Posts

Your #Career : How To Craft A Strong (And True) Narrative About Why You Got #Fired …Just Parted Ways with your Last #Employer in a Less-than-Desirable Manner? When a #HiringManager asks, “Why Did you Leave?” Don’t Jump into the Reason Immediately. Here’s How to Spin It the Right Way (without dodging the question).

Just parted ways with your last employer in a less-than-desirable manner? Chances are you’re finding it tricky to land a new job. You may find yourself in an uncomfortable position when a job interviewer asks you, “So why did you leave your last company?”

You’ll need to walk into that job interview with a narrative that reflects well on you, no matter what actually happened. The challenge is to create a story that positions you positively in the eyes of potential employers–yet remains true to the facts. Here are the four things your narrative needs to accomplish in order to walk that line successfully.


Related: This Is How To Answer Your Most Dreaded Job Interview Questions


1. SHOW RESPECT FOR THE COMPANY YOU LEFT

First, avoid answering the question directly. Do not immediately say, “I left because . . . ” It may feel like a dodge, but it’s important to lay a strong foundation first. To do that, start off by making it clear that you respect your former employer. No firm is likely to want you if you put down your previous company; any reasonable hiring manager will worry that you’ll eventually turn on them as well.

Sometimes being positive might take an effort, but it’s one worth making. That also means resisting the urge to blast the company on social media or even on platforms like Glassdoor that let you post anonymously. It often doesn’t take a sleuth to guess who might’ve uploaded a rant.

So kick off your account of why you got fired, laid off, or quit on a note of positivity–pretty much no matter what. Employees occasionally leave for high moral principles, criticize a company’s practices, and land on their feet by attracting a like-minded employer. But these scenarios are typically the exception. The general rule to follow is to speak favorably about your latest work experience.


Related: Exactly What You Should Do After Getting Fired


Like this Article ?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

2. EMPHASIZE WHAT YOU LEARNED

Next, turn to the contributions you made in your last job–how you advanced the goals of your company and strengthened your own skills. Sure, there were some areas that were less exciting, but in the narrative you’re crafting you don’t need to discuss everything. Explain how you gained professional experience in the role and how it positions you for the new one you’re interviewing for.

Mention, too, the leaders who influenced and mentored you, and describe how they helped you mature in your role. (By the way, don’t wait long after your departure to let those allies know you appreciated their mentorship. It’s not only common courtesy, but this bridge building will come in handy when you need a reference.)

3. STATE IN ONE SENTENCE WHY YOU LEFT–AS POSITIVELY AS POSSIBLE

The previous two steps should only take a few sentences–don’t spend too much time laying this foundation, otherwise your interviewer might cut you off and press you to give a straight answer.

Now we come to a crucial part of your narrative: explaining why you left your last job. Don’t lie. Clearly and succinctly state what happened, taking care to put the best possible face on the reasons for your departure. For instance, if you left as part of a corporate reorganization, emphasize those changes above all others. Those are “forces beyond your control,” and don’t reflect on your abilities or the quality of your work.

If you quit, explain that you contributed a great deal to your last firm but wanted a company where you could offer still more. If you were fired, explain (with an eye on your new firm) why the fit wasn’t quite right, but why you’re well-suited to this opportunity. Once you’ve laid the groundwork, these trickier lines are much easier to deliver candidly, confidently, and compellingly.

4. SHOW HOW EXCITED YOU ARE ABOUT THE NEW OPPORTUNITY

Your storyline isn’t done yet. Close out the narrative by showing excitement about the firm you’re interviewing with.

As the president of a company I founded and directed for 25 years, I interviewed tons of job candidates, and anyone we hired–no matter their work history, warts and all–had to convince me in their interviews that they’d love working here. The best candidates had researched our firm, and had thought long and hard about the position they were applying for. They talked more about the excitement of the job and spent less time simply praising themselves. They knew about our core offerings and who our major clients were. They did not overuse the word “I” but talked about themselves in terms of what they could accomplish in the new role. This positive, forward-looking, enthusiastic approach not only got them hired, but these were the folks who contributed the most as employees.

Good jobs are hard to come by, while bad jobs can continue to affect your career trajectory long after they’re over. Don’t let that happen. Present yourself in the best light, and others will see you that way. If you can develop, write out, and learn this narrative, you’ll be able to deliver it confidently and spontaneously in all your career conversations.

 

 

FastComapany.com | April 18, 2018 | BY JUDITH HUMPHREY 4 MINUTE READ

#Leadership : Do These Three Things When You Check A Job Candidate’s #References .. #Employers usually Assume they can Glean the Most Important Information about #JobCandidates from Candidates Themselves. Not Always.

Who wouldn’t want a heads-up on how a job candidate might perform before hiring them? That’s what the entire interview process is for, right? Well, yes, but there’s a final step that many employers either treat as a mere formality or skip over entirely: reference-checking.

Employers often believe they can glean the most important information about job candidates from the candidates themselves. Yet information supplied by the candidate can be biased–either due to self-deception, the inability to accurately evaluate oneself, or even intentionally stretching the truth. There’s a real risk that biases in candidates’ self-reporting can make resumes, interviews, and even personality tests less useful than many recruiters and hiring managers might hope.

On the flip-side, references tend to be more valuable than hiring experts typically believe–as long as they take reference-checking seriously. Here’s how.

1. TREAT IT AS A TEST

Reference-checking is only one of the final tests job candidates face in the interview process, but it’s still an important one. You’re asking a candidate to provide contact information from people they’ve worked with in the past, both managers and coworkers: Can they share this intel efficiently and accurately? How long does it take them to do so? Have they reached out to their references ahead of time to make sure they have their current contact information, and if they’re willing to serve as a reference?

Here at SkillSurvey, a reference-checking platform, we’ve found that behavioral ratings, and the proportion of references who respond to the candidate’s request, are key predictors of their success on the job. What’s more, these factors are statistically linked to people leaving or being fired within the first year. So don’t just focus on what feedback the references are providing. Also, keep an eye on who is providing that info to you and whether most references respond.

 

Like this Article ?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

2. ASK REFERENCES FOR THEIR CONSTRUCTIVE CRITICISM (AND TAKE IT SERIOUSLY)

It’s a myth that job candidates only solicit references from people who’ll say nice things about them. Of course, they frequently do–but after praising a candidate, references are typically happy to share constructive feedback when prompted to, and it actually tends to be fairly accurate.

