#BestofFSCBlog – Over 30K REads! Complete #SalaryNegotiations Toolkit – How to Negotiate Your Salary. Best One Stop Read!

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Everything You Need to Get the Salary You Deserve

Negotiating a better salary is something that everyone should be focused on.

No matter when the last time you negotiated for a better salary was, the time will come again when the value of work you do is not reflected in the compensation you receive for that work.

When this time comes, it’s important to approach the issue objectively, build an evidence-based case for your desired salary and negotiate for this salary.

This guide will cover thebasics of salary negotiations, how to find out your objective value from job market data, best practices for salary negotiations, how to negotiate a raise and what you should do after a salary negotiation.

What are Salary Negotiations?

Salary negotiations are discussions between yourself and a representative of your current or prospective company that aim to help you secure a higher salary.

It doesn’t matter if you’re a long-time employee or a new hire: if you feel that your salary isn’t enough, you should feel empowered to negotiate in order to get what you deserve.

When you decide that you want to negotiate for a better salary, be prepared to:

  • Build your case: You will need to prove that you are worth investing in, with specific examples of value you’ve given to employers in your career.
  • Face some resistance: Even air-tight cases for a salary increase can face resistance, so be prepared to answer questions, especially, “Why do you deserve this salary?”
  • Strike a Balance Between Firm and Flexible: Your salary negotiations won’t go well if you refuse to give any ground or say “yes” to a minimal salary increase. Be prepared to go back-and-forth during negotiations and be sure that any compromise reached is acceptable. 

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Why It’s Important to Negotiate your Salary

It’s important to understand that negotiating your salary is a perfectly normal part of the employment process and that getting the salary you deserve is part of advancing in your career.

Your salary is more than a deposit to your bank account: it’s how your company shows you that they appreciate your work and value you and your skills.

Your salary is also how your company supports your work-life balance, with career development, work flexibility and health-related perks.

Negotiating for some of these perks will help you to get the complete salary and benefits package you need:

  • University Tuition Reimbursement: College tuition is only getting more expensive, and negotiating for tuition reimbursement is highly appealing for people who want to continue their education.
  • Training, Professional Development + Certifications: Not every company offers effective professional development and/or certification programs, and career-minded professionals should be sure to negotiate for professional development resources.
  • Mentoring + Coaching: This perk is nearly priceless because it can lead to both professional growth and growth of interpersonal relationships with talented leaders in the company.
  • Childcare: The costs and time requirements of childcare add up quickly, and negotiating for childcare is a great way for parents to secure a better working arrangement.
  • Health + Fitness: Other than medical and/or dental insurance, negotiating for health and fitness benefits (such as fitness stipends, healthcare/dental coverage, etc.) can add value to your bottom line.
  • Flexibility:Being able to work from home, work while traveling or work on a different schedule can be more attractive to some people than a higher salary.

While dollar signs definitely matter when negotiating your salary, these forms of compensation that should be considered before taking a new offer or re-signing on a dotted line.

How to Find Out What You’re Worth

Before you go into a salary negotiation, it’s crucial that you find out, objectively, how much someone in your position, with your experience and in your location, should be paid.

Salaries range greatly by industry, seniority, and geography, and getting the salary you want will depend on asking for a realistic compensation package.

Define Your Range and Do Online Research

First, you need to find out what people in your position, with your level of experience, are making in your area.

Being an office manager in Topeka, Kansas, for instance, yields a different average salary than being an office manager in San Francisco does.

To get a sense of what the ballpark salary is for your job title, a simple search on Glassdoor’s salary search tool will give you baseline information.

Know Your Worth

After researching the compensation range for the job, the next step is comparing the average compensation with your market worth.

Use Glassdoor’s Know Your Worth™ tool, which gives you a personalized estimated market value, what others in your field are being paid, and available job listings.

Once you have a ballpark for your market worth, you’ll be able to compare that with what the average salary for the position you’re vying for is. Plus, many job openings on Glassdoor will reveal a salary estimate which shows you how much a role could pay before you even apply.

For instance, if you see the compensation rage for web developers in your area is 67,000-114,000 and your personalized estimate is 75,000, your realistic salary range is between 70,000 and 80,000.  

Salary Negotiation Tips

Salary negotiation doesn’t have to feel uncertain or intimidating.

As long as you’ve done research to learn a realistic salary range to ask for and have a plan in place for navigating the negotiation, there’s nothing to worry about.

Following these tips will also help you to have effective salary negotiations.

  • Have a salary range rather than a single figure: When pressed for your salary requirements, you should always be sure to offer a range based on what others in the field are earning, rather than a single fixed number, says Karen Lawson, founder and president of Lawson Consulting Group, Inc., a Pa.-based Management and organizational development consulting firm. Having an acceptable salary range helps you to negotiate and find compromise more easily.
  • Don’t Sell Yourself Short: One common mistake when talking about previous salary is forgetting to include benefits as part of your total compensation, says author Don Hurzeler. For example, if you are earning $100,000 a year with a 20% bonus plus health, dental and other incidental benefits, you should answer the question by saying, “$120,000 plus generous benefits.”
  • Practice your pitch at least once before the actual negotiation:Find someone to listen to your proposal for a salary increase, so you can feel the cadence of your speaking points out loud in a conversational setting. Much of a successful negotiation boils down to feeling comfortable and practiced.
  • Be gracious: If you’re at all worried about coming across as demanding or ungrateful, there’s a very simple solution to that: be gracious. No matter the outcome, be understanding, appreciative, and thankful for the opportunity.
  • Be confident in your delivery:It’s extremely important to put on your game face when the moment comes for negotiation.Bring confidence to the delivery of your pitch and in the negotiations that follow.
  • Avoid accepting the first offer: If you need time to evaluate an offer, say so. Schedule your next meeting 24-48 hours out and come back with your counteroffer.
  • Understand your leverage: Your negotiating power will vary depending on your current employment situation. For example, if you are unemployed and applying for work, expect to earn approximately what your old salary was or slightly less, says author Don Hurzeler.

