#salarynegoiations Archives - First Sun Consulting, LLC | Outplacement Services and Career Transition Firm

#CareerAdvice : #SalaryGap -What to Do About a #PayGap at Your #Workplace …Share Your STory??

March 28, 2019/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? Or does your company not pay fairly? 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.

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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 compensationsuch 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 | March 27, 2019 | Posted by Jane Hurst

#CareerAdvice : #SalaryNegoiations – Four Things you Absolutely Must Do in your #SalaryNegotiation …Keep These Tips on Hand the Next Time you’re #Interviewing for a #NewJob or Angling for a #Raise .

September 24, 2018/in First Sun Blog/by First Sun Team

Countless job seekers and employees still struggle with negotiating salaries and advocating for themselves. But let’s say you’ve worked yourself up to asking for a higher salary. You could still be missing out on perks that can further enhance your compensation package–and they may not be that far out of reach.

“The whole salary negotiation process is a conversation,” says Jacqueline Twillie, a negotiation expert and founder of leadership development firm ZeroGap. “It’s not a battle.” With that in mind, here are some negotiation tricks to keep in mind the next time you’re interviewing for a new job or angling for a raise.

NEVER ACCEPT A VERBAL OFFER

“Don’t just flat out accept it, even if it sounds great and you’re really excited,” Twillie says. She recommends that job seekers always hold off on saying yes to a verbal offer, even in cases where they feel sure about the job. “I would always ask for an opportunity to review everything in writing–but express enthusiasm so that they know that you’re interested,” she says. The money might sound good at first blush, but when you look at benefits like healthcare, you may find the coverage is less than you anticipated; if so, you may want to negotiate a better salary.

“It’s much harder to come back and negotiate after you’ve already accepted,” Twillie says. “And it puts you in a stronger position when you haven’t accepted yet.”

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DO YOUR RESEARCH ON PAY PARITY

In states like California, pay parity laws that have gone into effect over the past few years could help women negotiate salary increases, according to Tracy Saunders, a former recruiter who started the Women’s Job Search Network. The Equal Pay Act in California states that employees who do “substantially similar work” must be paid equally, even if their job titles are not identical. “Companies are actually adjusting women’s salaries outright,” Saunders says. “Understanding those laws is one way to receive a more substantial kind of increase.”

The same is true of another law that seeks to address the gender pay gap, which prohibits employers from asking about a prospective employee’s salary history in states like Massachusetts and California. In the event that a recruiter does ask for your current salary, try to shift the conversation to your salary expectations; Saunders and Twillie also recommend talking about salary expectations early in the interview process. “It’s really important that in the first phone screen, when they bring up the money, you talk about the market rate and not your current salary–especially if your first salary is less than the market [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”][rate],” Twillie says.

FIGURE OUT WHAT YOU NEED TO BE SUCCESSFUL–AND ASK FOR IT

As you go through an interview process or negotiation, it’s important to get as much information as you can about the role you’re up for. “Try to ask questions that give you a deeper understanding of the work you’ll be doing beyond the job description,” Twillie says. “If you can understand what you’ll be doing upfront, you’ll be able to negotiate for different things.”

That could include a travel allowance or a certification–or it could be as simple as the right equipment. “People think they’ll be provided with the tools,” Twillie says, “but if you don’t ask for those things, you’re not going to get them.” Asking for what you need during the negotiation process, she argues, can prove more effective.

One of the best ways to figure out what a new role may entail is talking to employees. According to Twillie, some companies have started allowing people they’re interviewing to shadow employees, which she suggests job seekers try to do. “If you spend more than 10 minutes with a person, they’re going to drop their guard and be more open,” she says. “So if you can spend that half day on site, it really gives you an opportunity to learn about the culture and to talk to employees.”