In fact, research suggests that information gathered from references is statistically predictive of a candidate’s future work behavior. This feedback has been linked to productivity, teamwork, hiring manager satisfaction, and turnover, to name just a few important factors. One study of current employees even found that others’ perceptions of an individual’s personality at work can be more accurate than those same individuals’ self-perception.

Reference providers will usually be more candid when they’re ensured that their feedback will remain confidential. We’ve actually seen that 83% of all reference providers offer open-ended comments on a candidate’s areas for improvement when they’re questioned about that. Some of the top issues they tend to cite include stress-coping skills, prioritization, and attention to detail–not exactly minor issues.

3. COMPARE WHAT REFERENCES TELL YOU WITH SOCIAL-MEDIA DATA

Platforms like LinkedIn, GitHub and Upwork permit candidates to flesh out their resumes with comments or rankings from others, including recommendations and endorsements of their skills by colleagues and partners. Since this information is so handy, recruiters and hiring managers may feel tempted to use it as a rough proxy for checking a candidate’s references. That’s a mistake. If you’re looking for the candid story about a candidate and whether they’ll be a good fit for the role, you’ll have to get information from references that’s more specific to what it takes to succeed in your organization.

While the information a candidate puts out there on social media can supplement a reference check, keep in mind that it’s mostly curated by the candidate, who can exclude anything unfavorable. In fact, if there’s a glaring disparity between what a candidate’s profile endorsers seem to say and anything else you’ve learned over the course of the hiring process, that inconsistency can lead to some valuable, probing questions during the interview.

The myth that reference-checking is just a trivial formality needs to be dispelled. It can be the best tool for uncovering othermyths–the ones that a job candidate might be throwing your way.


Cynthia A. Hedricks, PhD, is the Chief Analytics Officer at SkillSurvey, Inc., a reference checking technology firm that harnesses the power of references to help organizations more effectively recruit, hire, and retain talent

FastCompany.com | April 17, 2018 | BY CYNTHIA A. HEDRICKS 3 MINUTE READ

Your #Career : How To Write #ThankYouNotes That Impress #HiringManagers …When it Comes to Impressing Hiring Managers , what You Do After Counts as Much as What you Say During your #Interview .

Spring is a great time to search for new jobs for a number of reasons. First, budgets are often approved around January/February to hire more people. Second, the economy is pretty healthy right now, and businesses are ready to expand and try to grow their profits. For some companies, this means new hires to support these growth efforts.

Lastly, it’s also the time of year when companies often revisit their products, services, and technologies, working on improvements to keep competitive in the market. Often, companies will hire new employees or teams to work on these changes.

If you’re ready to job search, or perhaps you’ve already started, here’s one skill you should sharpen:writing thank-you notes. A powerful thank-you note can land you the job–we’ve seen it happen frequently with the candidates we place. (And on the flip side, we’ve seen bad thank-you notes damage a candidacy.) Here are four tips from our recruiters for writing the kind of thank-you note that impresses hiring managers.


Related:10 Common Thank-You Note Mistakes That Can Cost You The Job Offer


1. TAKE NOTES IN YOUR INTERVIEW

This tactic isn’t just about looking (and being) more engaged in the interview–though that certainly wins you points. It’s also about writing a better thank-you note later. Mark down important points you discuss in the interview. What imperative job functions do your interviewers bring up? Are there any problems they’re facing as a company that you could help with? Do they pose any questions that you might be better able to answer after a bit more thought? These are the kinds of things to add to your thank-you note later. Time and again, we find that a generic thank-you note–one that feels like it’s copied from a template–will never impress hiring managers like a thank-you note that makes reference to specifics from the interview. In fact, in some cases, a generic thank-you note will hurt your candidacy more than help it! There are hiring managers that think a generic, template-like thank-you note shows so little effort that they think less of a candidate.

2. BE PROMPT

A thorough, detailed thank-you note that’s beautifully written will never make much of an impression if it’s too late. Especially in some fast-paced fields like the tech industry, healthcare or marketing, time is of the essence. When you finish your interview, head home as soon as you can to write your thank-you note. Sending it the day of the interview (if possible) or within 24 hours is ideal, although sending the note 48 hours later can be acceptable if you get really tied up. If you send the note late, you might find that the hiring manager has already assumed you’re not sending it and dinged your candidacy or rejected you for it.

 

Like this Article?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

Related: Beyond The Thank-You Note: Four Things To Do After Your Job Interview


3. SEND INDIVIDUAL THANK-YOU NOTES

If you interview with multiple people, try to get their individual contact info from your recruiters. Writing each of them a note will show a level of care that goes above and beyond what most candidates demonstrate. If you can add a detail to each note that really personalizes it, that’s even better. Especially today, the trend is for workplaces to be focused on building a great corporate culture, which often requires teamwork and strong interpersonal skills from all levels of employees. Showing off extra effort in your soft skills can be key for your candidacy. Individual, personalized thank-you notes could make you seem like the kind of team player that hiring managers will love working with.

4. CONSIDER ADDRESSING WEAKNESSES OR CONCERNS WITH YOUR CANDIDACY

This may not always be necessary. However, if you felt there were concerns or weaknesses brought up in your interview, a thank-you note can be a great place to address that. The key is to keep things positive and, if possible, focus on how you’re already working to remedy these potential issues. If you can handle this right, your thank-you note can significantly strengthen your candidacy, as it’s your last impression that you leave on a hiring manager before they make their decision.


This article originally appeared on Glassdoor and is reprinted with permission.

 

 

FastCompany.com | April 17, 2018 | BY SAMANTHA KEEFE—GLASSDOOR 3 MINUTE READ

Your #Career : Five Victim Mentalities to Drop During a #JobHunt …When Going Through the #InterviewProcess , We Subject Ourselves to all Kinds of Vulnerabilities that May Compel Us to Play the Victim Card. Yes You!

We all have different filters through which we see the world that influence our attitudes and behaviors. One filter that is common to many is that of the “victim”. When circumstances become challenging, we sometimes use this “victim filter”, to ease certain ego bruises we experience. This filter leads us to feel victimized by events perceived to be beyond our control.

When going through the interview process, we subject ourselves to all kinds of vulnerabilities that may compel us to play the victim card. This kind of mentality can be especially detrimental when it manifests during a job hunt.

As a candidate, it’s your job to ensure that:

  1. You’re able to articulate yourself professionally and sell your experiences
  2. Your professional documents tell a clear and formatted story
  3. You’re prepared for each interview

If you can’t check these boxes, then there’s work to be done beyond adjusting your attitude. However, if you’re confident that you’ve met the criteria discussed above, and you’re still experiencing interview rejection, it’s important to counter the negative thoughts that may result. Let’s examine some common victim mentalities.

