Everyone knows the story of their sister's best friend's cousin's roommate from college who took a new position and raised their salary from $45,000 per year to $110,000 per year with a personal driver and a company jet.

The AWFUL TRUTH is, that it didn't happen!!

Typically, in your current position you should expect an annual 3% - 5% increase plus either an additional merit increase or bonus, based on your level within the organization and your previous year's performance. Many times these merit increases or bonuses will be based on a wide range of factors, many of which you will have NO control over. When changing companies, on average, we see a 7%-10% increase. If relocation is necessary, the increase may or may not take into consideration a cost of living difference. It is not Greedy to ask for and require the amount of money it takes for you to support you and your family. However, if the money offered meets your needs, and the opportunity is going to further your career, then it is a sin for you to allow Greed to keep you from this great new job, because you heard someone, somewhere is making 10X more for the same position.

The AWFUL TRUTH is, usually during salary negotiations, employers will end up paying more than they really wanted to and the candidate will accept less than their highest expectations.

Article by Nicole Dukehart of The Job Awful Truth

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on Young Urban Professional Nook.

Posted by Candice Arnold on October 19, 2009 at 2:00 PM | Leave a Comment (0)

With so many people looking for work and unemployment so high, you may think you should not try to negotiate salary with a new employer.It is true that today's employers are often beginning with a low ball salary offer, but many hiring managers do make the 2nd offerif a candidate seems unwilling to accept the first one on the table.

Here's a key career management fact to keep in mind: the biggest salary increases almost always come from changing jobs and moving on to a new company. Some of my clients have secured 20%, 30%, even up to 50% higher than the old job by using savvy negotiation techniques. Even in this tougher economy, employers are open to negotiating salaries and paying more than ever. Many hiring managers say they must pay more to get the right talent and many are doing just that. The employer sees a lot of applicants but many aren't qualified to do the job. They worry that a wrong hire will cost them a great deal in lost production, recruiting costs, salaries wasted, etc.

Continue reading "Salary Negotiations: How to Do It in Today's Economy " »

Posted by Candice Arnold on October 9, 2009 at 10:42 AM | Leave a Comment (0)

Size matters when it comes to salary negotiations

The larger your social network, the higher paid you're likely to be. According to Anderson Analytics, the $200k+ crowd is spectacularly outgoing, at least from behind their laptops.

Most contact involves complete strangers, since the outside limit on real friends might be as high as 50 and probably closer to five, per Fast Company. Your worth in the job market may depend on your ability to engage the 57,562 people in your LinkedIn Innovative Marketers group - or whatever mega church (metaphorically speaking) that is the place of worship for your industry or occupation.

Continue reading "Employers Reward Savvy Networkers Who Don't Fear Strangers" »

Posted by Candice Arnold on August 5, 2009 at 7:08 AM | Leave a Comment (0)

"That man deserves a raise!"

While it might not show up in the history books, there is at least the possibility that phrase was shouted above the din by a stressed-out deck officer a little over 98 years ago, as the Titanic sank beneath the frosty waves. Having witnessed the fine work of a calm and steady stevedore loading panicky ladies into the lifeboat, the officer made a mental note: "If we survive this thing, that man deserves a raise."

Things weren't looking too good, but good work still got noticed.

The recession of 2009 is not on a par with the sinking of the Titanic in 1912. We may have hit an iceberg, but cool hands on deck are still steering ahead. If you're one of those cool hands, the recession is no reason to forego a request for a raise, or to negotiate a better package in a career transition.

Prepare and proceed. Keep your eyes on the prize and your feet on the ground. In other words, be rational and realistic -- and just a little opportunistic.

Continue reading "Get the salary you want despite the recession you don't" »

Posted by Candice Arnold on July 17, 2009 at 1:06 PM | Leave a Comment (0)

It's normal to wonder how and why you get paid the salary you do. After all, most employers are not willing to share inside salary information and salary decision methods, without at least a little prodding. So how are wage increases determined in big companies? And how can you use that salary information to your advantage? Let's take a look at the best kept company salary secrets.

1. For most companies, 3.9% is the average budget increase for salaries

Yes, sad but true. According to salary information in the 35th annual WorldatWork Salary Budget Survey, the "actual increase in salary budgets was 3.9 percent in 2008." The number is expected to stay the same in 2009. Continue reading ...

Article by, Joy Victory and courtesy of PayScale.com where you can get accurate, real-time salary reports based on your job title, location, education, skills and experience.

Posted by Candice Arnold on June 29, 2009 at 10:45 AM | Leave a Comment (0)

One jobseeker asked: I am planning to accept a job that pays below market because everything else about it is ideal, and I expect to move in two to three years anyway. How much impact will the lower salary have on my future negotiations?