GET CREATIVE WITH BENEFITS

As companies race to snag the best employees, many have rounded out their compensation packages with more attractive benefits and perks–say, a flexible vacation policy or the ability to work remotely. Some employers are even offering to assist with student loan repayments. Twillie notes that there are countless ways to negotiate benefits, and that would-be employees can even repurpose a perk that they don’t need: One person she coached asked to put a superfluous relocation package toward repaying her student loans. “If they’re giving you a bucket of money,” she says, “see if you can use it in a different area.”

For parents, another option is to request a bump in pay over the summer, to account for the cost of childcare; and for employees who yearn to be parents, employers might help subsidize fertility treatments or adoption assistance. (“These are really high-ticket, high-price benefits,” Saunders adds.) Both Twillie and Saunders urge job seekers to think outside of the box and ask for benefits that aren’t necessarily included in the “standard” compensation package. “When you’re starting to think about negotiating, it just depends on what your goals are,” Saunders says. “There are some new benefits coming into play that are intangibly valuable–or priceless.”

FastCompany.com | September 24, 2018

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#CareerAdvice : #SalaryGap – 5 Ways to Know If You’re Making Less Than Your #Coworkers …It can be Quite Tricky to Figure Out How your #Salary Stacks Up, But Lucky for You, there are Many Options these Days for Gathering Financial Intel.

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

Knowing where you stand in terms of compensation compared to your coworkers can help you understand your value to the company, whether or not it’s time to ask for a raise, and if you should potentially be looking for a new gig.

It can be quite tricky to figure out how your salary stacks up, but lucky for you, there are many options these days for gathering financial intel. Below, find for our top five methods for making sure you’re in the know about where you fall on the pay scale.

1. Know Your Worth™
Get your free, personalized salary estimate with Glassdoor’s latest tool. When you enter in your current job title, employer, current salary, location and years of relevant work experience, you will see the median estimated market value, or the base pay you could command in today’s job market.

That’s right. It’s a real-time tool to see what colleagues with your same qualifications can earn, and the number changes as the job market fluctuates. This allows you to see if you’re underpaid or overpaid, and allows you to determine if you want to ask for a raise. It also allows you to think through the other portions of your compensation package, like how much you value benefits, equity or stock options and the perks of the job.

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2. Job Listings
Many job listings, including ones on Glassdoor, list the salary or salary range for the position they’re advertising. This practice is most common with government jobs, but is also seen in other industries frequently — especially if you’re accessing job postings through a recruiting service.

If you’re able to find a few listings for positions that are similar to yours, take the average and see where your compensation falls. You can also use job listings as a tool to evaluate if people with similar titles have the same duties that you do. If you’ve got way more on your plate than what job descriptions for positions like yours indicate, you’re probably being under compensated.

3. Your Coworkers
While many experts caution against getting too specific with your coworkers about your salaries, speaking in generalities can help you figure out a broader idea of where you stand. Barry Maher, career consultant, speaker and author, notes, “both within the industry and with fellow workers, you have to show them yours before you ask to see theirs. I always advise using the idea of a pay range rather than specific numbers.”

He suggests that a way to broach the subject could be to say something like “I’ll be talking with my boss about compensation at some point soon, and I’m just trying to get a rough idea of what I should be looking for. I know the company doesn’t want us to compare salaries and I can see how that benefits them, but I can’t see how it benefits us. To give you an idea of I’m getting right now, it’s roughly (whatever you feel like sharing). Is that the kind of range you’re in as well?” It’s important to note that you may or may not get an answer, and if you do, it might not be 100% true.

“But if you’re at all perceptive,” says Maher. “And you carefully watch their reaction, you can often tell from that reaction if they think your number is low or if they’re a bit jealous because it seems high or if it’s just about what they’d expect because they’re in the same range.”

4. Glassdoor Salary Reports/Reviews
Glassdoor has a vast database of self-reported salaries available for browsing—for free! If you aren’t into the idea of asking your coworkers about their compensation in a general way, give our crowdsourced intel a try. Not only can you research pay rates at your current company, but you can also check out your competitors’ stats.