1. “If a person I reach out to forgets to follow up, they must not want to help.”

People are usually well-intentioned and willing to help. Before assuming that someone has dropped off the face of the earth to avoid helping you, consider that they may have simply forgotten, or your approach didn’t work! People get inundated with messages all day, so it’s your job to be thoughtful about standing out.

Consider the following strategies before writing a person off:

  1. Take the initiative to follow up and nurture your leads
  2. When reaching out to someone for networking purposes, remember to ask for advice, not a job
  3. Refine and retry your messaging — a/b test your strategies to see what works

Reframe your thoughts to “This person forgot to get back to me, but it’s my job to follow up and make a great impression.”

2. “I don’t have the right experience, so I won’t bother applying.”

Job descriptions often set out a wish list of qualities required of candidates that are more aspirational than mandatory. Though you might not have the years of experience, your skill set might nonetheless still fit the bill for a given position. Less experience also means a lower pay grade, which can be an advantage for an organization.

Break the job description down into tasks, and if you feel you could succeed in each area, don’t hesitate to apply.

Reframe your thoughts to “I can’t change my work experience, but if I get rejected at least I went for it!”

3. “Job hunting is hard for someone like me.”

Whether you’ve been laid off, fired, or left a job, it’s tempting to think that you’re the only one struggling. You need to acknowledge that job hunting is hard for everyone; and you can’t pretend that there won’t be rejection involved. “You’ll need to build the confidence to move on from setbacks and get back on the horse”, says Work & Life Coach Minda Miloff. It’s important to fill your life with meaningful hobbies and projects, so when a challenge presents itself in one area, your confidence remains intact!

Reframe your thoughts to “Job hunting is hard for everyone. I will show empathy and help those in their job search whenever I can”.

4. “I’ve been rejected from so many jobs — it’s not fair!”

When an organization makes a choice about who gets the job, the decision may not always be based on criteria that is transparent to you. Though the outcome might not be what you hoped, there is always something to learn and a tangible skill to be gained through each interview, says Miloff. Assume that the competition is stiff, and you can’t predict how things will unfold. Focus on what you can learn from each interview, and use that to drive yourself forward.

Reframe your thought to “I’ve been rejected from so many jobs, but I’ve learned from each rejection and I know that all it takes is one person to say yes.”

5. “I’m never going to land the job I want.”

While you need to project the confidence that you’ll be successful, it’s important to monitor your expectations and be realistic that there is a chance things won’t work out. Interviews should be viewed as a performance about “delivering the best of who you are on the spot” says Miloff. At some point, you have to say, “I did my best,” and that’s a helpful countermeasure to feeling knocked down.

Reframe your thoughts to “I will land the right job eventually. I accept that it might take time, commitment and grit on my behalf.”

It’s normal to indulge in some necessary pity parties. However, career development requires mental toughness, strength to recover and self-awareness to recognize your own weaknesses or alternatives for why things didn’t work out. Rejection is an unavoidable part of the process, and so the quicker you learn to bounce back and re-strategize, the more success you’ll find!

Stacy Pollack is a Learning Specialist with an MA in Educational Technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her onLinkedIn or Twitter.

Glassdoor.com | April 16, 2018 | Stacy Pollack

Your #Career : Behind the Scenes: Uncovering the Myths and Mysteries of #Recruiting …For many #Jobseekers , it Can be Confusing & Downright Frustrating to Try to Understand what a Recruiter is Thinking when He/She Reviews a #Resume or is Evaluating a Candidate Post-Interview.

For many jobseekers, it can be confusing and downright frustrating to try to understand what a recruiter is thinking when he or she reviews a resume or is evaluating a candidate post-interview. Most recruiters would like to speak with everyone personally, but some of their job postings have so many people applying, that they often have to rely on form letters.

Here are some insights into all those questions you would love to ask the person on the other side of the “Apply” button.  

Scenario #1: I just clicked Apply and submitted my application. What happens now?

After a job is posted, recruiters will spend time reviewing applicants and setting up interviews for the most qualified people. They also do some proactive searching for skilled candidates if they’ve got a really tough job to fill. After interviews wrap up, recruiters spend a lot of time comparing notes with the hiring teams. During those discussions, they will offer expertise to influence hiring decisions and help determine the best person for the job.

Scenario #2: I thought the interview went well, then I got a form letter. What happened?

Don’t take a form letter as a sign of not doing well; it’s possible that you did a great job, someone else just did slightly better. Recruiters truly wish they could respond to everyone personally, but some of their open jobs have literally hundreds of people applying.

Scenario #3: Is it a bad idea for me to apply to the same role multiple times?

It’s not unheard of to apply multiple times before being hired, especially at well-known companies or in competitive industries. The key is to show the recruiter you have something new to offer the next time you interview. Start by doing an honest self-assessment of your interview performance:

  • Did you struggle to provide strong answers? 
  • Did the recruiter have to ask follow-up questions to understand your responses? 
  • Did you make it to the interview step or were you declined during the apply phase? 

Whatever you uncover, know that you don’t necessarily have to offer something drastically different the next time, sometimes just improving your interview performance is enough. But if you were declined early in the process, take some time to consider whether you met all the criteria for the role. You may want to take a few months to obtain new skills or experiences before trying again.

Another best practice is to take some reflection time immediately following an interview. Write down everything you can remember – questions you were asked, your answers, what you did well, and what you would improve.

Scenario #4: Why didn’t the recruiter offer me feedback after the interview?

Recruiters and the hiring team collaborate before deciding where strengths and opportunity areas exist, so immediate feedback wouldn’t be helpful to the applicant. Another reason is time – offering feedback to a large volume of applicants isn’t very efficient. Even if only a few people applied, many recruiters are hesitant to give feedback due to legal reasons.

Scenario #5: How can I stand out during the interview process?

Believe it or not, simple things like professionalism, manners, and a polished presence make a huge difference. Display your enthusiasm for the job and practice articulating your qualifications so they’ll sound natural, not rehearsed. Make sure to research the hiring company so you’ll sound informed, and avoid gimmicks. And don’t forget to send a personalized “thank you” note – you’d be surprised how many people forget.

Scenario #6: I was originally scheduled for a phone interview in two days, now it’s pushed out two weeks. Is this a bad sign?