This was a question from one of our last coaching telecalls. I commend the caller for considering other factors than salary in her job decision (she had really done her research but I didn't include all the details for space reasons and to preserve her confidentiality). At the same time, salary history carries a lot of weight in future salary negotiations so the decision to take a lower salary now will require extra work in the future:

Continue reading "How Much Does Your Past Salary Impact Future Prospects " »

Posted by Candice Arnold on June 12, 2009 at 8:31 AM | Leave a Comment (0)

The recession persists, people continue to lost their jobs and employers continue to try to find ways to cut costs without cutting their staffs. In the midst of all the uncertainty about finding and keeping a job, to many, it seems scandalous to negotiate for a higher salary ... but not to Liz Ryan.

In her article, The "Never Specify a Salary" Myth, Ryan says that it's okay to negotiate salary during the second interview. It has to be fefore the job is offered, she says, or the candidate runs the risk of receiving a job offer with a salary already in place - a salary that the employer would be reluctant to change, especially since it had to be approved by HR, the finance department, etc. In fact, Ryan advises that the job seeker be the first one to mention salary, letting the employer know how much is expected.

Continue reading "It's Okay to Negotiate Salary During a Recession" »

Posted by Candice Arnold on June 11, 2009 at 2:37 PM | Leave a Comment (0)

You should never post your salary expectations anywhere. Most major job boards ask you what you are looking for and most give you the option not to say or to say "negotiable". Never say what you are looking to make.

The reasoning for this is that a recruiter is thinking of a number. If you are too high above that number he will disqualify you based on salary. If you are too low, he may question how well you understand the market and know your worth. He may also doubt how good you are.

A very low salary for a very experienced professional is a red flag. It also places you at a negotiating disadvantage especially in contract rate negotiations. Permanent recruiters will probably try to get you to ask for the highest salary because this way it becomes a win-win situation. On the other hand, the more a recruiter can push you down on a contract, the bigger margin he can take from the client.

It's a dog eat dog world whether we are working in a recession or the boom times. Never give away your hand first. Make the recruiter quote you first and go from there.

Article by, Boston Technical Recruiter

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities.

Originally posted on I-Careersearch

Posted by Candice Arnold on April 20, 2009 at 8:27 AM | Leave a Comment (0)

You've sent countless resumes, spoken with too many recruiters and have had your fair share of interviews. Now you have a job offer, but do you know what you're worth and do you have a "bottom line"? You need to know both, what you are worth in the current job market (please see my post Are you paid what you're worth?) as well as your "bottom line" (defined as the lowest salary, benefits and other perks at which you would accept an offer and not feel as if you are under selling yourself). Today's post will cover some tools you can use to help evaluate a job offer.

• Spin Strategy's SidebySide - Spin Strategy (www.spinstrategy.com) offers an Excel spreadsheet tool to help you evaluate an offer. The first tab helps evaluate the job quality while the second tab helps evaluate quantitative aspects of the job.
• How to Evaluate an Offer - This article, from Salary.com, provides some of the basics for evaluating a job offer. Titles, Salary, Bonus, Benefits, Perks, Vacation Time and Start Date. Don't forget, everything can be negoitiated (see I got a job offer, now what? - Negotiating a Job Offer), but you need to know your bottom line.
• Get insider salary and benefits information - This web page, provided by Vault.com, is jam packed with information. There are salary surveys from actual companies followed by salary and compensation chartes by profession. Lastly, there are links to functional job salaries (such as Accounting or Health Care). You may need to be a Vault member to see some of this information.
• The Riley Guide - There are several sources of information you can review from the Riley Guide:
• Salary Guides & Guidance - Provides excellent links to Salary and Compensation guides as well as links to evalutating salary data.
• JobStar Central Profession-Specific Salary Surveys - "Links to over 300 free online salary surveys" is part of the tagline for this site (provided by www.jobstar.org). Each functional link leads to a list of several salary surveys for that profession.

Good luck in your search.

Article by, Career Alley

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities.

Article originally posted on Working Girl

Posted by Candice Arnold on March 19, 2009 at 5:52 AM | Leave a Comment (0)

When it comes to important things a lot could -- and often does -- go wrong. Careless mistakes mercilessly ruin golden opportunities of a lifetime. When we stop playing pass-the-blame game and pause to carefully evaluate causes, we often come to a conclusion that, surprisingly, most do: with a little preparation and planning, these mistakes could have been easily avoided in the first place.

Unless you are considered "workforce royalty," you will have to do your bit to negotiate your compensation package. Unfortunately job seekers falter at this very important step, often repeating mistakes that have a reputation of boomeranging with historical accuracy. Let's review a few precautions you must take to avoid jeopardizing your negotiation.

Poor research and preparation
Even if you decide not to negotiate your salary, research is very important. How else would you know if you are being compensated fairly? Not knowing your market value is a disastrous mistake that you must avoid at all costs.

Make a serious effort to research salary information in your industry, company, and profession. Know everything you can about market rate, compensation trends, employer policies, historic payouts, department budgets, cost of living, etc. Continue reading ...

