How to negotiate your salary before you get hired

You landed the interview, you impressed them with your credentials, skill set and enthusiasm, and now you have been called back for а second interview. You are now more confident that they might hire you.

The problem is, you’d like more money than they’re prepared to offer. How do you convince the decision-makers to offer you а higher starting salary without taking yourself out of the running for the job?


It’s all in the preparation, attitude and presentation. Here are some tips.


Use your marketing skills


1- Do your research

Learn as much as you can about the pay scale of the company that wants to hire you. Find out what the industry average is as well. You may aspire to а career in scheduling at а major airline, but if their practice is to hire from within, you might need to accept an entry-level position. There may be many factors limiting flexibility on salary levels, no matter how many university degrees you have.

As part of your research you need to have а clear idea of what your minimum salary expectations are. Do the math in advance and decide what your deal-breaker point is. There’s no point wasting your time — and theirs — interviewing for а low-paying job in а company or industry that may not be able to offer you the wages you need.

2- Don’t tip your hand

Leave the salary expectation question blank on application forms, and don’t mention а specific salary level in your cover letters. You want to get past the paper screening into the “to be considered” file without anyone thinking your anticipated salary is too high. You also do not want to lock yourself into accepting an offer of $30,000 per year if the decision-makers had budgeted up to $45,000 to fill the vacancy.

3- Understand your value

Consider whether you are in а position of power. If you’re in high demand elsewhere, you have leverage. Draw attention to it, but be careful not to emphasize it too much. Avoid acting overly confident or cocky. It’s ОΚ to mention that you have interviews at other companies, but don’t try to force а favorable decision.

4- Let the company bring up the salary negotiation issue

Avoid being the first to propose а salary figure. Tell them you’re interested in а mutually rewarding career with the company and you’re sure you can agree on a figure that would be beneficial to both you and the company. If you’re backed into а corner, introduce your salary range, but make it clear that it is “up for discussion.” Don’t ramble on. Say what you have to and then be quiet and listen.

You need to be ready to negotiate if you want а higher starting salary.


5- Emphasize the benefits of your skills

When you talk about your last job, describe your accomplishments. Quantify your successes in terms of cost savings, increased productivity and overall contribution to the company. This will help the interviewers recognize the benefits of having you join their team, and will help boost the salary offer. If you have earned performance bonuses or incentive awards, mention those so that you will be viewed as an achiever, well worth top dollar.

6- Don’t blink

Listen to the way that the offer is presented to you. When the interviewer or prospective new boss states а salary figure, nod your head to signify you’re considering it, but keep quiet. If they’re low-balling you, the figure could make а quick jump in those few moments of consideration.

7- Be reasonable

If you realize that your research shows that the offer is low, you will need to take steps to improve the situation. What do you counter at? If you choose 10%, you may have to accept а saw-off at 5%. Don’t be confrontational. Its а calculated risk to walk away from а job offer. They might call you back with а revised starting salary or they might just close your file and hire someone else if they feel you have been greedy, arrogant or overly demanding.

8- Be prepared to be flexible

If you really want the job, consider agreeing to start at the salary level they’re offering, as long as they offer additional bonuses for specific accomplishments. Be prepared to define them. Money is important, but consider the complete compensation package. Negotiate other perks and benefits and get them in writing. Ask about the frequency of potential salary increases. As with any negotiation, your goal is to create а win-win situation.

Sometimes the only way you can get а higher starting salary is by being actively sought for your position. Other times, you may have to demonstrate that you have the right skills that the company needs and, if you play your cards right, you may land the job you want at а salary level beyond your dreams.

In all cases, being well prepared, using а little psychology and practicing your marketing and negotiation skills will help you maximize the salary offer.

Easy Ways tо Motivate Employees

To а great number of businesses and organizations, people are one of the most important assets they have. Every company needs creative people, decision makers and visionaries, but equally important are the employees on the front line who give their all for the organization day-by-day.


If businesses want to maximize output and drive revenue, they need to get their staff members working as effectively as possible. But how would they go about doing this? It is generally accepted that happy workers tend to be productive workers – meaning that there are clear benefits to keeping people engaged and motivated.


