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Your #Career : Don’t Tell #Recruiters or the #HiringManger These Things If You Want The Job…These Phrases can Compromise your Chances of Getting a Competitive Offer.

April 27, 2018/in First Sun Blog/by First Sun Team

Put your best foot forward. How many times have you heard that popular refrain? Too many to count. However, when it comes to the job search process, many job seekers think that this advice only applies during the scheduled phone calls, interviews, and interactions with the hiring manager and your potential team. After all, isn’t the recruiter just the go-between, the person who arranges interviews and leases between candidate and boss? Wrong. The recruiter is a stakeholder and is an integral part of the hiring process. To overlook or underestimate his or her influence is a big mistake.

Every interaction with a potential employer should not only be professional and also dictate that you are purposeful and thoughtful about everything you say. Whether it’s just a quick text through Canvas or a phone call to discuss salary expectation, choose your words wisely to ensure your own success.

Here are six phrases that you should never say to a recruiter if you want a competitive job offer.

“I’LL TAKE ANYTHING (ANY ROLE AT YOUR COMPANY)”

Much like dating, the smell of desperation in the job search can be palpable. Whether the bills are piling up, your current gig is an absolute dead end, or whether this is your dream company, avoid telling a recruiter that you’ll “take anything” for a few key reasons:

You’re selling yourself and your skills short. You are talented, smart, and can contribute greatly.
You appear uninformed. Recruiters want well-researched, highly engaged, informed candidates to apply for jobs. This statement makes you appear as though you haven’t thought out the decision to apply to the company, or do not know how your career goals align with their objectives.
You are signaling that you will settle. Continuing with the dating analogy, job seekers who appear “thirsty” or desperate won’t command the attention or best treatment.

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“SURE, THAT SOUNDS LIKE A GOOD SALARY”

Never settle for the opening salary offer. Never. “A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication,” says Josh Doody, author of Fearless Salary Negotiation. “You’ll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because it’s so good.”

However, you should be prepared to negotiate your salary and know how much you could earn given your skills, education, and location by using Glassdoor’s Know Your Worth personal salary calculator.

Instead of blindly accepting their offer, do your research. Then, Doody says, “formulate a counteroffer to see how much you can improve it. The negotiation should end with the company saying “Yes” to you. Once they say “Yes” to you, or you run out of things to ask for, then you are finished negotiating.”

“MY PREVIOUS COMPANY WAS HORRIBLE”

Complaining about your last company is a big no-no. Barring some really unique circumstance, griping about your former boss, colleagues, or work environment can be detrimental to your interview process as well as your professional reputation.

Instead of making such a blunt statement, critically evaluate how you have navigated challenges on the job. Share with the recruiter how you have coped and actually thrived in spite of less than ideal circumstances. Just remember, trash talking is a no-no.

“MY FORMER BOSS WON’T GIVE ME A GOOD RECOMMENDATION BECAUSE HE/SHE WAS THREATENED BY ME”

While there may be truth to this statement, save it for your friends over drinks. Do not share this with a recruiter. When asked for a list of recommendations, rarely will a recruiter counter your list with a comment like, “Why didn’t you include your last boss?” References and recommendations should come from people who can speak to your accomplishments, successes, and positive work experiences. Glowing recommendations are a big part of putting your best foot forward.

However, recruiters aren’t likely to care about the less than savory relationship you had with your former boss. Nix the gossip. Offer up the best recommendations you can, and if you are questioned about the absence of your most recent boss in that bunch, simply reply, “The group of people I provided are best suited to speak to my accomplishments, work ethic, and abilities. I think they’ll provide you with a 360-degree view of why I’d be an excellent fit for this role.”

“I KNOW MY INTERVIEW IS TODAY, BUT CAN WE RESCHEDULE?”

Unless there has been a death in the family or a critical emergency, canceling an interview on the day of is tantamount to saying “I don’t really want this job and I don’t respect you or your time.”

