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Negotiating job offers has become a science and there is no dearth of information on how to do it and why to do it. Employers for the most part anticipate candidates will counter an offer of employment. (Some are actually suspicious of candidates who do not!) It was not always this way…and I believe it does not always need to be.
Holding up an employer for every last dollar or benefit drives up costs and helps no one and remember, in the depths of a recession, there is usually a back up candidate who will be happy to accept.
It is not all about what is best for you. It is also about your value to the employer.
So do your homework and if the opportunity and offer look good, accept with gratitude and enthusiasm. There is no greater compliment to an employer and when you receive their warm “welcome aboard” believe me, there are no sweeter words.
What do you think? Norma Sweeny
Do you have an objective on your resume? If you do, you may find yourself changing your objective as the position that intrigues you has a slightly different position title than what you have on in your objective? Different companies use different position titles for similar positions.
I would not recommend using an objective on your resume since it is more geared to what you want rather than what an employer seeks. I recommend a career summary. It pulls together the types of your experiences, your skills and abilities, and may include a significant accomplishment and/or specific areas of expertise. The summary is an overview of what should invite the potential employer to read the rest of your resume.
On the other hand, if you are changing careers and trying to target a position that may not be obvious to the reader in reviewing your resume, then an objective may be helpful.
Since many resume templates include an objective many candidates feel they should include an objective in their resume. Do you use an objective? If yes, what is the value to you?
What do you think?
I listened with pride as Marissa described how she handled interviews recently. She has a big advantage over other graduates this year because she has a built-in Interview Doctor to coach her before interviews. We practice mock interviews; she reviews and thinks through the answers to potential questions; we update her wardrobe so she can be completely prepared. We debrief after the interview to make adjustments for the next time.
Calm, confident and courageous. That is the goal. Being prepared makes her calm and confident. Thinking about her future and having a plan makes her courageous. Of course she got a job offer! In fact she has two job offers!!
How are your students doing? Did your graduate feel calm, confident, and courageous? Did he ace the interview and get an offer? Or is he struggling to find opportunities or confused after interviews?
Yesterday we were supposed to have an HR recent grad job shadow in our office. We were all excited. We confirmed several times. We had a schedule of activities prepared.
But she did not show up. She missed the appointment.
Was she just so disorganized? Did she get lost but was afraid to call? Did she forget? Did she have no one to advise her how to utilize such an experience to her advantage in her job search? She did not make a good impression on my office. Clearly she needed the Interview Doctor.
Don’t let your son, daughter, or friend struggle needlessly. Don’t buy another ball point pen as a graduation present. Give an hour of the Interview Doctor. Give your graduate a leg up on the competition. Consider it a public service for those people who conduct the interviews.
For four or five (or more) long years you have worked hard to earn the coveted degree. The cost is significant, in terms of your time and effort, and may result in a sizable debt to repay. Yet most students pay the price, believing that this is the path to landing their first job and launching a fulfilling, successful career.
For many, landing that first job, even if you know what you want to do, is no easy task. What do employers look for when they hire? Usually, experienced professionals with proven, relevant skill sets. Companies look for the best talent they can find. They must to be successful. So how can a new college grad compete?
Never allow yourself to become “just another new grad,” looking for a job. It is critical to plan how you will distinguish yourself in the eyes of an employer. To be successful, start planning your “job search” long before graduation day. In fact, you should start when you first begin thinking about what college or university you will attend and what field you want to pursue.
One of the first challenges facing you is learning who you are, what makes you special and what you want. This is no easy task, especially for many just graduating from High School. However, before you can sell anyone else on your value and uniqueness, you must know yourself. You may change directions, this occurs often. It may cost you some money, yet if it’s getting you where you now KNOW you want to go, it’s a small investment. Get ideas and perspectives from extended family members, friends, and friends of friends, and trusted teachers… or from a career coach like me.
Whatever path you take, remember that when you get to the finish line – diploma day – you must be able to offer something in addition to a degree. So plan to pick up some practical work/life experience as you study. This does mean a job, preferably related to your major, at least some skill or profession-oriented work.
It does mean planning your education so that you will have internship opportunities. If you are committed to serving your country, think about military service. Why is this so important, because degrees are common and employers look for something more. Your character is defined by your values and how you use the talents and abilities you have. If you can demonstrate that you have the discipline and ability to accomplish something outside the classroom, this speaks to strength of your character and you will have a clear competitive edge.