Who knows, maybe your company’s rival is more generous with compensation, making a jump over there a no-brainer. Another handy tool Glassdoor offers is a salary estimator. All you have to do to access this is go to Glassdoor.com and click on salaries. Then in the open field for job, just type in your occupation (i.e. nurse or software engineer), and make sure that the city/location field is blank. Once you hit “submit,” you’ll get to see the national average for the job you entered, plus what Glassdoor users say they make. Pretty nifty, huh?

5. Your Network
Personal and professional coach Rachel B. Garrett emphasizes the importance of using your professional contacts to get the full picture on your industry. “Mine your professional network for former colleagues and others who may be hiring managers for positions like yours.” she suggests.

“Try to set up informational interviews with these folks and ask about salary range as part of your conversation. I would aim to set up these conversations with a wider context in mind, beyond the topic salary. You never know — you could get a new job out of one of these conversations so you may not need to revisit your less than exciting salary du jour! “

GlassDoor.com | September 5, 2018 | Posted by Julia Malacoff

#CareerAdvice : #JobSalary – 4 Times It Pays to Accept a Lower #Salary …Before you jump at that Higher Salary, there are Certain Circumstances where Accepting a Sower Salary actually Makes more Sense. Here are a Few you Might Encounter.

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

In the course of your career, you’re apt to land in situations where you’re choosing between two jobs, and two distinct salaries. Most people will naturally gravitate toward the higher income, because, well, money is important, and there’s no such thing as having too much of it. But before you jump at that higher number, there are certain circumstances where accepting a lower salary actually makes more sense.

Here are a few you might encounter.

1. When you’ll get better benefits

Workplace benefits are an important part of your overall compensation package, so if you’re looking at a lower salary from a company whose perks are outstanding, that’s reason enough to consider that offer. Furthermore, a superior benefits package can actually save you money, even when you end up taking a hit on salary in the process.

Imagine you’re choosing between two companies. The first is offering you a $65,000 salary and health insurance that’ll cost you $300 a month. The second is offering you $62,000, but health insurance that’s completely subsidized and free to you. Suddenly, you’re actually $600 ahead by taking the second offer. Therefore, before you accept an offer on the basis of it coming with a higher salary alone, take a look at the whole picture and recognize the financial value your employee benefits might offer.

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2. When you’ll enjoy a more favorable company culture

Company culture can play a huge role in your day-to-day satisfaction on the job, so if taking a hit on salary means being happier at the office, it’s probably a hit worth taking. Not being content with their company culture is actually the No. 1 reason younger workers quit their jobs today, so if you’re offered the chance to work in an environment where employees are valued and respected, it pays to go for it.

3. When there’s ample room for growth

Career growth should be a major factor in any job-related decision you make. Therefore, if you’re offered a slightly lower salary by a company that’s expanding rapidly and tends to promote workers internally, accepting that deal might pay off in the long run.

How do you know what growth potential your company has? It’s simple: Ask. Find out how many jobs the business has added over the past year, and how many it plans to add in upcoming years. These are questions you’re allowed to ask during a job interview, and if you have reason to believe you have more long-term potential at a company that’s paying less at present, don’t hesitate to join it.

4. When there’s a better work-life balance

Only 30% of employees today are satisfied with their work-life balance, so if you’re offered a role whose demands seem reasonable, it pays to consider it. Though a growing number of companies today are becoming open to flexible work arrangements, such as telecommuting, there’s a large chunk of businesses out there that are sticking to a more rigid model. And finding a position where you’ll get the former over the latter is reason enough to accept a little less money.

Though money does, and should, play a substantial role in our lives, it certainly isn’t everything. Before you rush to take that job with the highest salary, think about the perks that might come along with making a bit less money. You may come to find that taking a lower salary makes you happier with your work situation on the whole.

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GlassDoor.com | July 10, 2018 | Posted by Maurie Backman, The Motley Fool

Your #Career : 4 Appropriate Times To Ask For A #Raise …When you Want a Raise, it’s Important to be Strategic about When you Make the Ask to your #Boss .