If you need to adjust the time or you’re running late, be transparent. “Being late to an interview with no explanation or without emailing or calling ahead to say they are running late will knock out 99% of interviewees,” says Jamie Hichens, senior manager of talent acquisition at Glassdoor. “At the very least, if you’re running late, call and offer an ETA, an explanation, or an offer to reschedule. And remember to apologize for the inconvenience.”

“IT’S BEEN 3 WEEKS SINCE I APPLIED, I THOUGHT MY APPLICATION HAD FALLEN INTO THE BLACK HOLE”

Depending on the size of the company, job applications can receive hundreds or thousands of resumes per position. And while recruiters try to respond to everyone, sometimes it’s harder than job seekers may think. That’s no reason to be curt with a recruiter or make a passive-aggressive comment like this. Use your time with a recruiter wisely by focusing on the role, the company and your unique fit for both. Don’t waste time or diminish your chances of a positive interview experience by making snarky comments.

There are a few ways you can avoid the black hole. “With the increased use of online applicant tracking systems even among smaller companies, it means the recruiter or hiring manager may not see your resume unless you use just the right keywords,” says Mikaela Kiner, founder/CEO of UniquelyHR. “Referrals [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”][also] increase the likelihood that a recruiter will see your resume. If you don’t have a personal connection, use social media to find out who does. Don’t be embarrassed to ask someone to make an introduction on your behalf, people do this all the time. If you’re uncomfortable asking for favors, include an easy way for them to say no, like, ‘If you’re not comfortable connecting me, I completely understand.’”

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

FastCompany.com | April 27, 2018 | BY AMY ELISA JACKSON—GLASSDOOR 5 MINUTE READ

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Your #Career : What to Do About a #PayGap at Your #Workplace ….It Happens All the Time. Someone Who Has Just Been #Hired, or Hasn’t Worked for a Company for Very Long, Makes More Money than Someone Who has Been There for Many Years & Proven Themselves to Be a Valuable Employee.

April 13, 2018/in First Sun Blog/by First Sun Team

It happens all the time. Someone who has just been hired, or hasn’t worked for a company for very long, makes more money than someone who has been there for many years and proven themselves to be a valuable employee.

For instance, there are many instances where a male is going to earn more than a woman who has more training and experience. Have you found out that you are earning a lower salary than someone who is a more recent hire, or has less experience than you? If so, it may be time for you to look for ways to be able to do something about it.

Don’t Blame Co-Workers

First of all, you need to remember that it is not your co-worker’s fault that they are being paid more than you are. Yes, you can be angry, but it is never a good idea to confront a co-worker about their salary. All it does is cause both of you to feel uncomfortable, and it causes a lot of anger in the workplace. Instead of being angry at them, use the fact that they are earning more as a reason to ask for a raise.

One thing that you should never do is ask your co-workers what they earn. Unless you are making comparable salaries, someone is going to end up angry because they are being paid less than others. This can lead to conflict within the team, and a lack of productivity that is not going to help you get the raise you deserve.

Learn About the Equal Pay Act

If you are a woman, it is important that you know about the Equal Pay Act. This act prohibits employers from paying women less than their male counterparts when they have the same amount of experience. If you are not a woman but are a minority, you may be eligible for some form of protection. If you think that you are being discriminated based on age, gender, or disability, the best thing to do is to contact the US Equal Employment Opportunity Commission (EOCC).

Unfortunately, most other employees have no legislative coverage. If you are not in one of the above-mentioned groups, you will need to consider your situation and decide whether you should address the issue with your employer.

Do Your Research

Before you walk into your boss’ office and ask for a raise, do some research as to what you should be earning, based on your training, experience, years with the company, geographic location, etc. If you do know for a fact that some of your co-workers are earning more than you, this is good information to be able to arm yourself with. Of course, as mentioned, it is not a good idea to ask co-workers about their salaries.

