3 Tips on Negotiating Salary

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#1

Salary negotiation doesn’t begin when an offer is made. It starts at the VERY FIRST MOMENT you make contact with a company, and is continuously being adjusted and re-framed throughout the hiring process.

#2

Never start negotiating a job offer when it’s presented. Get as many details as you can (you don’t want to have to place a follow-up call before your counteroffer), say thank you, and ask for a day or two to consider.

#3

How to start a salary counteroffer:

“Everything about the offer’s great. The salary mentioned is ok, but [based on my experience and how it ties into the position] I was hoping for something closer to [SPECIFIC dollar amount].”

Then wait for a response! Avoid the temptation to over-explain.

Episode #3: Beating the Monday Morning Blues

Dreading the start of the work week? On this Periscope broadcast, Anish shares tips on connecting your career with your passion.

Note: video flips at the end, here’s what the “takeaway board” says:

1) Create a Mindfulness Habit (continuously ask yourself, “What am I Doing?” and, “How Do I Feel About It?”)

2) Identify the Fix (is it something which can be fixed Internally or Externally)?

What is a Value Proposition Letter? And Why Has it Replaced the Cover Letter?

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Cover letters have a problem.

We skim things faster now. We need CRITICAL information quickly, with minimal fluff. And while resumes have evolved from dry, multi-page narratives into lean, mean, attention-getting machines, cover letters haven’t kept up. 95% of time is spent on the resume, and the cover letter, lacking any real purpose aside from serving as a cursory intro, becomes more of an afterthought (or skipped altogether).

This is why we’ve eliminated the cover letter from our Job Search Packages, and replaced them with a high-impact Value Proposition Letter (or VPL) that CRYSTALLIZES YOUR UNIQUE VALUE. It’s what the top performers are already using to stand out and get conversations started with senior leadership. 85% of jobseekers who use a VPL land a job in 90 days or less- we’re talking a MAJOR improvement. 

Here’s a quick rundown of what it is, and what it can do for you:

A Value Proposition Letter is:

-A statement of value or ROI. Answers the question, “How will you advance what my company is doing?”

-Results-focused, the more quantifiable the better. 

-Big picture-focused.

-Accessible and impactful to a large audience.

-Never longer than a page, no filler.

-Specifically targeted to a key decision maker. Think CEO, COO, division president. People who can help you “skip the line” and even create a position for you.

Why they Work:

-VPL’s are all about results and FIT, much less about soft skills. Every word matters. When done right, it’s a powerful introduction to why hiring you is in a company’s best interests.

-Brevity works in your favor. 1 page or less means they get read, from start to finish.

-They send a message: “You’re part of the club.” Execs are focused on the big picture and bottom-line results. If you’re asking for $200K a year, and can provide $500K in results, and credibly support it, then you’re hired. Going straight into it is like giving an employer the dessert before the meal. And everyone loves dessert.

Ways to Use a Value Proposition Letter in your Job Search:

-Answering a job posting

-Sending with, or without, a resume.

-Going directly to the people who can get you hired. Tapping into the “hidden job market.”

-Getting conversations started with recruiters.

Ready to take your career to the next level?

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12 great questions you can ask during a job interview

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“So, do you have any questions for us?”

It’s perfectly natural, after spending the bulk of an interview fielding questions, to be at a loss when asked this! Remember: you need to figure out whether a company’s a great fit for you, so tailoring your questions to determine this is the best approach.

Questions about The Job

-What are the most IMMEDIATE challenges that need to be addressed? What will I be dealing with for the first 30 days?

-What does a “rock star” candidate for this job look like? What skills, what personality traits?

-What are the skills that your team is missing that you are hoping to address with this hire?

-Will the major aspects of the job change during the course of the first year?

Questions about Performance

-What does success in this role look like? On what criteria will my performance be judged?

-What are the key metrics by which my performance will be measured?

Questions about the Company

-What can you tell me about new products/services in development, or growth plans?

-What goals is the company focusing on right now, and how does the team operate in a way which supports them?

Questions about the Team

-Who will I be working with on a day-to-day basis?

-What are the common career paths in this department?

Next Steps

-Is there anything in my background, or in the discussion we’ve been having, that concerns you about my fit for the role?

-What do the next steps in the interview process look like?