Asking these questions will also help during salary negotiations for a new or current job:

  1. “Can I negotiate this offer?” Make sure to start off by asking if the offer is negotiable in the first place. 
  2. “Besides the base pay, what other benefits are negotiable?” This can include medical insurance, support for education and training, paid leave, vacation time, moving expenses, and 401(k) contributions, just to name a few.
  3. “How did you calculate this number?” By asking this question, you’ll be able to see if the number you’re being offered is a hard cap or a potential springboard for negation.
  4. “What’s the outlook for salary raises or promotions?” Whether or not your salary offer is negotiable, it’s important to know whatthe future potential is for a raise or promotion.
  5. “What metrics do you use to evaluate the success of employees?” This is an important follow-up question to ask in salary negotiations and, if you end up working for the company, this information will help the next time you’re back at the negotiating table.
  6. “Can I get the salary offer in writing?” Verbally settling on a negotiation in your favor is great, but it doesn’t mean anything until it’s on paper.

How to Negotiate a Raise

Even if your manager understands the value you’re adding to your company, it doesn’t mean they’ll proactively offer you a raise — you have to prove your case for a raise just as surely as you have to prove your case for a higher starting salary at a new job.  

Leverage internal moves

A new role in your company provides a great negotiation opportunity. If you are considering a promotion or new job with your current employer, don’t buy the argument that management’s hands are tied and pay growth is capped.

Use market data to lay out what it would cost the company to try and hire off the street, and ask for it. You will likely find resistance, but be firm in your stance.

Choose your moment

Maybe it has been a while since your last pay increase, but you still need to pick a good time to negotiate for a raise if you’re serious about getting it.

A great time to bring up the subject of a raise is when you know your manager is impressed with your performance and/or in a good mood.

Be firm and persuasive when stating your case

Confidence and persuasiveness are essential for successfully negotiating a raise.

What to Do After a Salary Negotiation

Whether you’ve just negotiated successfully or unsuccessfully, it’s important to already start thinking about the next salary negotiation so you can set yourself up for success.  

Your responsibilities will increase

If your salary increase also came with a new job title, that’s more of a promotion than a salary negotiation. But even if you still have the same job, your responsibilities still might increase if you were given a pay raise. Since you stepped up and showed your worth, you’ll have to prove you were right about deserving more pay.

Your boss expects more out of you now, whether your higher salary came with changes to your responsibilities or not, and exceeding their raised expectations is important for getting that next raise or promotion.

If you didn’t get something in writing, make sure you get a letter or e-mail from your boss with the details of the new role outlining what they expect from you. Most importantly, make sure you know when your job changes — whether it’s immediately, or at the start of the next quarter.

Your boss will have more respect for you

As you go back to work post-negotiation, you might find your boss trusting you more or asking for your input on bigger decisions. Moreover, after they’ve seen the kind of confidence you have and how you view your work performance at the company, they will likely have greater respect for you.

Salary negotiations can be tough and nervewracking, but when you have a successful discussion, it sends at least two positive messages to your boss. The first is that you have plans to stick around at the company for a while, which is a good sign to any leader. The second is that you’re someone who is focused on the value of the work that they do and your boss will respect that directness and negotiation prowess.

You’re not done negotiating

After a salary negotiation, it’s important to know that it wasn’t the last. Your job might become harder if you end up taking on new responsibilities, or you might find yourself with a promotion next year.

A lot can happen in the next year or two, so it’s important to consistently make sure that you’re being paid fairly for the amount of work you’re doing.

Learn More!

 

GlassDoor.com | August 22, 2019 | GlassDoor Team

 

#CareerAdvice : #AgeDiscrimination – Overqualified Job Seekers Are Discriminated Against: Here’s How To Combat The Built-In Bias

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On Wednesday, the Wall Street Journal unveiled the tough challenges confronted by overqualified job seekers.  

The article builds upon a study conducted by university professors at Carnegie Mellon, Stanford and Johns Hopkins. Their research concludes, “The managers perceive highly capable candidates to have lower commitment to the organization than less capable, but adequate candidates and, as a result, penalize high-capability candidates in the hiring process.”

In addition to the pretentious manner in which the professors portray the results, outside of the ivory tower studies, the circumstances are even worse for overqualified candidates.When the résumé of an individual whose experience level far surpasses the role ends up on the desk of a hiring manager or human resources professional, they will ask either why this person wants the job and inquire what is up with this person.

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There is an inherent prejudice built in. The company representatives are highly suspect of why a person who has achieved such a high level of success, status and compensation is willing to take a step backwards. This is an anathema to most type-A corporate professionals. They are convinced there has to be something wrong—maybe the person flamed out, they reached their own level of incompetence or just want to coast.