May 4, 2018/in First Sun Blog/by First Sun Team

We all want to earn as much money at our jobs as possible. After all, the higher our income, the more opportunities we have to save for retirement, put our kids through college, and afford life’s many luxuries. And if you’re underpaid, it absolutely makes sense to fight for a raise and get the salary you deserve.

But what if you do your research and discover that your salary actually is in line with what professionals with your job title are making in your area of the country? Does that mean that you should settle for your current wage, or make the case for more money?

It’s a less clear-cut scenario than the former, but if your performance is solid, you might manage to snag an increase, even if your earnings are already pretty fair. Here are a few scenarios, in particular, where it pays to have that conversation.

1. YOU HAVEN’T GOTTEN A RAISE IN QUITE SOME TIME

Some companies give out pay increases annually. Others award raises based on merit. And then there are those employers who rank their staff members and reward only those with the highest ratings with more money. No matter your company’s policy, if it’s been more than a year since you’ve gotten a pay boost, you’re a strong performer, and you’ve taken on a greater amount of responsibility in the interim, then you have every right to approach your boss and request an increase. But if your last raise happened not so long ago, it pays to hold off on that conversation to avoid backlash.

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2. YOU CAN SHOW HOW YOU’VE SAVED THE COMPANY MONEY OR ACTIVELY INCREASED REVENUE

If you’re earning a decent wage for your position and industry, you’ll need to make a strong case for eking out more money from your employer. But if you can prove, with data, that you’ve saved the company money, your manager might agree that you deserve extra compensation. The same holds true if your direct actions have resulted in an uptick in revenue — in that case, your boss might push to give you a tiny piece of those profits.

Effective as this approach might be, however, you’ll really need to go in with hard facts. Remember, it’s everyone’s job to contribute to cost savings and revenue one way or another, so you’ll need to prove that your unique contributions produced results that not only exceeded expectations, but far surpassed those of your peers.

3. YOU CONSISTENTLY GO ABOVE AND BEYOND

Maybe you’re being paid fairly and you’re not in a position to directly boost sales or shave costs. For example, if you’re an operations-support person, you might be that essential cog keeping the machine running–but quantifying your contributions with data may not be possible.

If that’s the case, then you still can argue for a raise if you’re known as that employee who constantly goes well above the call of duty. This could mean working the most hours of anyone on your team, or being that person who will jump in over the weekend in an emergency. Prove that the time you put in merits the higher compensation you’re after, and you just might get it.

There’s nothing wrong with asking for more money at your job, even if your salary is reasonable to begin with. Just go in knowing that your company may not comply, even if your performance is pretty outstanding.

Remember, employers expect their workers to do the best possible job and don’t always show their gratitude for it with money. On the other hand, if you’re a top performer with a solid reputation, it never hurts to request a salary boost. After all, the worst your company can say is no.

FastCompany.com | May 4, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 3 MINUTE READ

Your #Career : How to #Negotiate Beyond the Raise You Were Offered? ….You Get a Strong Review and the Same Old Mediocre 2% Merit Increase you Got Last Year. That’s Disappointing. Is There Anything you Can Do?

April 30, 2018/in First Sun Blog/by First Sun Team

It’s been a long year. You changed teams, picked up new projects, started mentoring a couple junior developers, wrote a couple spectacular white papers, or any number of other productive things.

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Now it’s performance review season, and you’re looking forward to a stellar review accompanied by a nice merit increase to reward all your hard work.

But that’s not how things turn out. Instead, you get a strong review and the same old mediocre 2% merit increase you got last year.

That’s disappointing. Is there anything you can do?

How do you negotiate a raise in addition to your merit increase?

Your instinct might be to march into your boss’ office and demand a bigger raise. To make a statement and get what’s rightfully yours!

That probably won’t end well, so it’s time to slow it down and make a plan.