Just because you shouldn’t ask co-workers about their salaries, it doesn’t mean that there aren’t other ways to find out. For instance, if you work for a university or a public company, some of the salaries are going to be public information. Or, there may be an association for your particular industry that offers surveys about salaries. It is a good idea to research salaries at least once annually.

Consider Your Approach

One of the most difficult things about asking for a raise is how to approach the situation in the first place. It is never a good idea to ask if the company is going through a transition period, as the money just isn’t going to be there. You also need to be able to gauge your employer’s mood. If you get them on a bad day, you aren’t likely to get what you ask for.

When you do decide to approach your employer, don’t go in making demands. That isn’t going to get you anywhere. It is better to negotiate. Tell them why you feel that you deserve a raise, and have confidence in your own value. This is going to get you a lot further than just going in and saying you want a raise, or else.

Negotiate for More Responsibility

It may be that you are being overlooked for a lot of big projects at work. If this is the case, instead of asking for a raise right away, try asking for more responsibility. “Ask to be put on the teams that are doing the big projects, or to do an extra project on your own. Ask if there are training opportunities, and if not, take outside courses and workshops to gain more skills and knowledge,” suggests training manager at IGotOffer.

If you are given the opportunities you seek, don’t waste them. If you are getting training, take in every ounce of information possible. If you are given bigger projects to work on, show them what you are really made of. These are the things that are going to put you in the running for a raise, or even a promotion.

Set a Deadline

What will you do if your employer says that they will give you a raise, but they never follow through on their promise? Or, what if the company just can’t afford to give you a raise at this time? You can only wait for so long before you are going to become even more disenchanted, and your work is going to suffer because you will stop caring.

It is important to set a deadline for what you want. For instance, if you have been working at your company for more than a year without a raise, you may need to decide that if you do not receive a raise within the next six months, this may not be the company for you.

Consider Your Options

If you are not getting the raise that you deserve, or other forms of compensation such as extra vacation time, a paid bonus, etc., it may be time to start considering other options. There are other companies out there that will value your experience and skills, and be willing to pay you the salary you truly deserve. Basically, if your current employer doesn’t see your value, find one who does.

Glassdoor.com | April 13, 2018 | Posted by Jane Hurst

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

April 10, 2018/in First Sun Blog/by First Sun Team

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

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

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

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

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

Situation #1: Prying During the Prescreen

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

Suggested Script:

Recruiter: What’s your current salary?

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

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

Recruiter: What’s your expected salary?

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

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

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

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

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

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

Situation #2: Savvy Counter Offering

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

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

Use “firm and neutral” language like this:

Suggested Script:

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

Or, if you had a competing offer:

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

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

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

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

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

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

Extra vacation time
Work from home
Signing bonus

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

Situation #3: Raises & Promotions

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

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

Suggested Email Script:

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

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

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

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

GlassDoor.com | April 9, 2018 | Posted by Eileen Hoenigman Meyer

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Your #Career : This Is The Right And Wrong Time To Ask For A #Raise …The Timing of the Ask Matters as Much as your Arguments.

April 9, 2018/in First Sun Blog/by First Sun Team

You work hard, but do you get paid enough for it? Knowing you’re underpaid is decidedly different from knowing when to ask for a raise. After all, timing is everything. You’ve probably heard someone say, “I’m going to ask for a raise, but I’m going to wait until I’ve been there for [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”][X] months.”

Everyone’s different, but the best time to ask often corresponds with a set period of time (annual review, anyone?). Still, if you’re feeling the burden of work without the money to match, waiting a full year may not be the right move. Fortunately, we’ve got some common time frames for you, complete with ways to determine the right window for you.

BEFORE THE JOB

Salary negotiation is a necessary element of the job search, and we hear over and over again that women never ask for enough when answering the dreaded “salary requirements” question. There are various rules you can apply here (the easiest I’ve heard recently: ask for 20% more than the first number that comes into your head), but what happens when you don’t get the salary you’re seeking during the offer phase?