There is an underlying resentment at work too. The company representatives are highly suspect of why a person who has achieved such a high level of success, status and compensation is willing to take a step backwards.  A manager and others in the hiring process will view these qualifications as a detriment. They will believe, without any tangible proof, that this type of candidate will be conceited, arrogant and difficult to work with. There is a tinge of petty jealousy involved and a perverse pleasure in denying someone who they perceive to have had an easy ride in life.

You would like to believe that when people hire they have the best interests of the company in mind. The reality is that they are more concerned about their own careers. If the manager is in her mid 30s and the job seeker is north of 45 years-old, she would rationally feel that all of the attention will be diverted to the older, more experienced person. At meetings, all heads will turn to him or her. They will ask the overqualified person all of the questions instead of the younger and less experienced manager. The staff may also turn to the person for advice, feeling that they have a wealth of practical and life experiences. The manager will be concerned about being pushed aside. She may believe that this is a ruse and the experienced person didn’t want to settle at all, but rather push her out of her job and take over.

There is also a direct correlation between experience and compensation. Although the over-experienced applicant may suggest that they’ll take less money, there is the concern that this attitude may quickly change. After embedding themselves in the job, taking on important responsibilities and becoming an integral part of the company, there is a fear that the person will then push for more money and a higher title—now that he has leverage. In an uncomfortable spot, management may have no choice other than to acquiesce or risk a now-valued person leaving. If a raise or promotion is offered, the others in the groups will feel misled and betrayed by the person.

WSJ touches on another hot-button issue—ageism. I have corresponded with many corporate professionals, between the ages of 30 and 50 years-old, who have been downsized. Various reasons were given for the layoff, but they all suspect that their age and compensation is the root cause. They are all having a very difficult time finding new comparable jobs. I have also noticed a strong trend of companies seeking out younger employees who ask for far less money compared to their older counterparts.

Another related trend is the movement of jobs to lower-cost cities or countries. When this happens, there are less relevant available jobs for experienced professionals. When they do arise, it’s a simple question for the company: do we hire an overqualified person in New York City—which is very costly when you factor in real estate costs, insurance and other benefits—or do we simply fill the position with a younger person in Salt Lake City or Jacksonville, Florida. To save even more money, they’ll even consider Poland or India.

There is another bias. Some people believe that if you are overqualified (which usually parallels with age), the person will act like a know-it-all, not work as hard, complain about how poorly things are run and what he’d differently, have an unpleasant authoritarian demeanor, talk down to junior counterparts and not fit into the corporate culture. This is a form of prejudice that is out in the open and accepted by many.

As raised in WSJ, there is a perceived risk that the overqualified person is settling for a temporary job until a better one is found. Once a more suitable role is procured, the person will immediately leave for more money and a higher title.

If you are in this situation, here’s what you need to do.

Go into the interview knowing that there will be an inherent bias and suspicion. When it arises, you won’t be caught off guard. Before the interviewer asks the question, tell them about what happened with your last job and why you want this role. You should be very transparent, even if it’s uncomfortable to do so. If you don’t have a tight, honest and compelling narrative, they’ll assume the worst.

In your words and actions, show them that you are a team player and work well with others. Demonstrate enthusiasm and motivation to counteract any preconceived notions. Ensure that you are empathetic, listen attentively and show respect and deference to the interviewers. Assure them that this is not a port-in-the-storm job and that you are there for the long haul.

Sadly, you won’t be offered the same remuneration and title that you previously enjoyed when you take on a lesser role. It’s unfortunate that an overqualified person needs to bend over backwards for the interviewers. However, that is what’s needed when you’re up against intrinsic, negative stereotypes. Don’t despair; this often happens in people’s careers. View this as an opportunity to regroup, learn new skills, make fresh connections and as a foundation to build upon for future success.

Author: Jack Kelly

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…

Forbes.com | August 21, 2019

#CareerAdvice : Why Being Nice isn’t Always Good for #YourCareer . Interesting REad!

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Being considered nice is, well, nice, but it can come with a cost at work. Prioritizing niceness often means not being honest or critical, and sometimes that can hurt the company or your career in the long run.

If you’re concerned with being nice, however, you’re not alone. In a study of 1,000 full-time employees across the U.S. by the leadership development and training company Fierce, 63% of respondents said they’ve chosen not to share a concern or negative feedback at work because they didn’t want to seem combative, uncooperative, or be viewed in a negative light.

Respondents said it’s important to be considered nice by their coworkers for these top three reasons:

  1. They find work is more enjoyable when they get along with their colleagues.
  2. It makes it easier to get things done.
  3. They will get more interesting work/more opportunities if people like working with them.

“It’s human nature to want people to like you,” says Stacey Engle, president of Fierce. “From the time we’re young, we’re trained to be nice, which means we’re trained to be ineffective in conversations. The saying, ‘If you have nothing nice to say, don’t say anything at all’ can get in the way if you don’t have communication skills to engage in important challenges and opportunities.”

The missing point is that being nice also means raising issues, Engle continues. “Oftentimes we’re fearful or don’t have the skills, so we tiptoe around issues,” she says. “That needs to shift.”

NICENESS COMES WITH A COST

Being nice can eventually lead to personal unhappiness in several instances. For example, a manager may avoid confronting an employee on their disruptive behavior, either ignoring it or pushing it off on the HR department.

“Sometimes people want to sugarcoat a message about someone’s behavior that needs to change,” says Engle. “This can be extremely time-consuming. A lot of time is spent pulling others into the toxicity versus someone saying, ‘Look, John, this is what I’ve noticed. Talk with me more about this.’ Engage in real issues versus circumventing them.”