Nimish Thakkar is a sought-after career management coach and professional resume writer. He has helped thousands of clients through his Resume Writing Service and Free Career Information site. Thakkar holds two graduate degrees, including an MBA. He is also a graduate of the prestigious Career Coach Academy. Nimish can be reached at nimish@resumecorner.com

Posted by Candice Arnold on March 13, 2009 at 6:48 AM | Leave a Comment (0)

Article originally posted on Working Girl

1. Networking - Build a network of other people who are influential in your career field. Professional organizations, chambers of commerce, and networking groups are great resources for meeting people who are leaders in your field and community. As you cultivate mutually beneficial relationships with your networking contacts, you'll likely learn about new job opportunities before they are announced to the general public.

2. Computer Skills - Having strong computer skills is a key to success in just about any career field. People who keep up with the latest software applications and operating systems often have a competitive advantage when it comes to being considered for promotions and getting new jobs. Even if you are very busy, there are a number of options for inexpensive and convenient online training programs that can help you stay on top of the latest advances in computer technology.

Continue reading "5 Ways To Boost Your Earning Potential" »

Posted by Candice Arnold on March 11, 2009 at 9:29 AM | Leave a Comment (0)

I'm proud to say that I was the first to openly discuss salary expectations here on my blog starting in the fall of 2007. Now this emerging role is one of the fastest growing in the job market. Despite the recession, companies realize the advantages of adding this role and are seeking qualified candidates.

Updated Community Manager Goals & Responsibilities
Updated Community Manager Job Description

And on the flip side, many that have become statistics due to the economy are evaluating their skill set and reinventing themselves. Rachel, an unemployed journalist shared her story of how she creatively found employment in this field.

I have both employers and job seekers asking me about salary expectations. This is my advice. It's based on discussions with recent hires, companies seeking, and a Salary Survey done last year.

Continue reading "Community Manager Salary" »

Posted by Candice Arnold on March 2, 2009 at 8:43 AM | Leave a Comment (0)

With the start of the New Year, employers will be finalizing their salary budgets for 2009. Many survey vendors collected, compiled and analyzed data regarding merit increases for 2009 and reported that merit budgets for 2009 were on track to remain consistent with previous years' averaging at around the 3.5% mark.

As more economic turmoil surfaced toward year end, some organizations took a new look at merit budget plans for 2009 as we discussed in the article Pay Increases in 2009 May Disappoint Workers in our December 30th newsletter. Most employers are being cautious, preparing for long-term economic difficulty and keeping their options open for 2009.

So what does this mean for employees?

Continue reading ...

Article courtesy of Salary.com®

Posted by Candice Arnold on January 29, 2009 at 1:28 PM | Leave a Comment (0)

Did you know employers sometimes pay a premium for the right education and experience? Or that you might be able to earn more by doing the same job in a larger company? In fact, these could be some of your strongest negotiating points in your next performance review, job interview, or request for a promotion.

Employers typically adjust their market data when determining how much to pay a specific employee to do the job. After they determine the value of the position by researching the data on pay practices for comparable jobs at comparable companies, they adjust the data to reflect the employee's background and experience. Continue reading ...

Article courtesy of Salary.com®

Posted by Candice Arnold on January 29, 2009 at 10:21 AM | Leave a Comment (0)

Even though you may have gone through a phone screening that involved answering questions about salary, the subject may come again as the interviewer becomes more interested in hiring you. At this point the interviewer want to know whether they can "afford you." This is a very tricky part of the interview and could even break your chances of getting the job. Tread lightly and protect your information is the rule.

Here are some sample questions and answers to assist you in formulating your own answers to questions about salary during the interview. Some of the answers are stronger than others and some will fit certain situations better than others. You will want to use your own words to answer this type of question however these examples will provide words to use that may be more affective in answering these difficult questions.

Q "What are Your Salary Expectations?"

A#1 - "I was making $60,000 at my last job, plus bonuses. I would be expecting at least that and a 15-20% increase.:

(This is not a good answer)

A#2 - "I'm sure whatever you offer will be a fair amount for a person with my qualifications. Salary is not the most important factor to me. I'm looking for opportunity."

(This is a somewhat weak answer)

A#3 - "I really need more information about the job before we start to discuss salary. I'd like to postpone that discussion until later. Maybe you could tell me what is budgeted for the position, and how your commission structure works."

(This is the best answer)

Continue reading "Salary Talk During the Job Interview" »

Posted by Candice Arnold on December 8, 2008 at 8:57 AM | Leave a Comment (0)

Almost daily, I am told by my clients that they "want / need / deserve" better treatment by their employers, and they want my help in getting that better treatment. The first thing I tell them is that what they "want / need / deserve" has to be put aside for the moment, as it is not the most important focus for us. Instead, I tell them that what their employer "wants / needs / deserves" is more important. They look at me like I am nuts.

I then explain to them that workplace negotiation is not a matter of haggling back and forth, like you do over the price of a used car. At the office, negotiation is a matter of motivation, and "I want - I need - I deserve" is not motivating to your boss, but in fact the opposite: it is de-motivating. Everyone says that to your boss, nearly every day. It does not get you what you want; never does, never will.

If you're going to negotiate a better salary, bonus, title, schedule or other workplace reward or amenity, your first focus needs to be on what your boss wants, needs and feels he or she deserves. That's the key to getting you what you "want, need and deserve." The focus must be on their own sense of "want, need, deserve." You must put yourself in their shoes first.