Not necessarily. Many industries (banking, finance, PR, to name a few) have frequent emergencies that need addressing right away. If your interview is rescheduled once or twice, that may be a normal course of business. Five or six times? It could be a sign that the business or person is a bit disorganized. Chat with a trusted contact in your industry to uncover if this is normal.

Scenario #7: During an interview, I was only asked two or three questions. Should I be concerned?

There are many reasons for short interviews, so don’t worry too much about the length. Sometimes, recruiters identify something early on that tells them they want to move a candidate to the next step in the process; they then save deeper questions for that stage. Many phone screens, for example, only take about 15 minutes. It could also be that your interviewer isn’t prepared for the conversation or is newer at interviewing. Always make sure to ask your own questions to demonstrate your interest in the role. Asking solid questions can make a more memorable – and more positive – impression.

Scenario #8: I get so nervous during interviews! Will this affect my ability to get a job?

While it’s true that you are being assessed on your ability to stay composed in a tough situation, how much you are measured will depend on the role. For example, if you are applying for a senior leader position, recruiters will expect you to appear confident and relaxed.

In other roles, many recruiters will overlook slight nervousness, but if your emotions get out of control (crying, gasping for air, being unable to speak) it can negatively affect the impression you make. There are little tricks to look less nervous than you feel – smile a few times, avoid conversations fillers (such as “um” and “uh”) and don’t be afraid to pause if you need a moment to compose your thoughts. Above all, realize that recruiters empathize that interviewing is hard. Remember that they brought you in for a reason – they want you to do well and get hired.

Devon Miller, Talent Branding and Recruitment Marketing at Vanguard, is a writer specializing in branding and marketing topics that create authenticity and engagement via social media channels. Vanguard is one of the world’s largest investment companies, offering a large selection of high-quality low-cost mutual funds, ETFs, advice, and related services.

GlassDoor.com |  

Your #Career : #SalaryNegotiation Scripts For Any Job… Communication can Make or Break Discussions & Impact your Confidence to Get Paid Fairly.

Ask any job seeker or employee about salary negotiations and one of the most popular responses is, “I would negotiate but I don’t know what to say.” Having the right words to say, or write, during a salary negotiation is vital. Communication can make or break discussions and impact your confidence to get paid fairly.

Always remember, your talent is precious, and you deserve to be compensated for it. Learning to foster conversations about compensation is a vital skill that yields rewards.

First things first, determine your current worth in the job market. Use Know Your Worth to receive a custom salary estimate based on your title, company, location and experience.  Once you have the information, it’s time to advocate for yourself.

Josh Doody, author of Fearless Salary Negotiation knows how challenging it can be to learn to financially advocate for oneself. He  took his first job without negotiating his salary.  Once he got hip to the dance, he doubled that salary.

We teamed with Doody to equip job seekers and employees with exactly how to tackle tricky salary negotiation conversations.

Situation #1: Prying During the Prescreen

How should you respond when you’re asked about salary right off the bat? You want to demonstrate that you’re enthusiastic and cooperative, but you don’t want to tip your hand. Doody explains: “It’s a salary negotiation tactic disguised as a gatekeeper-type interview question.”   

Suggested Script:

Recruiter: What’s your current salary?

You: “I’m not really comfortable sharing that information. I would prefer to focus on the value I can add to this company and not what I’m paid at my current job.”

If the interview team doesn’t know your salary, they can’t use it as their starting point. Doody writes, “that’s probably going to mean a higher initial offer for you.”

Recruiter: What’s your expected salary?

You: “I want this move to be a big step forward for me in terms of both responsibility and compensation.”

Doody points out, “sharing your current salary or your expected salary is not in your best interest. . . They’re interviewing you because you’re a qualified candidate, and they need a qualified candidate. . . They would also like to get a good deal. . They’re not going to stop interviewing you just because you don’t make it easier for them to get a good deal on you.”

If they pass because you won’t acquiesce, that’s a red flag. Doody says, “then they’re extremely motivated to get a bargain…That’s bad news for you even if you get the job.”

One last thing, resist the temptation to tell a white lie when asked for your salary during the prescreening process. If you underestimate what they’re willing to pay, you’re leaving money on the table. If the real answer is that they would compensate someone like you up to $75,000 dollars, and you guess they would pay a salary of only $65,000, you very literally may have just cost yourself $10,000.

If you overestimate and tell them your salary expectation is $85,000, you may set off red flags that cause them to rethink the interview process altogether. This is pretty rare, but you could disqualify yourself by being “too expensive” for them. If your expected salary is well above their budgeted pay range, they may just move on to other candidates with lower salary expectations.

The bottom line is you probably aren’t going to guess what their salary structure looks like, and if you try to guess you may cost yourself a lot of money.

Situation #2: Savvy Counter Offering

After you’ve secured an offer, Doody recommends using this formula:

“The counter offer calculator accounts for four factors—the base salary of your job offer, your minimum acceptable salary (“walk away” number), how badly the company needs you to accept the job offer, and how badly you need the job.”

Use “firm and neutral” language like this:

Suggested Script:

“Tom offered $50,000 and I would be more comfortable if we could settle on $56,000. I feel that amount reflects the importance and expectations of the position for ACME Corp’s business, and my qualifications and experience as they relate to this particular position.”

Or, if you had a competing offer:

“Thank you so much for the offer. As I mentioned during my interview process, I am speaking with a couple of other companies. If you’re able to move the pay to [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][insert your number], I’d be eager to accept.”

Doody explains that email is the perfect medium for this message. This way, the hiring manager can share it in a format that clearly makes your case to each person with whom it’s shared. Your case won’t get the same treatment if it’s restated recollections of a conversation.   

The hiring manager will likely come back with a figure between your base salary and your counter offer. For Doody, the distance between these figures represents your “salary negotiation window.” He recommends compartmentalizing this window into increments. In the example above, the window is $6,000, so he recommends devising a response for each possible offer.

If, for example, the offer is $55,000 or above, Doody says it’s a taker.  

“If the company comes back with $53,000, then you say ‘If you can do $54,000, I’m on board!’ If they stick with $53,000, then you would say, ‘I understand the best you can do is $53,000 and you can’t come up to $54,000. If you can do $53,000 and offer an extra week of paid vacation each year, then I’m on board.’”

Decide which benefits, like vacation time or flexible working hours, are most important so that you can apply them to bolster the deal. Rank those benefits in your mind and use those in your bargaining. 

  1. Extra vacation time
  2. Work from home
  3. Signing bonus

If they do not accept your second-priority benefit, you move on to your third-priority benefit. Regardless of whether they accept your final response, then you’re finished; don’t get nit-picky or greedy. You have maximized your base salary and maximized your benefits as well.

