We work for many reasons -– passion for our profession, making a difference in our community and having the means to sustain ourselves. Yes, that’s right: We work for money. Which is why the discussion about pay during a job search is a sensitive but critical subject. We want the job, but ultimately we want the right salary.

Talking about money isn’t something that comes naturally — in fact, it's one of those topics we're often told not to bring up in most conversations. Knowing when to broach the topic and how to push back during a negotiation are important skills that take practice and preparation.

Here are some expert strategies to help you get the salary you’re looking for and that you deserve.

1. Don’t talk money too early

The question we all want answered: Is it okay to talk about pay during the first interview?

The answer, says Randy Hood, national account executive at HireRight, a leading provider of employment eligibility and career transition solutions, is no: Candidates should not bring up salary during the first interview. If the interviewer brings it up anyway, Hood suggests sidestepping the conversation. "Redirect the interview to your accomplishments instead of money. You do not want the company focused on your needs before they are committed to needing you," he says.

2. The best way to answer the salary question

While it’s not a good idea to bring up pay during the first interview, there will come a point soon afterward when salary enters the conversation. Both parties want to know if they are in the same ballpark.

Hannah Morgan, career strategist at CareerSherpa.net, a job search and career development blog, says a candidate shouldn't talk salary before truly understanding the position. "If the job requires overtime, travel or very specific skills, these factors generally command a higher salary. Often, these details are not revealed until later in the interview process."

Morgan suggests that candidates defer the question if they’re feeling pressured to provide a salary number. "My advice is to try stating, ‘I am interested in learning more about the full requirements of the job and the benefits package before discussing my salary requirements.’ If the company still pushes, the candidate should ask, ‘What have you budgeted for the position?’ Usually the company knows the answer and this provides some frame of reference."

3. Finding out the company’s budget

Many companies have a desired salary range for positions, and most are willing to share it during the application process. Tom Sykes, director of product management at Peoplefluent, a provider of talent management software, shares the importance of being honest when it comes to answering questions about salary. "You don’t want to price yourself out of a job or potentially sign up for a level of responsibility you aren’t ready for," says Sykes.

He adds, "It’s also good to take into account the specific job title you are interviewing for. Words like ‘associate’, ‘senior’ and ‘principal’ can be helpful indicators of the level of pay associated with the job, and a lot of online resources are available to research how specific titles are paid in specific geographies."

4. Responding to a low salary offer

Candidates should always be prepared to deal with an initially low salary offer. Don’t make the assumption that a low offer means the company is trying to get away with not paying fair wages; it’s possible they just need to be reminded of the value you bring to the organization.

Hood offers some advice about using your previous salary in negotiations: "Do not position your negotiation strategy on past compensation if your salary history is not reflective of the new salary you are trying to obtain," he says. "Instead, position your negotiation to address the value of what you can do for the employer and the value you place on your abilities. Discuss your salary requirements as they relate to your ability to outperform and exceed expectations."

5. Additional compensation items to negotiate

Before making a final decision about the job, candidates should consider that there are other compensation factors that can be negotiated. Morgan recommends nailing down the cash compensation first, then negotiating other items of value one-by-one.

Another item to consider: Sign-on bonuses. "The candidate’s research may have uncovered that the company has a history of offering sign-on bonuses and how much they usually are," says Morgan. "Even if the company hasn’t offered sign-on bonuses in the past, the candidate can ask if the company would consider offering one."

Morgan also offers a couple of secret negotiation strategies: "If you don’t need health insurance benefits, do not disclose this until negotiations. By not using the company’s insurance benefits, you are saving the company thousands of dollars a year. The candidate can try and recoup some of this savings," she says. "Another secret is negotiating for an early performance review with the option of a salary increase based on performance. By doing this, the candidate may not have to wait the traditional year before seeing an increase in salary."

6. Benefits beyond salary

Having a good salary is important, but as the old cliché goes, "There’s more to life than just money." Experience should factor into the equation. Sykes says there are a variety of non-cash incentives that companies can offer. "Something to understand are the types of training and career development services the company offers. While these do not represent any near-term income, the potential for career progression may turn out to be an even better financial reward when considered in the mid- to long-term."

7. Turning down a job offer

Once you have a complete understanding of the job, the salary and the future potential, you can make an informed decision — just because you’re offered a job doesn't mean you have to accept it. Morgan shares what he believes a candidate should say when politely turning down an offer: "Based on the role, career opportunities and the salary, this isn't the best fit for me at this time. But thank you so much for the offer and I would love to keep the door open should a more senior role open up in the near future."

In the end, it's all about patience when it comes to talking about salary. Waiting for the right moment and focusing on value can position a candidate for success during the often intimidating negotiation process.

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