Step 1: Set your expectations

First things first, let’s level set: It may not be possible to negotiate a raise in addition to your merit increase right now.

By the time your manager told you about that 2% raise, the company’s merit increase budget had been divvied up and things were pretty much written in stone. The company made a budget, then parsed it out among the business units, which divided their piece of the budget up among departments, which divided that budget up among managers.

Your manager did the best they could to be fair to everyone, and out tumbled your 2% merit increase.

If it’s even possible to change that amount, a lot of pieces would need to be moved around. It’s probably not going to happen.

Step 2: Do your homework so your manager doesn’t have to

But that doesn’t mean you shouldn’t ask! Most likely, your manager will let you know there’s no additional budget right now, but maybe they’ll be able to work with you to make something happen now or down the road.

Before you ask for a raise in addition to your merit increase, I recommend establishing the following three things:

Your target salary—What is the specific raise amount you feel you have earned? You’ll start with your market value—Glassdoor will help with this—and then adjust your market value for your specific situation.
Your accomplishments—What are the valuable responsibilities you’ve taken on that were unanticipated when your salary was last set? Make sure to identify the accomplishment itself and the business value of the accomplishment whenever possible.
Your accolades—What awards or recognition have you gotten from colleagues, other managers, or clients? These can help your manager understand the value of your work even if they’ve been focused on other things.

It’s important to do this homework before asking your manager for a raise because managers are very busy people. The more work they need to do to help you out, the less likely they are to find the time to do it.

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Step 3: Start the conversation

Armed with those three pieces of information—your target salary, accomplishments, and accolades—you can approach your manager about an additional raise.

Here’s how to begin that conversation:

“I’m grateful for this merit increase—thank you for looking out for me. But I was hoping for a more substantial raise because I’ve taken on a lot of new responsibilities this year. Is there some way to adjust my salary to reflect my current responsibilities? Based on the market research I’ve done, I was hoping for a raise 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”][your target salary].”

Once you’ve begun the conversation, asking for a raise in addition to your merit increase will typically look like the same process as asking for an off-cycle raise. These email templates will help you follow up and continue working with your manager until you reach your goal.

Step 4: Set a goal and establish a timeline

Hopefully, your manager will be prepared to have a productive conversationabout what’s possible, and you may get a larger raise right away.

But the most likely result is that your manager will explain that the budget has already been spent for this cycle, and you’ll need to wait until there’s budget available to increase your salary.

If your manager suggests deferring your larger raise until later on, work with them to establish two specific things that you can collaborate on:

What you need to do to earn the raise you’ve requested—If you’re unable to get a larger raise because your manager feels you have not earned it yet. Ask specifically what you need to do to earn the raise you’ve asked for.
A timeline—It’s also important to establish a timeline so that you and your manager can check in at regular intervals to monitor your progress and make sure you’re on track to achieve your goal in a reasonable time period.

Step 5: Work with your manager to reach your goal

Once you and your manager establish a goal and a timeline, it’s up to you to keep this on your manager’s radar. Make sure to check in with your manager at regular intervals to discuss your progress, get feedback, and confirm that you’re still on track.

You may also run into structural barriers that prevent you from getting a large raise at all. This is sometimes the case at very large companies, where they’ve established rigid guidelines for raises and promotions. “Do you have to quit your job to get a big raise?” can help you determine whether your company has flexibility to give big raises or if you might need to look elsewhere to level up your pay.

In the end, negotiating a raise in addition to your annual merit increase can be tricky. But there are things you can do to start the conversation with your manager and maybe even get a raise right away.

Follow these five steps to negotiate a raise in addition to your annual merit increase:

Set your expectations
Do your homework so your manager doesn’t have to
Start the conversation
Set a goal and establish a timeline
Work with your manager to reach your goal

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Josh Doody is a professional salary negotiation coach who helps software developers get more high-quality job offers and negotiate higher salaries. You can learn his best salary negotiation strategies and tactics in his book Fearless Salary Negotiation: A step-by-step guide to getting paid what you’re worth.