Situation #3: Raises & Promotions

Doody explains: “Your primary reason for requesting a raise is that the salary you’re being paid doesn’t reflect your current value to the company. That salary was set some time in the past, so your argument is that you are more valuable now than you were. . . ” You have a fair justification. Now you need the right plan.

Start by mentioning, via email, to your manager that you’d like to discuss compensation in your next private meeting. After that conversation, Doodly advises preparing a strategically constructed, easily sharable salary increase letter.

Suggested Email Script:

“As we discussed, it has been [amount of time] since [“my last significant salary adjustment” OR “since I was hired”], and I would like to revisit my salary now that I’m contributing much more to the company. I’ve been researching salaries for [job title] in [industry] industry, and it looks like the mid-point is around [mid-point from your research]. So I would like to request a raise to [target salary].”

The letter should also highlight your accomplishments and accolades. Doody notes that if your proposal isn’t accepted on the first try, you can work with your manager to create an action plan.

“I would love to work with you to put together a clear action plan and timeline so we can continue this discussion and monitor my progress as I work toward my goal.”

Always remember, your talent is precious, and you deserve to be compensated for it. Learning to foster conversations about compensation is a vital skill that yields rewards.  

GlassDoor.com |  

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#BestofFSCBlog : Sixteen(16) #InterviewQuestions that are Designed to Trick You. Here are a Few Particularly Thorny Questions — and Some Suggestions on How to Answer Them.

Savvy hiring managers know exactly what to ask candidates. Sometimes, that means asking prospective employees seemingly simple questions.

These questions may seem innocuous at first, but they’re actually trying to get you to reveal information you may have been trying to conceal.

Hiring managers often love these queries. Used correctly, they break through the traditional interview noise and clutter to get to the raw you.

So it’s important to learn how to answer questions designed to trick you.

Here are a few particularly thorny questions — and some suggestions on how to answer them:

1- ‘Can you tell me about yourself?’

“The employer wants to hear that the candidate did their homework,” Tina Nicolai, executive career coach and founder of Resume Writers’ Ink, told Business Insider. “The interviewer is also listening for a level of confidence in how well the candidate portrays herself through the information that is communicated.”

So, how can such a straightforward question be a trap? Nicolai said that it’s important not to use this question as an opportunity to chat about your personal life. You need to focus on your potential value to the organization.

“The employer wants to hear about your achievements broken down into two or three succinct bullet answers that will set the tone of the interview,” Nicolai said.

Remember, what we tell people about us is what they hear. So stay sharp and convey your top strengths when answering this question.

Like this Article?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

2- ‘How would you describe yourself in one word?’

With this question, interviewers are likely hoping to elicit several data points.

They want to know about your personality type, how confident you are in your self perception, and whether your work style is a good fit for the job, explained Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job

This question can be a challenge, particularly early on in the interview, because you don’t really know what personality type the manager is seeking.

“There is a fine line between sounding self-congratulatory versus confident, and humble versus timid,” Taylor told Business Insider. “And people are multifaceted, so putting a short label on oneself can seem nearly impossible.”

When in doubt, opt for the conservative route. For example, if your coworkers find you both hilarious and reliable, Taylor said to stay on the safe side and emphasize the latter trait.

But most of all, try to tailor your response to the role or organization in question.

“Most employers today are seeking team players that are levelheaded under pressure, upbeat, honest, reliable, and dedicated,” she added. “However, it would be a mistake to rattle off adjectives that you think will be well received. This is your opportunity to describe how your best attributes are a great match for the job as you see it.”

3- ‘How does this position compare to others you are applying for?’

They’re basically asking: “Are you applying for other jobs?”

“The hiring manager is first trying to figure out how active you are in your job search,” Nicolai said. The interviewer wants to see how you speak about other companies or positions that hold your interest — and how honest you are.

If you say, “This is the only job I’m applying for,” that’ll send up a red flag. Very few job applicants apply to only one job — so they may assume you’re being dishonest.

If you openly speak about other positions you’re pursuing, however, and you speak favorably about them, the hiring manager may see you as unattainable and pass.

“Speaking negatively about other jobs or employers isn’t good either,” she said.

It is appropriate to say, “There are several organizations with whom I am interviewing, however, I’ve not yet decided the best fit for my next career move.”

“This is positive and protects the competitors,” Nicolai said. “No reason to pit companies or to brag.”

4- ‘Can you name three of your strengths and weaknesses?’

The interviewer is looking for red flags and deal-breakers, such as an inability to work well with coworkers or an inability to meet deadlines.

“Each job has its unique requirements, so your answers should showcase applicable strengths, and your weaknesses should have a silver lining,” Taylor said. “At the very least, you should indicate that negative attributes have diminished because of positive actions you’ve taken.”

Exposing your weaknesses can hurt you if not ultimately turned into positives, she said.

“Your strengths may not align with the skill set or work style required for the job. It’s best to prepare for this question in advance, or risk landing in a minefield,” Taylor said.

And, as for strengths, Hiring managers want to know that they will be a direct asset to the new position.

But the most important thing is to be able to show the interviewer that you’re capable of well-thought-out self-reflection.

“They are also looking for your ability to self-assess with maturity and confidence,” Taylor said.

5- ‘Why do you want to work here?’

Interviewers ask this because they want to know what drives you the most, how well you’ve researched them, and how much you want the job.

“Clearly you want to work for the firm for several reasons,” Taylor said. “But just how you prioritize them reveals a lot about what is important to you.”

You may be thinking to yourself, “I’m not getting paid what I’m worth,” or, “I have a terrible boss,” or, “All things being equal, this commute is incredibly short” — none of which endears you to the hiring manager.

“You’re also being tested on your level of interest for the job,” she said.

Hiring managers want to see that you’ve taken the time to research the company and understand the industry.

They also want to know that you actually want this job (and not just any job); that you have a can-do attitude; that you are high energy; that you can make a significant contribution; that you understand their mission and goals; and that you want to be part of that mission.

6- ‘Why do you want to leave your current job?’

“Your prospective boss is looking for patterns or anything negative, especially if your positions are many and short-term,” Taylor said.

The interviewer may try to determine whether you have had issues working with others leading to termination, if you get bored quickly in a job, or other red flags.

So tread with caution. If you’re not diplomatic, your answer could raise further questions and doubts or sink your chances entirely.

The hiring manager is likely hoping you are seeking a more challenging position that is a better fit for your skill set, according to Taylor.