When screening college graduates, the first thing employers look for is proof that they have transferable skills for the workplace. When a student takes on the responsibility of working they are showing earning power, helping pay their way; and, they are proving that they can be a valued employee. A resume boasting this kind of achievement rises to the top of the pile. A job ‘of your dreams’ can become reality if you have built that dream around some work or challenging volunteer experience.
Do you know what you want to do in your career? Do you have someone who will support and coach you? I can help. Norma Sweeny
Once you have been invited to interview with an employer you will experience a myriad of emotions. Excitement, even exhilaration, gratitude and expectation top the list. As the day approaches, however, nervousness can creep in and the morning of the interview is often filled with stress and anxiety. Much pre-interview anxiety can be avoided or reduced. Let’s consider some foolproof ways to calm nervous jitters and banish the butterflies, so you feel back in control again. The most effective way to counter interview stress can be summed up in one word, preparation.
First, a framework of positive descriptions of you, positive stories of your past lives, and positive expectations of this potential future at this employer. For example, be ready to positively explain why you are on the market. Positively express your interest in this job and this company.
If you have been laid off, positively describe your former employer. Ban from your head negative emotions. If you bad mouth a past employer, you are creating bad karma. (Interviewer will think: ‘will he or she do that to our company some day?’
Be ready to explain in a sincere, concise manner, what your professional goals are, always keeping the door open for the employer to consider you for multiple opportunities within their organization.
Next, be thoroughly familiar with your resume and accomplishments, so that you can use the information in the interview. Often interviewers will ask you to illustrate how you do your job. What better way than to select a well thought out accomplishment from your resume? This kind of preparation can be a life saver when you are under the pressure of an interview.
Be sure you take the time to do research and review the company’s website to determine some issues of importance to the employer’s business. Be prepared to offer examples from your experience that illustrate how you can meet some of these key needs. Employers want to know what you can do for them and the success of their business.
Bring a short list of questions to ask the employer. A good interview is a two way street, a conversation. The employer learns about you; you learn about the employer. If the flow of information is one way, one of you will not know enough to make an informed decision. If you fail to ask questions, it leaves the impression that you are less than fully prepared.
Some practical tips. Be familiar with the company’s location and the best route to get there, “dry run” it if you can. Wait in the parking lot if you arrive more than 10 minutes early, it is better than arriving even one minute late. Lay out your wardrobe the night before, selecting conservative, professional attire regardless of company culture. You are a visitor, not an employee…yet. Get a good night’s rest so you are clear headed and energetic. Now, go to the interview and relax…you will appear confident and professional. Who knows, you may even land the job!
What concerns you about interviewing? It is possible to manage any concern. Let me help. Norma Sweeny
If you feel like you’re beating your head against the wall, try this (just kidding). Happy Friday!
‘How should I answer the ‘salary question?’ Most people looking for a new position or a work opportunity are troubled by this question, and feel they have probably botched it already – that’s why they keep asking ‘how should I answer the salary question?’
I recently participated in a HR panel presentation for a class, “Navigating the Interview Process.” The hottest question of the two hours of Q&A from the group was ‘how should I answer the salary question?’ I suggested, ‘don’t answer it.’ The rest of the panel, all responsible for hiring within their companies, took the opposite opinion: ‘You better answer it, or the party is over with us.’
As a corporate recruiter, that salary question for me was a ‘must-get-an-answer,’ and on the rare occasion that a candidate successfully talked their away past a direct answer, it was a red flag. Sometimes it felt like I was being hoodwinked. Looking back, they wanted to talk about other things, the job, the company, what they had accomplished, how they could help us, the qualities they offered, what qualities fit best in this job, this company. In other words, they kept the conversation on point, and presented themselves with an eye for solutions and next steps rather than answering litmus test questions like ‘how much are you presently making?’ or my favorite, ‘what are your salary requirements?’
Okay, here’s a confession. Did I recommend for further consideration the candidates who talked past the salary question? Only about half the time. I needed to know, and if he or she wouldn’t give me a straight answer, I reasoned that they did not fit our culture of straight answers (I worked with CPA’s in my most recent life). However, if they really wowed me, I recommended them anyway.
In the last year or two, as I have been building a practice of coaching people seeking employment, I have come to believe that the strongest posture regarding the salary question (if you want a position that matches your capacity for contributing) is exactly what those clever candidates who didn’t answer the question directly were doing. They were building a keener interest in their candidacy, and finding out if this company (my company/me) understood their value and their capacity for handling tough questions, to their advantage. That should have impressed me, and sometimes it did – now I see the wisdom of candidates who answer without answering the money question.