Continue reading "In Negotiating with Your Boss, What You Want/Need/Deserve Is Not Most Important" »

Posted by Candice Arnold on October 15, 2008 at 7:49 AM | Leave a Comment (0)

You just received that job offer and the salary isn't exactly what you hoped for. But starting salaries depend on a number of factors including the size of the perspective employer and their current level of success, your professional level, your previous work experience, and the particular skills you bring to the job. Remember too that your salary represents only part of the overall compensation package. Employers may not be willing to make adjustments in base pay, but you may be able to negotiate some benefits to help make up the difference.

Before beginning a negotiation, you must:

Know the Market - Do some research on salaries for the job you are being hired to perform. An excellent source is the Salary Wizard. Be careful to find a similar job in the same geographical area, industry and company size. This will give you a general idea of whether the salary amount offered is reasonable.

Show interest - If you appear interested in the position, company and industry, an employer is more likely to give you what you want.

Think beyond salary - If an employer cannot meet your salary request, think about negotiating for other items in your compensation package.

Continue reading "Keys to Successful Benefits Negotiation" »

Posted by Candice Arnold on September 23, 2008 at 1:45 PM | Leave a Comment (0)

When shopping for a house once, I was told by a realtor that if I wasn't at least a little embarrassed at how low my offer was, it was not low enough. Similarly, negotiating a salary or raise, if you're not just a little red-faced at your desired amount [Ideal Number], you're not thinking high enough.

It has to pass the "laugh test," however. If it's ridiculously too high, they'll just laugh. Likewise an employer's offer must pass yours, lest you laugh because it's ridiculously low.

Once, my daughter asked for my negotiation advice and (surprisingly) followed it. She had been a star document organizer in a nation-wide class action lawsuit with 800 trials pending and mountains of e-paperwork to track, file, retrieve at a moment's notice. She lived in Manhattan on her $35,000 [= $17.50/hour] annual salary. After she left the firm, for reasons other than salary, they ran into trouble. They called her back and asked her to consult with the remaining paralegals to show them her organization and retrieval system.

My daughter and I figured that $150/hour would be fair. Once they had agreed on her consulting role, timing, independent contractor status, etc., her old boss said, "I suppose we can start at the usual $35,000."

She laughed.

They flunked her laugh test.

When you present your number, don't share a small number, share your Ideal. Your "Wow!" number. (Quick reminder, though. Remember Commandment 1. Wait until you're sure they're ready to make you an offer.) Your ideal number should make you blush a little (or it's not high enough).

Make sure, of course, it's bolstered by a solid value-proposition. (See Commandment 5.) Let them know the rationale behind the numbers and you can soften the economic blow by saying, "This may be just a bit out of reach, but I think I owe it to you to tell you what would really excite me. It's ________."

Think about it. Why would you start negotiations any lower?

There's a curious phenomenon. In negotiations, the first number you put out will act as a magnet and pull their number toward it: the higher your number [assuming it passes the laugh test], the stronger the magnet.

The only worry in going first and going high is that you might catch your employer off guard and the Ideal number has such strong magnetism that s/he agrees to overpay you. However, if you feel bad/guilty for taking advantage of his/her poor negotiation skills, you can always give it back! You can always say, "You know, I think I was a little too demanding in the negotiations and while I expect to be your star employee, I want you to feel good about my earnings. Why don't we take 10% of my earnings and give them to a charity we can both agree on?"

To the best of my knowledge, no one's ever done that, but just in case you're too timid or embarrassed to go for the gold, remembering this might help you engage that last little bit of motivation to "Honor Thy Wealth and Prosperity."

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on September 17, 2008 at 9:27 AM | Leave a Comment (0)

I recently conducted an informal survey of internal recruiters and hiring managers to see if they ask candidates to reveal their salary expectations on a first interview and if they will reveal the salary range for their open position if asked by a candidate. As I expected, many responded that they routinely ask for salary expectations on the first interview and never reveal salary ranges. The consensus among several hiring authorities that request salary information up front was "why waste any time with candidates with excessive salary expectations."

But if hiring authorities are truly seeking to build efficiencies and authenticity into the interview process, wouldn't it make more sense to be transparent about the salary range for an open position before the interview process begins? Wouldn't it be more prudent to post the salary range on the job spec or job board? If you schedule interviews without knowing if you can afford the candidate, aren't you already possibly wasting everybody's time?

In the interview process, the hiring authority holds all the cards. He/she knows the job spec, the salary range, the budget, and how the position impacts the organization as a whole. Generally, the job seeker can't possibly know or benchmark all this on a first interview...that is one of the reasons they are there to interview.

But since we are living in a world where hiring authorities are asking for salary expectations up front, your best strategy is to research your earning potential and understand what the market will bear. If the hiring manager asks you about your salary expectations, you can respond by saying "Based on my research of the market, salary ranges for positions similar to this one are between x and y. Is that consistent with what you are looking to offer?" You can research your market value by asking agency recruiters what similar positions are paying, making inquiries about salary ranges/surveys through professional organizations, talking with colleagues, reviewing job boards to see if you can uncover salary ranges for similar positions, or reviewing salary information on sites such as salary.com.