“Know that hiring managers don’t mind hearing that you’re particularly excited about the growth opportunity at their company,” Taylor said.

7- ‘What are you most proud of in your career?’

Interviewers want to understand what you’re passionate about, what you feel you excel at, and whether you take pride in your work.

“How you describe your favorite project, for example, is almost as important as the project itself,” Taylor said. “It’s assumed that if you can speak with conviction and pride about your past work, you can do the same during important presentations at the new employer.”

Managers may assume that this type of work is what you really want to do most or focus on in the future.

It can make you sound one-dimensional if you don’t put it in the context of a larger range of skills and interests.

Hiring managers want to see your ability to articulate well and foster enthusiasm in others, as well as your positive energy.

“But one note of caution: In all your zeal to share your successes, remain concise,” Taylor said. “You want to showcase your ability to present well once on the job.”

8- ‘What kind of boss and coworkers have you had the most and least success with, and why?’

The key to answering this question is staying cool.

You run the risk of appearing difficult by admitting to unsuccessful interactions with others, unless you keep emotions out of it.

Interviewers are trying to ascertain if you generally have conflicts with people and/or personality types.

“Secondarily, they want to know how you can work at your best,” Taylor said.

You may also inadvertently describe some of the attributes of your prospective boss.

“They want to hear more good than bad news,” Taylor said. “It’s always best to start out with the positive and downplay the negatives.”

You don’t want to be evasive, but this is not the time to outline all your personality shortcomings either.

This is an opportunity to speak generally about traits that you admire in others yet appear flexible enough to work with a variety of personality types.

For example: “I think I work well with a wide gamut of personalities. Some of my most successful relationships have been where both people communicated very well and set mutual expectations up front.”

9- ‘Have you ever considered being an entrepreneur?’

In most cases, this question gets at whether or not you’re planning to abandon ship and found your own company, Taylor said.

“No firm wants to sense this, as they will begin to ponder whether their valuable training time and money could vanish,” Taylor said.

Don’t get lured into talking about your one-time desire to be your own boss with too much perceived enthusiasm. An employer may fear that you still hope to eventually go out on your own and consider you a flight risk.

It’s okay to tell a prospective manager that you once considered entrepreneurship or have worked as an independent contractor.

Turn the experience into a positive by saying that you’ve already experienced it or thought about it, and it’s not for you.

That might be more convincing than saying, “No, I’ve never considered that.”

This is an opportunity to discuss why working in a corporate environment as part of a team is most fulfilling to you.

You may also enjoy the specialized work in your field more than the operational, financial, or administrative aspects of entrepreneurship.

You can further allay their fears by explaining exactly why their company appeals to you.

10- ‘If you could work for any company, where would you work?’

Hiring managers want to ascertain how serious you are about working for them in particular, versus the competition, as well as your level of loyalty, Taylor said.

“It also helps them weed out candidates who may veer from the core career,” Taylor said. “You may have heard that Google is a great place to work, but that off-road strategy would spell doom, as you’re being given the opportunity to theoretically work at your ‘dream job.'”

Basically, stay focused on the job at hand. Don’t get caught up in the casual flow of the discussion and inadvertently leak out your preference for a well-known firm.

“Your interviewer wants to know that you’re interviewing at your first company of choice,” Taylor said.

A response to this might be, “Actually, I’ve been heavily researching target firms, and [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][your company] seems like the ideal fit for my credentials,” Taylor said. “It’s exciting to me that [your company] is doing XYZ in the industry, for example, and I’d like to contribute my part.”

11- ‘Why were you laid off?’

“Employers want to know how you hold up under pressure and less fortunate circumstances such as job loss,” Nicolai said. “They want to hear that you are positive and ready to get back to work with a great attitude. They also want to hear a level of confidence — not defeat or anger.”

For starters, you may be bitter or angry about the layoff, and this question may prompt you to bad-mouth your former employer, which you never want to do in a job interview.

“Stay away from finger pointing, desperation, or portraying a victim,” she added.

Instead, talk about the business decision behind the layoff and keep your own feelings about the situation in check.

“Be sure to not cast blame or any discontent,” Nicolai said. “Stay on track with the facts as you know them.”

12- ‘What would you do if you won $5 million tomorrow?’

What’s the goal of this out-of-left-field question? The interviewer probably wants to know whether you would still work if you did not need the money.

They want to hear that you would continue working because you’re passionate about what you do — and they want to know you would make smart financial decisions.

If you would do something irresponsible with your own money, they’ll worry you’ll be careless with theirs.

Your response to this question tells the employer about your motivation and work ethic.

Your interviewer also might be testing your ability to handle a somewhat random question.

“They have nothing to do with the job at hand, and you may wonder if there is any significance to them,” Taylor said. “Whether there is or not, the fact remains that you can easily lose your cool if you don’t pause and gather your thoughts before you respond to a question like this.”

13- ‘Have you ever been asked to compromise your integrity by your supervisor or colleague? Tell us about it.’

Your prospective boss is evaluating your moral compass by asking how you handled a delicate situation that put your integrity to the test, Taylor said.

“They may also dig too deeply to test your level of discretion,” she said.

Essentially they want to know: Did you use diplomacy? Did you publicly blow the whistle? Did a backlash ensue? What was your thought process?

Interviewers want to know how you manage sensitive matters and are also wary of those who bad-mouth former employers, no matter how serious the misdeed.

“They will be concerned if you share too much proprietary information with the interviewer,” she said. “So it is tricky because you must carefully choose your words, using the utmost diplomacy.”

It’s wise to be clear, concise, and professional in your answer, without revealing any internal practices of prior employers.

“You have nothing to gain by divulging private corporation information,” Taylor said.

14- ‘Can you give us a reason someone may not like working with you?’

Prospective bosses want to know if there are any glaring personality issues, and what better way than to go direct to the source?

“They figure that the worst that can happen is you will lie, and they may feel they’re still adept at detecting mis-truths,” Taylor said. “The negative tone of the question is bound to test the mettle of even the most seasoned business professionals.”

But be careful. You can easily shoot yourself in the foot with this question.

If you flip and say, “I can’t think of a reason anyone wouldn’t like working with me,” you’re subtly insulting the interviewer by trivializing the question.

So you have to frame the question in a way that gets at the intent without being self-effacing. “Hiring managers are not seeking job candidates who have self-pity,” she said.

Taylor suggested leading with the positive: “‘Generally I’ve been fortunate to have great relationships at all my jobs.'”