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CREATING A CULTURE OF COMMUNICATION

Honest conversations aren’t easy, but companies can create a culture in which they are the norm. One of most important ways to do this is for leaders to model the behavior they want to see, and be open to perspectives that are different than your own, says Engle.

“Some employees don’t speak up because they’ve made up a story in their head that the other person isn’t willing to hear what they have to say,” she says. “If they don’t see the behavior being modeled, it confirms their bias.”

Modeling behavior is especially important for female leaders. The study found that when it comes to negative feedback, 56% of men and 69% of women opted not to share.

“It’s not a giant spread, but it is a big one,” says Engle. “We need women modeling and helping others build the skill set. The goal is to create a collaborative environment.”

Managers may have to directly ask for honest feedback. In the study, respondents said they were least comfortable sharing concerns and negative feedback in one-on-one meetings with their boss, company leadership, or colleagues.

Make time to have deeper levels of conversation with direct reports, suggests Engle. “Ask them what they think gets in the way of talking about real issues here,” she says. “Let them know that you want to hear their real perspective.”

Reframe what “nice” really means. “Is it nice that we beat around a topic, or is the right thing to do [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”][what’s] best for everyone?” asks Engle. “You can be respectful and demonstrate good intentions not knowing what the ending looks like. The fact that we don’t engage at all, however, can be the source of our biggest pains.”

 

FastCompany.com | August 21, 2019 | STEPHANIE VOZZA

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#CareerAdvice : This is What to Say (and What Not to Say) during Any #SalaryNegotiation . A Two(2) Min #MustRead !

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No one ever taught me about negotiating, and for the first several years of my career, I was so happy to get any job offer. When the hiring manager stated the salary, I simply said, “Okay, thank you.” The idea that I could ask for a higher number, and that my skills and talent were worth more than the company’s initial offer, never crossed my mind.

But no matter how you frame the conversation, there is a lot of potential for missteps, which is why on the new episode of Secrets of the Most Productive People, we break down exactly what to say to best position your ask and the common minefields to avoid (hint: don’t mention how expensive your rent is, or that your coworker makes more).

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In the meantime, here are three quick tips to have a successful salary negotiation:

1. Do your homework. This might sound like an obvious tip, but without preparation, you have a very small chance of success. Look at salary guides from sites like Glassdoor and PayScale , and make sure you take geography into account. Of course, the ideal step would be to find out what others with your position and levels of experience are earning in your company and figure out your number from there. But if that’s not an option, make sure to reach out to industry associations in your city because they’ll have an accurate idea of what a fair market rate would be.

2. Find your point of differentiation, and focus on how that will benefit the company. If the company has provided you an offer, chances are they saw something in you that set you apart from other candidates. You can frame your negotiation by expressing how a higher salary can help you bring more value to the company and what you’re excited to accomplish. That’s likely to get a hiring manager on your side.

3. Don’t forget other forms of compensation. Whether it be more vacations, conference budgets, or transportation costs, think about what else you can ask for to increase your overall compensation. After all, your salary is just one part of it. And if you’re really stuck, don’t forget to set a timeline and action steps with your hiring manager on the next steps that you should take to talk about when an appropriate time for a raise may be.

You can find the episode on Apple Podcasts, Google Play, Stitcher, Spotify, RadioPublic, or wherever you get your podcasts.

ABOUT THE AUTHOR

Kathleen Davis is Deputy Editor at FastCompany.com. Previously, she has worked as an editor at Entrepreneur.com, WomansDay.com and Popular Photography magazine.

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FastCompany.com | August 21, 2019

#CareerAdvice : 21 #MotivationalQuotes For Your #JobSearch Or #CareerChange . A #MustRead !

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Feeling depressed, defeated and down about your job search or career change is not uncommon. We’ve all likely experienced some form of unhappiness at work. Shawn Anchor delivers one of the most popular TED talks on the subject of happiness. As a positive psychology expert, he’s found that success at work is partly due to a positive mindset. According to Shawn’s research, 90% of our long-term happiness depends on how our brain processes events. Yet much of the time, we focus on what’s actually going on at work or in our careers.

Individuals in my coaching programs are often motivated and experience a change in mindset by things like words of affirmation. According to the book, The Five Love Languages by Gary Chapman, if you value words of affirmation, you tend to express and like to receive affection through spoken affection, praise or appreciation. Tia Walker, in the book The Inspired Caregiver, says, “Affirmations are our mental vitamins, providing the supplementary positive thoughts we need to balance the barrage of negative events and thoughts we experience daily.”

Stress can be a result of negative events or thoughts, and there’s no denying that the workplace is a leading cause of stress. The quotes below are categorized into things I often find myself talking about when discussing career changes and strategizing one’s job search. 

