In this morning’s Chronicle of Higher Education, an article entitled “Time to Change the Rules of Negotiation,” focusing on entry-level employment negotiations, what’s negotiable, what’s reasonable, and what’s not.  The most provocative passage is:

In my ideal world, hiring officials would begin showing their hand so that candidates could craft the best possible deal. But until that happens, we need a different approach. Rather than relying on the candidate’s own wits or on the kindness of the hiring committee, I’d like to call on the applicant’s future colleagues to play a more active role in the negotiation process. We all know information is power, so imagine how much better candidates could do with a better sense of what’s possible.

During the interview process, pull candidates aside and whisper, “Here’s my contact information; don’t accept anything until we’ve talked.” And when the talk occurs, be honest about reasonable salaries and other components of compensation. Engage in straight talk about what’s negotiable — and what’s not.

Andrea, lots in here related to some of your research, and I’m guessing you’d have much to say about the authors’ conclusions and recommendations.

Michael Moffitt has been Dean since 2011 and a member of the Oregon Law faculty since 2001. Before coming to Oregon, he served as the clinical supervisor for the mediation program at Harvard Law School and taught negotiation at Harvard and Ohio State. Michael Moffitt has published more than two dozen scholarly articles on mediation, negotiation, and civil procedure. He is also a contributor to ADR Prof Blog. He is a devoted but mediocre snowboarder, an aggressive tennis player, and a happily exhausted parent.