“‘The only times I have been disliked — and it was temporary — was when I needed to challenge my staff to perform better,'” Taylor added. “‘Sometimes I feel we must make unpopular decisions that are for the larger good of the company.'”

15- ‘How did you make time for this interview? Where does your boss think you are right now?’

Hiring managers want to find out if your priorities are in the right place: current job first, interviews second.

“They know that the habits you follow now speak to your integrity and how you will treat your job at their company should you undertake a future job search,” Taylor said. “They also want to know how you handle awkward situations where you cannot be truthful to your boss. Ideally your interview is during a break that is your time, which is important to point out.”

The implication is, “How is it searching for a job behind your boss’ back?” For most employed job seekers, it’s uncomfortable to lie about their whereabouts.

So they’re vague and treat it like any other personal matter they handle on their time.

It’s wise to explain that you always put your job first, and schedule interviews before or after work, at lunchtime, during weekends if appropriate, and during personal time off.

If asked pointedly, “Where does your boss think you are right now?” be vague.

Don’t say: “I took a sick day.” Instead, Taylor suggested you try something like: “My boss understands that I have certain break periods and personal time — he doesn’t ask for details. He’s most interested in my results.”

16- ‘Tell me about a time you disagreed with a company policy’

The hiring manager is attempting to determine a number of things with this query.

Namely, your decision-making ability, ease of working with others, and most importantly, whether you will speak up after identifying an area in need of improvement.

“To say, ‘I’ve never disagreed with a company policy’ is tough to believe from even the most amenable employee,” Nicolai said. “This also sends a message that you may just accept anything that you are told to do without thinking through all possible outcomes.”

While companies want leaders and employees to follow the rules, they also want people who are going to review potential outdated policies and have the courage to push back and propose changes to maintain a current, competitive edge and productive workplace.

So offer up a real situation that points out a logical and business reason that you were in opposition of a policy, she suggested.

“Focus on how your idea to rework the policy was beneficial to the company as a whole,” Nicolai said. “Speak up on the research that you conducted, the facts that you presented, and the outcome of your attempts to have the policy rewritten.”

Jacquelyn Smith contributed to a previous version of this article.

 

Businessinsider.com | March 27, 2018 |  

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

Your #Career : #CareerAdvice – Help! I’m #Overqualified — What Do I Do? ….In these Situations, your Context will Influence your Course of Action. Let’s Examine What you Can Do When you’re Considered to be Overqualified.

Demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search!

When it comes to job searching, we often hear how difficult it can be for recent graduates, who are somehow expected to have years of experience straight out of school, to even be considered for an entry-level position. What happens when the situation is reversed, and your years of experience begin to work against you? How can job seekers set themselves up for success when recruiters keep telling them they are overqualified for positions they’re interested in?

Hiring managers might challenge you by saying you’ll be bored and leave for a better-suited position, or your compensation expectations won’t be met.

In these situations, your context will influence your course of action. Let’s examine what you can do when you’re considered to be overqualified.

Situation #1: You’ve relocated or have been laid off

How to Respond: Highlight the win-win situation

Here, you must explain your motivation for applying to a position that you might seem “overqualified” for on paper. Highlight “how the organization can benefit from your experience, and how taking this position can advance your own skill set,” says Alan Zelnicker, executive recruiter. If the job scope is more narrow and the compensation is less than your old position, you must emphasize what you can contribute in terms of added value and what you can get from the role.

How to Respond: Make an important mind shift

Going into any interview, you should always project confidence and take on the mindset that recruiters are getting a great deal from you, rather than going in feeling like you’re overqualified for the job. You have to drive the power seat and never feel like you’re getting the short end of the stick. Instead, adopt the mindset that any company would be lucky to have you! Without seeming arrogant, remind recruiters that the learning curve involved with your onboarding will be cut in half, leaving you more time to learn the organization, and giving you a competitive edge!

Like this Article ?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

How to Respond: Re-evaluate compensation

Managing expectations around compensation is a separate conversation. You need to be realistic and accept that sometimes you’ll need to take a step back. Whenever possible, make a direct touch point with the hiring manager over the phone to talk about compensation. This way, you can form a personal connection, and you can articulate all that you have to offer. As mentioned before, what is the win-win negotiation for you that makes taking a pay cut worthwhile?

Situation #2: You’re switching careers/industries

How to Respond: Highlight your new career path

It is not uncommon for people to switch industries or careers. In fact, millennials report switching jobs 4 times in their first 10 years out of school. When working with recruiters, highlight any new credentials you’ve earned to demonstrate your commitment towards this new path you’re taking. Emphasize your desire to learn and retrain to create a new path forward for yourself.

How to Respond: Emphasize the rudimentary

Though you may have 20 years of experience in one field, you must demonstrate to recruiters that you’re ready to check your ego at the door and learn about a whole new world. That being said, relevant and rudimentary skills can always be transferable and should be considered as your added value.

How to Respond: Know your worth

When discussing salary, make sure to mention that you’ve done your research, you’re aware of the industry standards, and are comfortable with what these types of roles typically offer.

“Fall seven times, stand up eight.” –Japanese proverb

What not to do: The worst thing you could do is tell a recruiter you’ll take anything just to get a job. Though this often may be the truth, people want to see that you possess the right enthusiasm and fit for the role. You must always sell your skills and highlight how you are the perfect candidate for the job.

Your resume: If you’re having trouble getting through the door and you think your resume might be the culprit, there are some workarounds to try:

  1. If your resume demonstrates work dating back more than 10 years, consider consolidating your experience and only keeping what is still relevant today
  2. If you have multiple designations and education, consider only keeping what is relevant to the job you’re applying for and removing anything that is redundant
  3. Consider reformatting your resume in a way that tells a new story

If you can demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search!

Stacy Pollack is a Learning Specialist with an MA in educational technology. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her on LinkedIn or Twitter.

Glassdoor.com |  

Your #Career : #CareerAdvice #Salaries -4 #Benefits You Can #Negotiate (and How to Do It!)…When it Comes to Benefits, it’s Important to have a Clear Sense of Where you can #Negotiate .

Remember — negotiations are a collaboration, not a contest. “I always appreciate creative requests,” Kuntzmann says. When it’s time to negotiate, be prepared, be gracious and be confident — you can do this!

As you consider what you need most out of a new position, salary is an important component of your compensation picture — but it’s not the only factor. A guide published by Northwestern Mutual titled Changing Jobs? Top Financial Considerations Beyond Salary cites data from the Bureau of Labor Statistics to solidify the claim: “Salary typically accounts for just 70 percent of an employee’s total compensation. Benefits make up the remaining 30 percent.”