 

Getting out of your comfort zone

“Risk something or forever sit with your dreams.” — Herb Brooks

“Do not be too timid and squeamish about your actions. All life is an experiment.”—Ralph Waldo Emerson

“If opportunity doesn’t knock, build a door.” — Milton Berle

“Begin somewhere. You cannot build a reputation on what you intend to do.”—Liz Smith

“Opportunities don’t happen, you create them.” — Chris Grosser

“If it scares you, it might be a good thing to try.” – Seth Godin

 

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Building a positive mindset

“Don’t limit yourself. Many people limit themselves to what they think they can do. You can go as far as you mind lets you. What you believe you can achieve.” – Mary Kay Ash

“Getting fired is nature’s way of telling you that you had the wrong job in the first place.” – Hal Lancaster

“Make sure your worst enemy doesn’t live between your two ears.” – Laird Hamilton

Overcoming fear

“Everything you’ve ever wanted is on the other side of fear.” — George Addair

“The important thing is not being afraid to take a chance. Remember, the greatest failure is to not try. Once you find something you love to do, be the best at doing it.” – Debbi Fields

“I learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear.” – Nelson Mandela

“Failure is only the opportunity more intelligently to begin again.” – Henry Ford

 

Building resilience

“When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.” — Henry Ford

“To succeed… You need to find something to hold on to, something to motivate you, something to inspire you.” – Tony Dorsett

“Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” — Thomas A. Edison

Finding a career that fits with your capabilities, skills, lifestyle and values

“The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.” — Steve Jobs

“Your career is like a garden. It can hold an assortment of life’s energy that yields a bounty for you. You do not need to grow just one thing in your garden. You do not need to do just one thing in your career.”—Jennifer Ritchie Payette

“No one can discover you until you do. Exploit your talents, skills and strengths and make the world sit up and take notice.”—Rob Liano

“People who are unable to motivate themselves must be content with mediocrity, no matter how impressive their other talents.” – Andrew Carnegie

“There is no passion for being found in playing small — in settling for a life that is less than you are capable of living.” — Nelson Mandela

 

Whenever you feel down, take comfort in the fact that your situation is only temporary. Be intentional about your career growth and come up with a plan.

Rachel Montañez is a career coach and career development speaker. Find out more about her coaching here.

Follow me on Twitter or LinkedIn. Check out my website

Author: Rachel Montanez

I fell in love with the coaching industry at age 23 after working in Japan and South Korea. I help you achieve your career goals by drawing on my award-winning coaching …

Forbes.com | August 19, 2019

#CareerAdvice : #JobSearch -How to Respond to a Recruiter’s InMail on #LinkedIn . #MustRead !

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With a healthy labor market, record low unemployment and steady wage growth, U.S. job seekers are in the driver’s seat of their careers. Employers are eager to show you more than the basic job description. They are beefing up their employer branding, benefits, perks and insights into their company culture to attract you to their open jobs.

And one of the ways recruiters will reach out to you is via LinkedIn InMail.

InMail messages are private messages that allow recruiters, hiring managers and head hunters to contact you on LinkedIn without an introduction or contact information.

Receiving an InMail from a recruiter can make you feel special and in-demand, but like so many things in life, you only get one shot to make a great first impression. Sure, your profile and maybe your resume caught their eye on the social platform, but how you communicate when a recruiter reaches out to you is key.

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

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Seasoned recruiters have a keen eye and can spot red flags like dishonesty, misrepresentation and job seekers who are “wishy-washy” on whether they’d consider the opportunity. Therefore, whether you’re interested in the job or not, how you respond can speak volumes. Here are some tips on how to best respond to a recruiter’s InMail message.

If You’re Interested in the Opportunity:

Hi [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”][Recruiter name],

[Insert commonality or compliment here, such as, “Thank you for reaching out with this awesome opportunity” or “It’s great to connect with someone at XYZ company — I’ve admired your work]!”

I’m interested in [company’s] open [job title] role, would be interested in [hearing more about the opportunity, learning the specifics of the role, applying formally]. I’d love to get your thoughts on [your experience at the company, what the team is specifically looking for, why you felt I’d be a great fit]. Would you be open to [hopping on a call, answering 3-5 quick questions]? It would be so appreciated.

Thank you,

[Your name]

Why This Works: With this response, you show genuine interest in both the company and the role and show that you are proactive about suggesting next steps. Sure, it’s a job seekers’ market, but there’s no need to play hard to get. If you’re interested, then show it and don’t hesitate to share your interest and preferred mode of communication.

6 Things to Never Say to a Recruiter

If You’re On the Fence:

Hi [Recruiter name],

Thank you for your InMail.

I’m pretty happy in my current role at [Company name], but I’d be open to discussing this opportunity with you. This role and company look to have some exciting potential and I never turn down a chance to chat about [insert compelling aspect of the jobs/company/industry].

Would it be possible for us to connect via phone next week?

I look forward to speaking!

Best,

[Your name]

Why This Works: Sure you’re satisfied in your current job, but if you’re open to the right opportunity, this response allows you to be both honest about your current feelings and leaves room for the possibility of a new role. It signals to a recruiter that you’re open to being sold on the role and considering a new company.

How to Talk to a Recruiter

If You’re Interested in the Company, But Not the Role:

Hi [Name],

Thanks for reaching out to me for this role! I am actively exploring new opportunities, but would ideally like to find a position that would allow me to [work from home, expand on my marketing experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect! [Or include a sentence with a link to another job opening at the company.]

I’ve attached my resume for your review and can be reached directly at [your email address and/or phone number] moving forward.

Best,

[Your Name]

Why This Works: If your dream company reaches out to you for a role that’s less than ideal, get your foot in the door by sharing exactly what you’re looking for. Don’t be shy about telling them you’re interested in the company and use the introduction as a way to explore alternative opportunities.

How to Decline a Job Offer

If the Company & Role Are Not Interesting:

Hi [Name],

Thank you for your note about [insert job title]. While the role seems interesting and the work your company is doing is impressive, I really love the company I currently work for. That said, if I am looking to make a change in the future, I will certainly be in touch.