Article by, Barbara Safani and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on September 10, 2008 at 10:44 AM | Leave a Comment (0)

You need to bring three numbers into a final job interview, ISN:

• Ideal


• Satisfactory


• No-Go

These "name" your salary and frame your negotiation. Your employer probably has his/her own three numbers as well. Good negotiations will find the common ground between you. Excellent negotiations on your part will be at the highest possible point of that common ground.

Let's say you're a convention coordinator, and in your present job you're underpaid at $45,000. And let's say you'd be ecstatic at $70,000 - a number bigger than you think you'd ever get, but it's not a complete fantasy - it passes the "laugh test."

At the other end of the spectrum, there's no point in moving jobs for less than, say, $50,000. We've named the Ideal (top) and the No-go (bottom) numbers.

Now the employer. She is pulling her hair out with the complaints she's getting with her current coordinator. She's in danger of losing an entire $150,000 account if she doesn't get someone [like you] who's good with attention to detail. She knows that the average salary for a coordinator is $40,000 for a plodder, up to $55,000 for a self-starter. The top of her range is $60,000.

Your common ground, then, is $50,000 - $60,000. That's $50K for your lowest, and $60K for her highest. Neither of you know that common ground when you start negotiating. All you know is your own range.

There's a whole negotiating dance that takes place to come to some agreement. The part of that dance I want to emphasize in this commandment is your clarity. Before you begin serious money talk, your top, bottom, and midground numbers need to be thought out. If they are fuzzy, your negotiations will be fuzzy. If you're not clear that $50,000 is as low as you'll go, you might waffle. In the heat of the interview, experiencing great rapport, imagining friendly coworkers (not the grouches you work with now) you will be tempted to say, "OK. I'll start there and work up."

No! Do not take the name of your salary in vain! "I'm sorry, Ms. Employer. I would love to work here. I feel a great connection. I love your accounts, but somehow we have to reach a minimum of $50,000 and preferably $55. Let's put our heads together and find a way, shall we?"

Negotiating Your Salary: How To Make a $1000 a Minute has more information about the ISN numbers

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on September 10, 2008 at 7:23 AM | Leave a Comment (0)

A lot of people wonder whether they should negotiate at all when the economy is slow and companies are feeling the pinch. Particularly, the unemployed, having been out of work for too many months, they are relieved to have an offer -- any offer. They fear that if they negotiate, they can upset the trust that has been built up over the interviewing process. They cringe at the thought of being told, "There's a long line of people who'd love to have this job. If you don't like my offer, we can always hire another."

It feels like groveling is the order of the day. But fear not. You're not negotiating with the economy, you're dealing with a hiring decision maker who needs you.

Of course, the amount of "needs you" has changed dramatically over recent years. For example in the heyday of the dot-com 90's, completely inexperienced new college grads were negotiating hefty comp packages. Companies were so desperate to get "techies" on board that they would agree to practically anything. Negotiations sounded like this: "You want a masseuse to give you a rubdown twice a week? No problem. You want to bring your parrot to work? Sure, how does the bird like his steak cooked?"

Today, even people with years of experience and sterling track records are having a tough time getting any offer. Still, that doesn't mean you shouldn't negotiate. Just because the playing field has changed, doesn't mean that you should just meekly accept whatever they offer. Negotiations are part of the hiring game. If you meekly say "OK" to whatever they offer, it will hurt your paycheck (obviously), and may also make the employer value you less.

Think of what happens in another setting where negotiations are expected: the garage sale. Suppose you're selling an item that isn't hard to find, say a clock. It works. It's not a bad-looking clock, but it's a common item. That's like the low-demand job market. You put a low price tag on it, you don't negotiate, and maybe even offer to throw it in for free with another purchase. Your communication affects the potential buyer's feelings about the clock, and the buyer may even refuse to take it if you offer it for free.

On the other hand, if you're selling that great-looking expensive leather jacket that's in mint condition but doesn't fit you any more, you will be a tough negotiator. You'll pad the price a bit to give you a little wiggle room because you know people like to bargain at garage sales. By tough negotiating, you communicate that the item has high value. If you set your price too low or come down in price too easily, the buyer may wonder if there's something wrong with the jacket.

Likewise, by tough negotiating, you communicate your own worth. Good companies expect you to negotiate for your value. Far from hindering your job search efforts, the ability to negotiate helps you get the respect you need to get hired for good positions or to get better raises.

Now, in flush times, you're more likely to get what you ask for than lean times. It's probably true that in a tight economy you won't get everything you ask for. But you can count on one thing being the same in both good times and in bad: if you don't ask, you won't receive. It's never improper to ask. The employer may cry "poor," and decline but that doesn't mean don't ask.