When it comes to benefits, it’s important to have a clear sense of where you can negotiate. Ellen Kuntzmann, Director-Talent Acquisition for Integrity Staffing Solutions advises: “When speaking with a hiring manager you will want to understand what benefits can be negotiated vs. what is fixed. For example, smaller companies may not be able to adjust medical benefits but would be more likely to offer additional PTO.”

This is where you want to do your research and be clear on what you’re after. Also, recognize what constitutes “fixed benefits”; you’re unlikely to negotiate your way into a program the company doesn’t offer. So it’s probably not a good strategy to target transportation benefits if the company doesn’t offer that. But you might be able to negotiate a bonus or higher base salary by touting your merit. You can then use that extra pay to underwrite your transportation expenses.

Kuntzmann advises: “Things which are often negotiable may include work hours such as 4×10 hour days, span of control for your function or work location if you want to move to the corporate office or have family in a different branch that you may be supporting. Be sure to ask for any changes to benefits you are looking for in a concise, focused one-time request. Once you get agreement on one change or benefit, asking for additional may be perceived as not fully focused on what you want.”

A few other benefits you may want to consider negotiating for?

1. COBRA

One benefit that Kuntzmann notes may be worth pursuing is COBRA benefits. This is short-term healthcare that covers you and your family during transitional times. Kuntzmann points out: “If you are between jobs or are leaving your current job for a new role, you may ask for your cost of COBRA to be covered by your new employer until your medical benefits go live.”

2. Telecommuting  

Telecommuting can help foster fit for many employees. But some employers have not caught the wave. Maybe it doesn’t suit their business model, or their leadership isn’t open to it. Telecommuting can be a great job perk, but if you’re targeting it as a key benefit for job fit, it’s in your best interest to learn whether or not your prospects are open to it.

If you learn that it’s an option, Kuntzmann offers this advice for negotiating a telecommuting arrangement: “The key to remote work or telecommuting is to be specific — is it one day a week or one day a month?”

3. PTO

PTO is commonly negotiated as a means to better foster job fit. Kuntzmann explains: “PTO is what I’m most often asked to negotiate. Some companies have ranges that they offer based upon tenure, and others may allow you to use time already allotted for a personal vacation that’s already been paid for without utilizing paid time as part of your offer negotiation.”

4. Bonus or Stock Pay

Kuntzmann explains that if you’re going after a particular benefit when you negotiate your salary, don’t assume that you need to accept a lower base pay to negotiate that benefit.

However, this might be true in the case of additional compensation. Kuntzmann explains: “I’ve often negotiated higher bonus or higher stock for a candidate for a lower base pay.” So if you find that the base pay offered is lower than what you’d expected, it might make sense to negotiate for an additional bonus or stock.

Remember — negotiations are a collaboration, not a contest. “I always appreciate creative requests,” Kuntzmann says. When it’s time to negotiate, be prepared, be gracious and be confident — you can do this!

 

Glassdoor.com | March 9, 2018 | Posted by 

Your #Career : How To Sell Yourself When You Don’t Have Enough Experience…Don’t Let an Intimidating #JobDescription Stop You from Applying for your Dream Role.

So you finally found it–your dream job. There’s just one little problem: The job description rattles off a list of qualifications and experience that you don’t quite have. Talk about discouraging.

But even if you don’t check all the required boxes, you should still apply. Why? According to Jason Patel, founder of Transizion and former career ambassador for George Washington University, you may still catch a recruiter’s eye. For example, “There might be keywords on your resume and cover letter that impress or appeal to the hiring manager,” he says. “The key is to get an interview. If you can get your foot in the door, you’re on the right path.”

Serena Holmes, CEO and hiring manager at Tigris Events, agrees. “We cannot forget the human factor,” she says. “Hiring and interviewing for a position is an extremely emotional job. If you land the interview and connect with the interviewer on an emotional level, they may disregard the fact that you are not 100% qualified for the job they are hiring.”

So how do you get your foot in the door–and what do you do in an interview to prove you are the right guy or gal for the job? Here are five ways to compensate for a lack of experience.

1. CUSTOMIZE YOUR RESUME WITH KEY TERMS

“The worst thing a seemingly underqualified candidate can do is apply with a generic resume,” Patel warns. “If you’re already at a disadvantage, then you shouldn’t dig yourself deeper into the hole.” Instead, study the job listing carefully, focusing on the requirements and qualifications for which the company is looking. “If your experiences match with those terms–look at the action verbs–then put those on your resume,” Patel says. That way, you’ll pass through an initial filter, whether by a machine or a human.

Like this Article ?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

2. STAND OUT WITH SOCIAL MEDIA

Sometimes, all it takes to avoid the slush pile is a little name recognition. And one way a hiring manager or recruiter might get to know you and your name is through social media. So, before you apply, “use your social media presence to interact with various aspects of the company,” Holmes recommends. “Plus, comment and share the company’s blog posts and the other components of their social media activity.”


Related: Why This Tech Company Hires People With No Experience


3. KNOW YOUR ELEVATOR PITCH

An elevator pitch is a synopsis of your experience that you can rattle off quickly–hence the elevator part–that describes why you’re the perfect person for the job. “Your elevator pitch should consist of what you’ve done, what you’re doing, and where you’re going,” Patel advises. It’s often used in response to “tell me about yourself,” a question that most recruiters and hiring managers will ask in an interview. So, “Prepare a two-minute answer for the [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][inevitable] interview elevator pitch,” says Patel. Having a succinct, thorough answer will impress them.

4. LINK UP

If you can find the hiring manager or the head of the recruiting department, you can “stand out by connecting with them on LinkedIn, liking their content, and creating and sharing your own content,” Holmes says. “This will keep you top of mind and help you catch the recruiter’s eye.” It’s also worth reaching out to current employees of the company to find out what it’s like to work there, and maybe even eventually asking for a referral.


Related: Your Brain Hates Self-Promotion As Much As You Do, Try These Workarounds 


5. BE CONFIDENT

Even if you’re convinced you don’t have the qualifications to snag the job, don’t let a recruiter or hiring manager see your concern, Patel encourages. “Sounding confident is a key to human communication,” he explains. “Many professionals climb the ladder by acting and sounding confident.” But how, as they say, can you fake it until you make it? “Talking points that help you speak in a clear and confident manner will allow you to project charisma and confidence,” Patel points out, “and that is always a good thing.”


This article originally appeared on Glassdoor and is reprinted with permission. 

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]