GlassDoor.com | April 30, 2018 Posted by Josh Doody

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Your #Career : 8 Expert-Approved Tips for How to Find a Job Today (Bonus: Live Stream Podcasts)… The #JobHunt : It’s Something We All Go Through in our Lives, Yet there’s Still a Surprising Amount of Mystery Around It.

April 28, 2018/in First Sun Blog/by First Sun Team

The job hunt: it’s something we all go through in our lives, yet there’s still a surprising amount of mystery around it. Do I need to write a cover letter? What’s the best way to prepare for an interview? And why do I never hear back, even after sending dozens of applications?

We know that many different aspects of the job search process can be confusing — and as a company whose mission is to help people everywhere find jobs and companies they love, we wanted to provide some clarity. That’s why we hosted How to Get a Job Live!, a livestream dedicated to helping people beat the competition and get hired. In it, we heard from job search experts, recruiters and even Glassdoor’s Chief Economist about what it takes to find the right company for you, stand out from the crowd, write an excellent resume and more.

Couldn’t make it? No problem! Register here for access to the livestream recordings, and read on to learn a few of the top tips from our panel of experts.

1. The Time to Apply Is Now

Good news for anyone thinking about moving onto a new opportunity — we’re undoubtedly in a job seeker’s market, according to Glassdoor Chief Economist Dr. Andrew Chamberlain. The U.S. has seen nine years of continuous economic expansion, allowing businesses to add jobs at a steady clip. Some particularly hot industries, like healthcare and tech, are hiring even more. With so many opportunities available, companies are working hard to attract the best and the brightest to their companies, which can result in improved benefits packages, higher salaries and other perks that entice candidates.

It’s important to remember, though, that these favorable conditions won’t last forever — after all, what goes up must eventually come down. Chamberlain’s advice: Take advantage of the job seeker’s market while it lasts. If you’ve been thinking about finding a new job, there’s no time to apply like the present.

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2. Bolster Your Skills

Just because there are tons of open positions, though, it doesn’t mean that recruiters are lowering their standards — you’ll still be competing amongst other talented candidates. And as technology has advanced, employers expect potential employees to have more specialized, technical skills. One of the best ways for you to stand out from the crowd is to show employers that you’ve mastered hard skills like these. In particular, Chamberlain recommended familiarizing yourself with data analysis, as nearly all roles work with data in some form and can benefit from deriving insight from it. If data analysis isn’t your strong suit, consider taking an online course.

3. Include the Most Important Resume Info Up Top

Your resume is the first impression recruiters and hiring managers have of you — and if you don’t grab their attention, it will likely also be the last. The average recruiter only spends about six to seven seconds on a resume, so make sure it’s easy for the reader to gather all of the most important information with just a quick scan. One way to do that, suggested job search expert Scott Dobroski, is to include a professional summary up top that doesn’t just state who you are and what job you’re looking for, but the unique value you bring to the table and your most valuable skills.

4. When in Doubt, Write a Cover Letter

On most job listings, you’ll see “cover letter optional” — something that causes a lot of confusion for job seekers. Is it truly optional, or is it just a test to weed out less committed candidates? Most of the time, cover letters aren’t required, Dobroski said, but attaching a well-written one can only help your application. For one, it shows strong communication skills, which are a necessity for nearly any role, Chamberlain pointed out. For another, it gives you an extra chance to sell yourself. Cover letters should be quick, one-page documents that provide added color on why you’re interested in the opportunity, what you’ve achieved in your career, how you did it and why you’re a good fit for the job.

5. Research, Research, Research

The single biggest mistake you can make in an interview is not preparing for it beforehand. This means looking up the basics of the company (industry, products/services, recent articles), common interview questions (making sure to practice the responses aloud with a friend), information about your interviewers and more. This will help you come across as a more informed, passionate candidate.

