting when a new one is hired, propose including a clause in your contract allowing for a performance-based salary increase in 9 to 12 months.
- Put forward your accomplishments and successes.
- Negotiate other elements of remuneration such as a car, training, profit-sharing plan, vacation, flex time, telecommuting, etc.

Now that you are well prepared to discuss salary with your future employer, go write that CV!
It is especially important to remember that this negotiation is between two parties considering a long-term collaboration, so focus on partnership and tactfulness.