This puts you in a unique position, where you can actually try asking for a “raise” before you’ve started. In your negotiations, you can counter by asking that after a three- or six-month probation period, you get a salary bump. Let’s say you were hoping for $60,000 a year and your potential employer offers $55,000. If you firmly believe that $60,000 is your bottom line, but love the job, ask if they’d be willing to raise the salary after three months. Ideally, aim to have this raise actually written into your salary letter so there are no shocking disappointments a few months from now.

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THREE MONTHS IN

Not the right time. Period. We say this for several reasons, the most obvious one being that it’s just too soon.

But something else you might not have considered: Even if your position’s done a complete 180 since you started, you still don’t know your company that well after three months on the job. Studies show that it can take anywhere from eight weeks to six months to really settle into a new position, so play wait and see for now. If your company and position really has changed that much in the last 90 days, who knows what will happen in the next few weeks?

If you ask for the raise now and do somehow manage to land it, you definitely won’t be able to ask for another one in three months. Given that your job has evolved this much already, chances are that you’ll find yourself with even more responsibility later on–and no way to ask for more money. Save your ask until you really know what you’re dealing with and can ensure that your salary bump is consistent with your increased workload.

SIX MONTHS IN

This is tricky but not impossible. On two separate occasions, I’ve asked for and received a raise at six months with no resistance. But here’s the thing: In both cases, I had a sense that I could ask and would likely win out. Why?

I started in junior positions knowing (or I guess, hoping) that I could make up for my lack of experience with my dogged dedication. I knew myself well enough to know that I’m quick on my feet and a fast learner. By month six in both jobs, I’d assumed twice as much responsibility, established strong relationships with my coworkers and bosses, and started taking the lead on projects with clients. My job description (and therefore, salary) no longer remotely matched my actual work–and so those raises came naturally with a title change. I’d proven myself, and honestly, they were afraid to lose me.

None of this changed how I behaved when I actually asked, though. I still outlined clear evidence to prove my worth, regardless of how clear it was to the parties involved. If your position has evolved well beyond what you were hired to do, and you know that you’re an essential and appreciated member of the team, it doesn’t hurt to try. Keep in mind that they may still say no. If so, ask if you can revisit the conversation at the year mark.

THE YEAR MARK

Ah, the classic. Since many companies have a formal annual review process, it often makes the most sense to ask for a raise during that meeting. Come prepared to present your case, but hold off until you’ve actually heard your boss’s feedback.

But be honest with yourself before asking. How well have you actually been doing? Just because you want more money doesn’t mean you’ve earned it, and the year mark is by no means a guaranteed salary hike.

A raise isn’t a reward for not getting fired. So if you’ve been treading water in your position for the last 365 days, know that you haven’t demonstrated that you’re ripe for a raise. And if you get hit with some mediocre or even negative feedback in the review, don’t ask. Focus on your own responsibilities and ask when you believe you’ve made some serious improvements to your work.

AT RANDOM

There are certain jobs where timing doesn’t matter as much as other elements, so you’ll need to ask when it feels right. If your job doesn’t have a formal review process, you may need to time your request more carefully, specifically after your boss gives you some positive, albeit informal, feedback. The same goes if your job is project-based. Let’s say you work at an ad agency and you blow it out of the water on a bigwig campaign, receiving recognition from your coworkers, your boss, and maybe even your boss’s boss. That’s prime time to consider pitching a raise (especially if this is the second or third successful campaign you’ve run this year). In these situational-based asks, let evidence be your guide. Walk in with a results-driven argument on why you deserve a reward.

In all cases, the key is to prepare your evidence before booking a meeting to discuss salary. Regardless of timing, you need to have your argument on lockdown.

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FastCompany.com | April 9, 2018 | KIT WARCHOL—CAREER CONTESSA 5 MINUTE READ

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Your #Career : 3 Signs It’s Time To Ask Your #Boss For That #Promotion …The Timing of your Ask is as Important as How you Ask. Here’s a Checklist to Know if the Moment is Ripe.