I recommend that folks answer it with purposeful vagueness, ‘I’m aware of the range of what a job like this will pay in the marketplace, and I’m comfortable with that range.’ Will it cause you to be ruled out of consideration in some cases? It might. Should that concern you in a down economy where the number of opportunities seems somewhat limited? I don’t think so. Smart companies, growing companies, figure out ways to hire good people, and if you are one of those ‘good people’ you’ll play this question close to the vest, and manage the interview by addressing the hot button issues that will cause them to want to fill the job with you. Talk about the pay after they make you the offer. As was noted in an earlier blog, that’s where your leverage will be.
There will come a time in your job search when you will have the option of working with a recruiter. Certainly this is something that should be explored, however, it is wise to proceed with caution. As in all professions, there are competent recruiters who will treat you with respect and there are those who will use you as a commodity with little respect for your needs…hence, the term “head hunters”.
Here are some things to keep in mind. There are two kinds of recruiters, contingency and retained. Contingency recruiters are paid a fee by the client company when they place a candidate with that employer. Retained recruiters handle senior level or highly specialized positions and they work on a retainer that they receive from the employer prior to and during the search.
A good recruiter, will respect a candidate’s preferences in addition to the employer’s needs and try to find a good “fit” for both parties. It makes sense to do this since this insures future business as well as a continuing pool of candidates.
When making a decision as to whether to work with a particular recruiter, it is important to identify someone who is well established with a good reputation. Try to find out the “scoop” on the recruiter from people you trust. Networking groups can also be good sources for this kind of information. If at all possible, meet the recruiter you are interested in working with. When you do, make note of how you are treated. Does the recruiter show interest in what you are looking for? Do you feel respected as a person?
The relationship between the candidate and a recruiter differs from the relationship between the candidate and the employer. It is important, for example, to share your salary as well as salary expectations with the recruiter. You can be assured they will work to help you obtain a competitive offer since their fee is based on a percentage of the hiring salary. If you do not trust the recruiter enough to share this information, why would you ever consider working with them?
Finally, remember this, never agree to assume payment of the placement fee under any circumstances. In addition, no recruiter has all the openings (no matter what they tell you). So it is wise to identify a few recruiters in your field of interest. But don’t go overboard. It is best not to have your resume showing up repeatedly for the same opening.
So recruiters can serve as another tool in your job search journey. Screen them carefully. A cautious approach works best and should avoid your being used by someone whose questionable practices can tarnish your professional reputation.
Have you worked with a recruiter who caused problems for you? There is a lot more to know about working with recruiters. Tell me your concerns and I will help you. Norma Sweeny
The answer may seem obvious, but actually this is a commonly asked question of job search candidates. The answer is: “not until you actually receive a firm offer of employment.” Trying to negotiate before the offer is given is too soon in the process and can sometimes work to your detriment. But, after you accept a position, it is too late. Once the offer is initially made, you know the company wants you and that is the only point where you really have some leverage.
Whenever you think the offer isn’t exactly what you are looking for, there are a number of areas that might be enhanced; however, most job applicants like to focus on improving the salary first. Usually benefits are a secondary consideration.
You should do some research about salary information prior to starting the interview process, and certainly in advance of receiving a potential offer. You can get some very basic salary range information on Salary.com by searching for data relative to your position title and geographic location. If you want more detailed salary information, ask this Interview Doctor collaborative about a particular job. We can help you find additional salary information. Keep in mind that there are differences in ranges based upon the type of industry. You might need to take a slightly lower salary with a new company depending on the competitiveness of the situation, or if you are accepting a lower level position within a new organization.
Medical/healthcare seems to be the most important benefit to most job search candidates. But often there is nothing to negotiate in this area; that is, many companies offer a plan and you have no option to negotiate relative to it. But, some companies do have options in health plan design, or a cafeteria benefits approach that allows you a range of options from which to choose.
Vacation is an important consideration to job applicants. You can sometimes get additional vacation time if you ask for it. Keep in mind that many companies won’t negotiate additional time off; it really depends upon the company’s hiring philosophy and their vacation policy.
The point is that you will never know if you can get it unless you ask for it – whatever it is: more salary, better benefits, additional vacation. If you don’t ask for it, you will always wonder if you could have enhanced the offer.
What would keep you from asking for an enhancement to your employment offer? Your comments and opinions are welcome; would love to hear your viewpoints.