Thanks again,

[Your Name]

Why This Works: For the sake of your professional brand and to show common courtesy, do not just ignore the recruiter. Even if the opportunity isn’t a right fit now, being humble and thankful are important traits when turning a recruiter down. There’s no need to dwell on why you’re not interested, or to provide excuses. Be direct and clear with your position, and like any smart professional, leave room for continuing the relationship down the line.

If Your Dream Job & Company Present Themselves:

Hi [Name],

Thank you for your note. Based on your description of the role, it sounds like a great job and aligns with where I’d like to take my career. I’m eager to learn more.

As you may have seen on my profile [or resume], I have [number of years] experience in [field/industry]. I’ve been consistently committed to [specific goal, skill or trait the new job entails]. In my current role at [Name of current employer], I recently [impressive accomplishment that relates to the new job] and [add mention of management experience or soft skills.]

Could we discuss this opportunity in more detail? I’d welcome the opportunity to learn more about the role and share how my skills and experiences would benefit [Name of potential employer].

I’m available to talk by phone on [List of dates and times you’re available]. I look forward to speaking with you.

Best,
[Your name]

Why This Works: While you may be jumping up and down with excitement because your dream company and job appeared in your inbox, there are better ways to convey your excitement than by sending a response full of exclamation marks and smiley-face emojis. Demonstrate your enthusiasm for the role by responding with a carefully crafted note that reflects both your skills as well as your understanding of the company’s business needs. This combo will show the recruiter that you’re absolutely worth an initial interview.

Remember, when speaking with recruiters on any medium, here are a few general tips:
1. Spark their interest.
2. Be natural.
3. Be direct.
4. Share insight into your decision.
5. Customize your templates.

It’s easy to get overconfident when a recruiter reaches out to you, but it is very important to leave a positive impression in every interaction.

GlassDoor.com | | Posted by 

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#Leadership : Did We Just Get Proof Of Nick Saban’s #Leadership Style ? Great REad!

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There are four fundamental leadership styles: Pragmatist, Idealist, Steward and Diplomat. And as you can probably tell from the names, some are competitive, others collaborative and others structured.

But the toughest, and most intense, of these four leadership styles is the Pragmatist. Pragmatists have high standards, and they expect themselves, and their employees, to meet those standards. These leaders are driven, competitive, and they value hitting their goals above all else. They’re also hard-driving and often enjoy smashing through obstacles. Does that sound like a particular college football coach we all know?

Yesterday, Wall Street Journal reporter Laine Higgins published a piece titled “Nick Saban Wins National Titles. He Loses Assistant Coaches.” And her terrific reporting may have given us the most definitive proof yet that Alabama coach Nick Saban has a Pragmatist leadership style.

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

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Recounting what happened after their game in the College Football Playoff semifinal, she notes that even though Alabama won, almost immediately Saban was obsessing over the team’s mistakes. He leveled some especially tough feedback at co-offensive coordinator Michael Locksley. With Alabama leading by four touchdowns, Locksley called a risky play that failed. Higgins quotes Locksley as saying, “We punt one time and he’s calling it out. You’re not getting a bunch of pats on the back or ‘great jobs.’”

“You’re not getting a bunch of pats on the back” might be one of the signatures of the Pragmatist leadership style. Working for them is not for the faint-of-heart or thin-skinned, as there will often be more criticism than praise. If you want to know your own leadership style, take the test What’s Your Leadership Style?

If they’re so tough, why would people continue for work for Pragmatists? The opportunities to learn under the Pragmatist’s tutelage are typically second-to-none. The job can sometimes feel like an apprenticeship to a master artist or professor. Partly this is because many Pragmatists are really smart.

If a Pragmatist has been in their role for a while, and they’re still getting good results, it’s likely that their talent outweighs their toughness. A Pragmatist who is not getting good results will often lose their job because they lack the political capital (that comes from niceness, good relationships, etc.) to weather the failures. In other words, if you see a long-tenured Pragmatist, it’s often because they’ve been achieving great results in spite of their intensity (and even abrasiveness).

Higgins’ article identifies another phenomenon that’s common with the Pragmatist leadership style: high turnover. She notes that “for the second year in a row, seven of Saban’s deputies from the previous season’s staff, including both the offensive and defensive coordinators, left Alabama for coaching jobs elsewhere.” And those coaches are not eager to discuss their tenure working for Saban; thirteen of the fifteen assistant coaches that have left since 2015 either wouldn’t comment or wouldn’t respond to requests for comment.

Employees working for the Pragmatist are typically at higher risk of burnout and low employee engagement than those working for a leader with a Diplomat leadership style. It can tough for many to maintain the high-intensity environment typical of the Pragmatist and that can mean shorter employee tenures.

But the plus of this is that when employees quit working for the Pragmatist, they’re often well positioned to take higher-level positions somewhere else. And it’s because of the intense learning experiences that working for a supremely talented Pragmatist can provide.

One of my recent studies called If They’re Not Learning, You’re Not Leading found that intense learning experiences are in short supply for many employees, as only 35% of employees say that they’re Always learning something new at work. Meanwhile, 52% of employees are Never, Occasionally or Rarely learning new things. And as bad as that sounds, it’s even more serious; employees who are always learning new things are 10 times more likely to be inspired than those who are not.