March 16, 2018/in First Sun Blog/by First Sun Team

You already know why you want a promotion: It will confirm what you’ve already accomplished in your role, validate your work and work ethic, and open paths for bigger and better projects. Ideally, it’ll also mean more pay.

But there’s a difference between wanting a promotion and being ready for it. In order to put your best foot forward with your manager, you need to be confident that the time is right. How can you ensure you’re not jumping the gun?

This three-part checklist can help you identify when you’re ready to make the most compelling pitch you possibly can.

1. YOU’VE BEEN DOING THE JOB YOU WANT TO BE PROMOTED TO FOR SIX MONTHS

This means you’ve been taking on more than what’s expected of your current role or level and performing well in that new scope. If you’re not sure where you stand, it’s a good time to have a check-in with your manager about her expectations for the level you’re hoping to reach, and the types of projects and impact you eventually want to make in a more senior role.

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2. YOUR WORK HAS HAD A VISIBLE IMPACT ON THE BUSINESS

It goes without saying that you should be making an impact at the team level, that’s part and parcel of your job. But the strongest cases for moving up a level at work rest on the contributions you make to projects that have a measurable impact on the business.

Looking at the work you’ve done in the past six months, identify the impact you’ve made for your team as well as for the business. That impact can be measurable (think revenue impact) or fuzzier (strategic impact)–so long as it’s visible and provable. For example, what part did you play to make sure that your team (and the company) met their sales target for the year? Did you propose a new idea to the higher-ups that they turned into company policy? To make your case, outline not just the business impact your work has driven, but also the alternate paths the team or company might have gone down without your work.

If you’re struggling to identify how your work fits into big-picture company goals, you might need to postpone your promotion request and instead work with your manager on a strategy to make your work more impactful.

3. YOU’VE MADE PROGRESS ON PREVIOUSLY IDENTIFIED DEVELOPMENT AREAS

If you’ve been in your role for at least six months, you should have gotten feedback by now on what you can to do improve. (If you haven’t, you should drop everything and ask for feedback now.) Have you made progress in the development areas your manager raised to you? Are some of these areas prerequisites for getting to the next level? If you’re excelling in them, it’s a great sign that now’s the time to make your case for a promotion.

Nodded your head to all these scenarios? You’re almost ready. Before approaching your manager, make sure you’ve gathered comprehensive documentation of your progress and performance. This should include specifics. Come armed with plenty of examples of how you’ve exceeded expectations, the measurable impact you’ve had on the business, and the progress you’ve made in the last six months.

At the same time, you’ll want to keep an open mind: Your manager will inevitably have a different perspective on your performance, impact, and progress. So take the time to compare notes in good faith and respectfully advocate for yourself. If you disagree, don’t be afraid to push back politely with concrete examples of your progress. By the end of the conversation, you and your boss should be able to arrive at a game plan you both feel comfortable with.

And yes, that may mean accepting a “not yet” to your promotion request. But you’ve at least laid out a reasonable timetable for getting to the next level.

FastCompany.com | March 16, 2018 | BY XIMENA VENGOECHEA 3 MINUTE READ

Tag Archive for: salary

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“MY PREVIOUS COMPANY WAS HORRIBLE”

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Don’t Blame Co-Workers

Learn About the Equal Pay Act

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Negotiate for More Responsibility

Set a Deadline

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Situation #1: Prying During the Prescreen

Suggested Script:

Situation #2: Savvy Counter Offering

Suggested Script:

Situation #3: Raises & Promotions

Suggested Email Script:

BEFORE THE JOB

THREE MONTHS IN

SIX MONTHS IN

THE YEAR MARK

AT RANDOM

1. YOU’VE BEEN DOING THE JOB YOU WANT TO BE PROMOTED TO FOR SIX MONTHS

2. YOUR WORK HAS HAD A VISIBLE IMPACT ON THE BUSINESS

3. YOU’VE MADE PROGRESS ON PREVIOUSLY IDENTIFIED DEVELOPMENT AREAS