6. Always Negotiate

One of the biggest misconceptions job seekers have about negotiating salary is that their job offer will be rescinded if they ask for a higher salary. But this is virtually unheard of — as Dobroski said, “I’ve never seen that to be the case.” So be comfortable asking for more, but make sure it’s based on hard data around what your market value is. Use Glassdoor’s Know Your Worth tool to help inform the range you ask for, although you should make sure not to start with your lowest acceptable salary in a negotiation! Finally, don’t forget to see if you can negotiate additional benefits — companies are often willing to accommodate requests for additional vacation days, workplace flexibility and more in order to seal the deal with a strong candidate.

7. Don’t Judge a Company By Its Industry

In the second half of the livestream, recruiters from Facebook, Salesforce and Kaiser Permanente shared insight about their company cultures, how candidates can stand out and what they look for in interviews. One of their main pieces of advice for job seekers: Don’t assume you can’t apply to a company because of the industry they’re in! Claire Arnold, recruiter at Kaiser Permanente, shared that you don’t need to be a doctor or nurse to work at her company. While about 70 percent of Kaiser’s positions are healthcare related, they still have tons of open jobs in fields like administration, marketing, IT and more. Similarly, you don’t need to be a software engineer to work at tech companies Facebook and Salesforce. While yes, they do have many open technical positions, they also need talented folks in roles like sales, recruiting, finance, HR… the list goes on.

8. Ask Questions in an Interview

Even if you feel like you’ve gotten sufficient information already, you should always take an interviewer up on their offer to answer any questions you might have. In this situation, interviewers aren’t just trying to help you out — they also want to see if you can ask questions that demonstrate that you’ve done your research and have critical thinking skills. One question that Ashley Core of Salesforce loves to hear is “How have you given back to the community?” At Salesforce, community service is huge, so this proves that candidates did their due diligence in the research stage.

9. Don’t Take It Personally

Near the end of the livestream, recruiters were asked what the best piece of career advice they had ever received was. According to Facebook Recruiting Director Liz Wamai, it was “Don’t take it personally.” This is especially applicable in the job search. When you get rejected, it’s easy to get down on yourself, and think “What’s wrong with me?” But oftentimes, recruiters will pass on a candidate not because they don’t like them, but simply because they don’t have the right role for them at the moment or they need a little more experience under their belt first. If this happens to you, don’t get discouraged — if you keep applying thoughtfully and bringing your best self to the interview, it’s only a matter of time before you get an offer.

GlassDoor.com | April 26, 2018 | Posted by Emily Moore

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 : #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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Posts

Don’t Blame Co-Workers

Learn About the Equal Pay Act

Do Your Research

Consider Your Approach

Negotiate for More Responsibility

Set a Deadline

Consider Your Options

NEVER ACCEPT A VERBAL OFFER

DO YOUR RESEARCH ON PAY PARITY

FIGURE OUT WHAT YOU NEED TO BE SUCCESSFUL–AND ASK FOR IT

GET CREATIVE WITH BENEFITS

1. When you’ll get better benefits

2. When you’ll enjoy a more favorable company culture

3. When there’s ample room for growth

4. When there’s a better work-life balance

1. YOU HAVEN’T GOTTEN A RAISE IN QUITE SOME TIME

2. YOU CAN SHOW HOW YOU’VE SAVED THE COMPANY MONEY OR ACTIVELY INCREASED REVENUE

3. YOU CONSISTENTLY GO ABOVE AND BEYOND

1. The Time to Apply Is Now

2. Bolster Your Skills

3. Include the Most Important Resume Info Up Top

4. When in Doubt, Write a Cover Letter

5. Research, Research, Research

6. Always Negotiate

7. Don’t Judge a Company By Its Industry

8. Ask Questions in an Interview

9. Don’t Take It Personally

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

“SURE, THAT SOUNDS LIKE A GOOD SALARY”

“MY PREVIOUS COMPANY WAS HORRIBLE”

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

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

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

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