Nick Saban’s success at Alabama is undeniable. And with this latest report, I’d argue that so too is his Pragmatist leadership style. He’s driven, competitive, and appears to value hitting his goals above all else. There aren’t lots of pats on the back, but there are lots of opportunities to learn from, and apprentice under, a master. And while he does lose a lot of assistant coaches, there are always going to be ambitious, driven people who are more than willing to log long workdays, absorb tough criticism, and give 100% effort if it means getting a chance to learn from Nick Saban.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Author: Mark Murphy

I’m the founder of www.LeadershipIQ.com, a New York Times bestselling author and I teach the leadership course What Great Managers Do Differently I am the author of…

Forbes.com | August 19, 2019

#CareerAdvice : #YourCareer – 3 Ways to Help Your Career as a Stay-at-Home Parent.

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Some parents choose to stay home for many years to raise kids. Others do so because the cost of childcare would pretty much wipe out any income they’d earn from their jobs. If you’re a stay-at-home parent, chances are that you’d like to get back into the workforce someday, whether it’s in a couple of months or several years. But going from stay-at-home parent to employee is easier said than done, especially if you maintain the former schedule for many years in a row.

In fact, you’ll often hear that the longer you stay out of the workforce, the harder it’ll be to break back in. And in a recent survey from FlexJobs, more than 50 percent of stay-at-home parents took a longer break from the workforce than expected.

If you’re worried that a temporary or extended stint as a stay-at-home parent might wreck your chances of ever being employed again, here are a few things you can do to make yourself a more viable job candidate when you are ready to start working again.

1. Stay in Touch

It’s hard to push yourself to stay connected with former colleagues and professional associates when their days are all about meetings and deadlines, and your routine revolves around watching kids and tending to the many peripheral needs that come with them (think food prep and constant laundry). Still, it’s important to stay in touch with those people because they’re the ones you’ll likely want to reach out to when the time comes to get back into the workforce.

Therefore, set some reminders on your calendar to send sporadic emails or make an effort to meet up with your old co-workers or managers for lunch or dinner every five or six months. It’ll go a long way when you’re ready to ask for their assistance in getting yourself hired.

How to Network Your Way to a New Job – Through Email

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

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2. Keep Boosting Your Skills

Keeping your skills current is one of the best things you can do to more easily find a job after taking an extended break from the workforce to raise kids. If you’re able to show prospective employers that you made an effort to stay on top of industry changes and rules, or that you took steps to avoid letting your skills lapse, it’ll send the message that you’re serious about your career and are capable of multitasking. (After all, it can’t be easy to do all of that while also caring for children.).

Continue reading up on industry trends and be sure to do what it takes to maintain your professional certifications. Doing so will most certainly be a nod in your favor down the line.

8 Certifications That Actually Impress Recruiters

3. Aim to Do a Little Work on the Side

There’s nothing like a glaring resume gap to lower your chances of getting hired after spending time as a stay-at-home parent. To avoid one, aim to do a little work on the side while you primarily focus on your kids, whether it’s freelancing in your former field or trying something new that you’ve always been interested in. Doing so will not only help your career, but bring in income at the same time.

There’s nothing wrong with taking time away from your career to focus on your family. But if you want to avoid issues breaking back into the workforce, be sure to make an effort to stay connected to your former colleagues, keep your skills updated and, if possible, do a small amount of work so you don’t have an absolute resume gap on your hands.

 

GlassDoor.com | | Posted by 

#Leadership : #WorkPlace – 3 Ways #Managers can Better Support #WorkingParents .

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Lately, I’ve been thinking a lot about how the workforce at large can better champion working parents. If you don’t have kids, it can be understandably difficult to empathize with the challenges that working parents may face.

As a mom to two kids under 10, I know these challenges firsthand. I remember what it’s like to be pregnant and feel sick all day at work. I can vividly recall how it felt to return to my job after maternity leave. Not only did I have to adjust to how things had changed, but I also had to find time to pump with back-to-back calls and meetings. I also know about the feelings of frustration that come with 6 p.m. meetings—the time when I’m supposed to be headed home to have dinner with my kids.

The challenges are real at work and at home. All parents, regardless of gender, are spending increasingly more time on childcare. Yet research shows that among heterosexual couples, women still take the bulk of household responsibilities. This becomes especially apparent when they have children, so women are often forced out to look for jobs with greater flexibility.

HOW WORKING PARENTS CAN HELP COMPANIES

So why don’t more companies provide an inclusive environment for working parents? The fact is, working parents add immense value to the workplace. People who have kids can offer different perspectives when it comes to problem-solving and teamwork. They might have more empathy for customers, or prior experience tackling an issue in a certain way. Parents can also help teach prioritization, which is especially useful for team members who struggle to establish a healthy work-life balance.

We can (and should) do a better job supporting and retaining working parents, and doing so starts from the top down. Here are three things any manager or leader can do to make a difference.

1. STOP PRETENDING THAT EVERYTHING IS PERFECT

Many people look up to their manager or a company leader and assume that person has it all together. What’s more, managers tend to want to shield their team away from personal problems.

But when leaders are transparent and open about the challenges they’re tackling at home or in their personal lives, others may feel encouraged to open up. Acknowledging difficulties helps people see that their career path won’t be impacted if they don’t have things in perfect order. In turn, parents will feel more comfortable bringing their authentic selves to work.

To lead by example, be open about your priorities. If you’re leaving to go to your kid’s soccer game, don’t try to hide it; instead, let your team know. If you’re having a tough week because you haven’t been able to find any time to yourself, be honest with the people you work with. They’ll thank you later when they find themselves in a similar situation and worry that they’re off their game. Being real invites others to do the same, and everyone benefits from it.