Sometimes asking now will pay off later. I coached a particularly energetic entry level bank branch manager named Victor to ask for $5,000 more than the average salary for that position. The president said he couldn't go that high, but said that he pays for performance. Three months later he was impressed with Victor's results and added five grand to his salary. Would that have happened if Victor had just said, "OK" to the first offer?

So you're not negotiating with an economy, you are talking to a human being who's trying to get ahead in his/her career. If you can do the job, you deserve to be compensated. Ask for what you deserve.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on September 3, 2008 at 7:14 AM | Leave a Comment (0)

Don't Play it Cool.

Most people have the erroneous assumption that in job interviews and negotiations they should "not appear too eager." "I don't want to look desperate," they say. In some types of negotiations, purchasing a car for instance, "playing it cool" pays off. Showing how much you really want those wheels costs you some negotiating leverage.

In job search however, people hire enthusiasm over cool.

Does it motivate an employer to offer you less if s/he knows that you're eager to take the job? It could, but mostly it doesn't. An employer knowing that you really want a job can even make them increase the offer in hopes of attracting and retaining such enthusiastic help.

Similarly, knowing an employer is sold on you gives you leverage. It's important that your attitude is well matched to your natural personality and express it in a way consistent with that personality.

Some people are lovable. Some people are funny. Some are quiet as a mouse. Any type can be "just the right" style for a given Hiring Decision Maker [HDM]. Hiring is a haphazard, prejudiced, imprecise art -- certainly not science. Hardly anyone is actually trained in how to do it.

This means that emotions will play a big part in getting hired and getting paid well.

This short, real life story illustrates the point:

Bret noticed three telltale signs his currency ran high with the HDM. He spoke as if Bret was already a part of the company; he returned a couple times in the interview to talk about their common alma mater; he said that the combination of graphics and teaching was rare and a great fit. Bret joined in the "Hallelujah Chorus" sharing how excited he was about the fit, too. Then he used the "What's the best you can do?" strategy to capitalize on that personal chemistry and pushed the HDM another $4,800 to the top of his range.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on August 27, 2008 at 7:11 AM | Leave a Comment (0)

Geri doubled her salary by negotiating a perk.

The job, as advertised, paid $50,000 to be a full time librarian. In 40 hours a week, the librarian hire was expected to keep this small legal library functioning from 7 a.m. to 7 p.m. Her job was to see that the corporate patrons got the information and guidance they needed all 66 hours a week. Two clerical employees helped out, 40 hours each, and they covered the 26 hours the main librarian was not there.

Geri claimed that she could upgrade the two clerical staff's capabilities so that they could give much better service all 66 hours the library was open. She claimed she could develop their skills to the point where the three of them could meet the firms requirements and Geri would only be needed 20 hours a week. This effectively doubled her hourly rate by negotiating a perk: time off.

Many compensation packages can be substantially increased by negotiating benefits.

Here's a starter list of possible benefits and perks. Medical, dental, life, disability insurance; wellness days; profit sharing; training; deferred compensation, tuition reimbursement, paid holidays, vacation, general education, specific training, certification reimbursement, paid sick leave, child day care, 401K contributions. Gym, health club, fitness membership. Transportation, travel per diem, laptop, cell phone, internet access, company car. Casual dress, flex-time, corporate housing. Stock options, stock grants, profit sharing. First class travel. Attendance at conventions, comp time off around conventions and other long-hour days. Office (vs. cubicle) space, administrative assistance help, certain software to make your job easier.

Relocation benefits have about 10 components so if that's in the cards, check it out thoroughly.

Remember that money decisions are best made in the cool climate of logic and impartiality. Give yourself time to think. When you've finished your salary negotiations, put all your enthusiasm back in gear and say, "This sounds terrific! I think we have a match here. I'll get back to you as soon as you need to know. When do you need to know?"

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on August 20, 2008 at 7:08 AM | Leave a Comment (0)

Your skills and talents are worth something. You can get an objective appraisal before going into the job interview. You can easily research the job's salary range. Your goal is to find typical job salaries for people with similar experience and skills in your industry.

In other words, answer the question, "What range would the company have to pay to find someone like you?" Put another way, "If you don't take the job what would the company have to offer to find someone as good as you?" Without having this kind of salary data you won't be able to substantiate your case for the salary you want.

Your fair market value is not one tidy number but a range. It is a composite of three components: your Objectively Researched Value, your Individual Value, and your Future Value.

Once you know the job title and perhaps the job description, you'll be able to home in on your Objectively Researched Value (ORV$) or simply put, the present going rate.

The internet in general, augmented by your library's subscriptions to data, should give you enough data to get a fix on the competitive rate.

Specifically, five sites can give you a well-rounded opinion:

• PayScale.com - collects ongoing salary data directly from visitors.
• Salary.com - collects salary data from companes and customizes it to location, size of company, etc.
• JobStar.org - links you to 300+ salary survey sites.
• CareerJournal.com - has articles about salary trends.
• Indeed.com - gleans salaries from millions of online help-wanted ads and presents a summary for you.