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

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2. ACTIVELY NURTURE A CULTURE OF TRANSPARENCY

Leading by example is important, but creating a culture of transparency requires everyone’s involvement. When I joined Opendoor, I had a conversation with our CEO, my manager, about the importance of time with my kids is in the evening. I set the expectation that I would be offline from 6-8 p.m. each night. As a result, he respects my boundaries, and I’m able to unplug with my kids.

Honest conversations like this are so important for managers to have with their direct reports. Here are a few questions every manager should have in their tool kit:

  • How can I support you as a working parent?
  • What’s important to you?
  • How can I help you find balance so that you bring your best self to work every day?

Nurturing a culture of transparency helps with inclusivity, too. One of the things I’m most proud of when it comes to Opendoor’s culture is our open-door policy for kids. Parents know that if childcare falls through or their kid is sick, they can bring them into the office.

When the teacher strikes shut down schools in Phoenix, we invited families that were impacted to bring their kids to work. We set up craft stations and ordered pizza to keep them occupied. We did the same thing in our San Francisco office when the wildfires impacted air quality so severely that schools closed for a bit. Because we have a kid-friendly work environment, people know a lot of employees’ children by name. This creates a lot more understanding and empathy when things do come up outside of work.

3. CREATE SPACE FOR IMPORTANT CONVERSATIONS

There are a lot of things people don’t understand about childbearing. For managers who aren’t parents, some of the conversations can feel especially uncomfortable. I’ve found that a lot of younger men tend to shy away from talking with their direct reports about their pregnancies or life as parents. As leaders, it’s your job to help managers understand how to discuss these things openly and with empathy. Here are some appropriate questions to ask:

  • How are you feeling?
  • Would you feel comfortable telling me if you need anything?
  • Do you need any adjustment in your schedule [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”][if possible]?
  • Is there any way I can be more supportive to you during this time?

Be prepared by thinking about how you can share updates with a direct report on parental leave while respecting their space and new life with a newborn. Think about their schedule returning to work, too: How can they block out time for pumping? Will they need flexible hours? Has anything happened within the company that impacts their day-to-day? Make sure that you lead these conversations with your reports.

Retaining parents should be at the top of every company’s list of priorities. When we arm our leaders and managers with the tools they need to foster better communication and transparency with their team members, we also arm working parents with the tools they need to thrive in the workplace. And when employees are thriving, it only benefits a company’s bottom line.

Author: Erica Galos Alioto is the Head of People and Development at Opendoor.

FastCompany.com | August 16, 2019

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#CareerAdvice : #YourCareer -5 Golden Rules For #CareerSuccess .

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According to Fractl, if you were to ask Millennials about their parents’ top career mistakes, they would say they had a poor work-life balance (30%).

A recent survey asked over 1,000 Millennials about their perceptions of success compared to their parents and identified the top career trends of each generation. Some interesting findings were:

  • Nearly 1 in 4 Millennials say their parents stayed with an employer too long, and 15% think they poorly negotiated salary and benefits
  • Despite being labeled as the burnout generation, Millennials say their parents’ biggest career mistakes are a poor work-life balance (30%)
  • 50% of Millennials say they’re more financially responsible than their parents

Roughly 30% of Millennials are influenced by their parents’ career mistakes. Learning from previous generations’ mistakes can help you get ahead in life. Here are the five golden rules of career success:

1. Negotiate your salary and benefits: It can feel intimidating to ask for a raise, but it can cost you a lot not to ask. As a job seeker, do not stop at the initial offer. Push past the uncomfortable feeling and go for more than what’s first offered. Practice with friends and family then have a talk with your manager where you confidently make the case for a salary increase. Don’t underestimate how significant even a 5% raise is.
2. Stay up to date on industry news and technology trends:  Across generations, nearly 1 in 4 people say their parents fell behind on either the skill set needed for their job, on technology, or both. Reading scholarly journals or news articles about your field can keep you up to date with any changes affecting your profession and can prepare you for them. In this digital age, advancements in technology impact nearly every profession. Be sure to stay current and learn how technology is shifting and figure out ways to adapt.

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

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3.  Further your education:  It’s safe to say that the more educated you become, the more career options and upward mobility you’ll open position yourself for. On your free time, attend seminars to further develop your skills. Ask to shadow someone at work who has the role you’d like to upgrade to. Volunteer for challenging tasks that will really solve problems for your company. These are only a few of the many ways you can continue your education beyond college.
4.   Network, network, network!:   Networking  is an increasingly important component of the workplace, and many career opportunities can come from the people you know. It’s not only a great career rule, but it also enriches your life on a personal level—with more knowledge and social activities. So the next time, you’re tempted to decline an invite, push yourself to step out of your comfort zone. Have lunch with your coworkers and get to know them better. Send cold emails and grab coffee with people you admire. Attend the annual company trip and start a conversation with the CEO. You’d be surprised how many great connections can come if you make an effort.
5. Prioritize work-life balance:  Turn  off your work notifications after leaving the office and carve out time for self-care —whatever it looks like for you. Whether it’s volunteering at a local homeless shelter, reading, or simply spending time alone to reflect on how you’re feeling, prioritize this as it’ll help you achieve a good work-life balance.
Author: Shelcy V. Joseph

I am what you could call a multipotentialite—someone with different passions and interests. I dabble in different things, but at the core of everything I do is creative …

Forbes.com | August 15, 2019