You won't get one simple numeric answer, but with an hour or so of effort, search, and printouts, you can get a range for the pay level comparison. Once that's done, the two other factors, above, should be added in. For your Individual Value, assess your special training, assets, skills, competencies, etc. that are of value to your employer.

Finally, take into account any long-term rewards like profit sharing, performance bonuses, raises, stock options, etc. that are part of your package. This gives you an idea of your Future Value.

Blending these three numbers gives you negotiation power. Instead of "Here's what I'd like," you can say, "Here's the range of what others are paid, and why I should be paid the top of the range." Negotiating Your Salary: How To Make a $1000 a Minute has more internet research resources for you.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on August 13, 2008 at 7:03 AM | Leave a Comment (0)

Nothing beats confidence when you're going after the job you want. You will need to project enthusiasm, answer questions and ask questions of your own. Your listening ability and your show of interest in the company are important factors in getting you the job. It is especially important to convey your skill experience and willingness to do the job. Your aim is to establish your value to the company to your potential employer.

However, after months of preparation, getting your resume fine-tuned, answering ads, utilizing internet information, following up leads and networking with numerous people to find the right job for a job, one word can throw away thousands of dollars.

Believe it or not, the word is "Okay." It may be inexperience in dealing with salary negotiations, or just an anxious moment, that makes you say OK. Either way, blurting OK when a compensation offer is made can leave thousands of dollars on the table.

Consider what you might do instead. How about memorizing a one-word response that will work in every negotiating scenario?

Think of this as a riddle: What's a four-letter word that has no vowels, is not in the dictionary, and makes money every time you use it with negotiating precision? Give up?

The word is "Hmmm" - a single word that buys 30 seconds of silence. A 30-second pause really amps up the pressure on employers to offer more.

Many of my clients have said this is the one technique that has made them the maximum amount of money with the minimum amount of effort. All you need to do is shut up - harder for some than others, eh? But it's doable by anyone.

The move is called "The Flinch." It works in salary negotiations, raise negotiations, flea markets, used car sales, sewer repair bill - just about anywhere financial transactions take place. When you hear the other person's first offer, don't say OK. Say Hmmm.

Take some time to really ponder it. Check your gut - are you delighted? Neutral? disappointed? worried? Give yourself some time and in the seconds of silence the other person's offer will improve in some way.

Don't blabber. Be quiet. Let silence do its work.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on August 6, 2008 at 6:57 AM | Leave a Comment (0)

You got the offer. It's the right job for you. But it's not the money you expected. Now what?

• Thank the recruiter for the offer.


• Be sure to understand the different components of the offer. Is there potential for a bonus? Are benefits- like health insurance- included?


• Research what this type of job pays by logging onto www.salary.com or the Occupational Outlook Handbook www.bls.gov/oco.


• Understand your priorities: how much do you need to pay your bills? What is the absolute minimum you can accept? Career growth opportunities can be more important in the long run than extra cash up front.


• If you choose to ask for more money, be professional and polite. Remember: you both want the same thing!


• Keep in mind that some things are negotiable and some things aren't. For example, if you are joining a large training program, they may not be able to give you more money for fear of discrimination but maybe they can give you more vacation time.

Finally, go back to the reasons you want that job. Only you can decide if a lower salary is worth it to you.

Article by, Susan Kennedy, career counselor for college graduates and young professionals

Posted by Candice Arnold on August 5, 2008 at 3:00 PM | Leave a Comment (0)

Employers want know your most recent salary for one main reason: to screen you out. When faced with a lot of applicants they use the salary as a quick shorthand way of assessing the fit and narrowing down the list. They will want you to "go first" in the compensation discussions, and they'll ask you to reveal your expectations or salary history. Going first is "sacred ground." Don't give it up or you can get screened.

Is it ever in your interest to get screened? If you're qualified for the job, (or if you think the job can be altered to fit you), no! Your first objectives are to discern whether this job is a fit for you and to establish what you can do for your employer.

Once they're serious, let them make the first move. That way you lock in an offer and you've got the job -- and you can negotiate from that place of security. Let them offer you the job and raise the question of salary.

If you go first, you'll be either too high, too low, or just within their range. But since you won't know ahead of time which of those three numbers applies to you, you can lose the offer by coming in too high or too low.

You can also leave money on the table if you're too low or within the range, so usually the best strategy is to let them go first. That way, you know you have an offer, and you have a solid base to negotiate from. Two exceptions.

• Exception 1: Above I said that employers use salary as a screening tool. If you have already passed the screening and if you've gotten to the point where they definitely want you, not your competitors, you can "keep holy the first place" by naming a figure first. In other words, if you have the job locked up, then going first with a high number can act as a magnet and pull their offer up higher without risk of getting them upset and moving to the next candidate in line.


Looked at another way, the going-first place offers either safety or momentum. If it's the safety/secure-ness of the offer if that's most important, let them go first because if they go first you have an offer, it's secure.

Letting them go first gives you security; you going first can give you momentum to a higher salary, if that's your priority. Going first with your top number will act like a magnet, pulling up the employers offer. It's easier to negotiate down from a high number than to push up from a low number.

• Exception 2: Also, this rule does NOT apply to conversations with a headhunter. You score "Candidness Points" with third party recruiters for disclosing all accurately. Try to get their estimate of your market first, though, so you know where you stand; then fill them in on your salary history and expectations.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on July 30, 2008 at 6:50 AM | Leave a Comment (0)

Oops, I already told the interviewer what I am making. Now what?

All is not lost! Just because they know your current salary or salary expectations doesn't mean you can't negotiate for a fair market value.

Once you've broken the sound barrier, so to speak, on your salary, you at least have one advantage: no more tug-o-war between you and your potential employer about revealing salary.

If salary bumped you out of interviewing, it will be hard to gain reentry at all, and even if you do, it might be at the price of an informal pre-interview agreement that if chosen, you'll consider a pay cut.

If you're still in the running, however, your "disclosed" circumstances make it doubly important to do your research well. In this case, you don't need to address salary again until there's an offer. At that point use researched facts, not your past salary, to substantiate your salary request.

When they've decided on YOU, that is, when they're making you the offer, not your competitor(s), then it's time to make the move away from the number you disclosed to your ideal compensation. Don't let your past salary be the starting point for negotiations. Let your own satisfaction and joy of receiving great pay be the motivating force behind you at this point.

Remember that what you negotiate now is what you'll live with for a long time. A minute or two here can engender months and months of satisfaction - or the opposite if you miss this opportunity. Let's assume they've made an offer. What do you say?

Respond with: "I know I've discussed my [current] salary / salary expectations. I want to make sure from this point forward that we're looking for a compensation package that is not just a 'raise' from my previous job, but rather a motivating, fair, value-based salary we will both be satisfied with. Can we agree on that principle?"

You'll find 15 phrases to help you prevent spilling the beans in the Negotiating Your Salary: How To Make a $1000 a Minute.

Once you have your agreement on that, then follow the rest of the Ten Salary Negotiation Commandments.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on July 23, 2008 at 6:46 AM | Leave a Comment (0)

There is one, and only one, time to discuss salary in any detail: when they say they're ready to make you an offer.

What if the employer asks about it before they're ready to hire you?

You'll feel like answering because we are all rewarded in school for answering questions. We eagerly raise our hand and offer whatever information we can. But in Salary Negotiations, if you give the "right" (factual) answer, you'll often be giving the "wrong" answer - the answer that costs you money.

Why wrong? The usual outcome of talking too soon about salary is that you get screened out, or you get screened in but low-balled.

Until you know you're on the short list, it is advantageous to delay disclosing your salary expectations.

• At the start of the interview process you don't have enough information to know what the job's worth or what its potential could be. You could end up agreeing up front for a smaller salary than the job is worth.
• Later on, it's still a strategic error, because you could lose out to a "cheaper" candidate and never know it was your salary number that knocked you out of the running.

So, wait until they're serious about you. And when are you sure they're serious? When they make you an offer.

Postponing without upsetting your interviewer requires tact. To put off answering the salary expectations question, you'll need your own personalized phrase. Something you can say with confidence and that sounds like you. Having that statement well prepared and rehearsed can gain you thousands of dollars.

For complete details on the strategy described in this article see Salary-Making Rule 1 in my book, Negotiating Your Salary: How To Make a $1000 a Minute. You will find this strategy and four other critical Salary-Making Rules there.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on July 16, 2008 at 9:52 AM | Leave a Comment (0)

In Salary.com's 2006/2007 Employee Job Satisfaction and Retention Survey (from last year but still relevant), half of people who said they were looking for a new job were doing so because they felt they were underpaid. It's the money, honey!

The question is, how do you decide if you're not getting the compensation you deserve?

You can use Internet searches (Salary.com is a start) but it's harder than it seems. Some tips:

1. Use job descriptions, not job titles, to compare your salary. A lot of titles don't accurately reflect the job. Sometimes a boss gives you a title that makes you sound more important than maybe you really are (yes, it's true!-they do this to

   (a) make you happier and
   (b) make you more credible to clients).

   A title that is more important-sounding than the job makes you look underpaid.

2. If you work for a small company, compare your salary to similar jobs at other small companies. If you work for a large corporation, look at what people like you are getting paid at other large corporations. Don't compare your small-company paycheck to what your colleagues at the big companies get. It will only make you crazy.
3. Similarly, if you live in the Midwest, compare your salary to other jobs in the Midwest. If you live in New York City, compare yourself to other jobs in NYC or other big expensive areas. And so on.
4. Experience counts. If you've worked at a position for two years, you should count on earning less than someone doing the same work but who's been doing it for ten years.
5. So does education. If you have four-year degree, compare yourself to other college grads. Same goes for master's and Ph.Ds.

Do all this and you may find out you're actually overpaid. It can happen. Salary.com did a big analysis of their survey and found out that of their respondents, 22% were underpaid, 15% were overpaid, and 33% were paid just about what was fair.

By: Karen Burns, Working Girl, Working Girl

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on April 1, 2008 at 2:15 PM | Leave a Comment (0)