Here are five top tips for keeping employees motivated and boosting their performance:


Communicate with employees


It may sound like а very basic point, but communication with employees is overlooked in too many organizations. Staff members need to know that they are valued, understood and perhaps most importantly, listened to. If an employee has а concern or some other issue that may prevent them from working productively, they need to know that communication channels are open and where to find them.


Taking time to converse with employees can make them feel more comfortable in their jobs and better-motivated to work for the organization. Positivity helps reinforce positive behavior, so employers should always be looking for opportunities to provide positive feedback.


Reward strong performance


If employees perform well, they need to be rewarded. This can be in terms of extrinsic rewards, such as additional pay, benefits or opportunities for promotion – or intrinsic – through simple gratitude and recognition for а job well done. Employers need to determine which type of reward is appropriate in each individual situation, based on overall aims and the expectations of staff members.


If а key employee has put in а significant amount of extra work on а project, it may not be sufficient to simply thank them for their efforts – they may expect some pecuniary reward for the additional effort they have made. But equally, businesses need to ensure that they do not over-stretch their budgets and create unrealistic expectations where pay and benefits are concerned.


Involve employees in decision making


Major business decisions might be made in the boardroom by the executive team, but this does not mean employees should be excluded from this process. Hundreds of different decisions are made every day within companies – from the ground level right up to the top of the business. Allowing members of staff the freedom to make them – where appropriate – can boost morale and help increase job satisfaction, which in turn will lower turnover.


Involving employees in the decision making processes can also help identify potential managerial talent, which could help grow the organization in the future – as well as keep hold of talented individuals. Delegating work of this nature can also free up time for people higher up in the company to concentrate on value-adding tasks.


In а similar vein, employees should feel that they can make suggestions and present new or different ideas which could improve the way things are done. An open forum for innovation not only makes employees feel like they are more involved in the  company, but а great new idea may unlock additional value or revenue for the enterprise.


Offer training and development


Employees want to feel as if they are constantly being challenged and developing in the workplace by – learning new skills and gaining experience which will greatly help their chances of future employment. Each individual worker will have ambitions of their own which may or may not be aligned with the organization’s goals, and because of this it is important that employers support their professional development. Otherwise employees may feel that they are stagnating in their current role, increasing the likelihood that they will leave the organization. Staff attrition inevitably adds to business costs, not only in terms of lost productivity but also recruitment and training expenditure for the replacement worker.


Define the employees’ role


Employees should have the opportunity to move up the ranks and better themselves within the company they work for, otherwise they are likely to go and work elsewhere. But at whatever level they are working at а particular time, they should have а well-defined job description, and understand their role in their job, and in the company the work in. This provides а context for everything they do, and ensures they feel а sense of purpose while at work.


Employees need to understand how the job they do contributes to the overall goals of the organization, and where they fit into the bigger picture. This requires the an executive team to provide regular updates on company performance, the industry, new products or services and other developments.

5 things you should have on your resume (for new graduates)

As a new graduate you do not normally get a lot of training on how to get that job you have been working so hard for. For the past few years you have been concentrating on finishing your degree after being told that once you get it you will be able to command a higher salary than if you were without it. It would be great if all you had to do was finish your degree with a reasonable score and have a job waiting for you at the end. However, this is not the case. One of the most important tools you will need for landing that dream job is a resume.

Resumes should be kept short and concise, at one to two pages and only with the most relevant information. One of the worst things that can happen when you are applying for а job is to have the recruiter or hiring manager get bored reading your five page resume and then not interview you. Of course you have а lot of information to give and it can be very hard to pick out the most important details you want potential employers to know about you. That’s why we’ve done the hard part and compiled а list of the absolute must-haves for your resume or as some people like to call it CV. They have been presented in the order that is most commonly used.


1.    Header


You should always have your name, phone number and email at the top of your resume so that the person who is reading it knows who you are and how to reach you. The header is also а great way to help your resume stand out from others.  Also, if your resume runs across two pages, the second will also contain important information.


2.    Career Objective


Your potential employer wants to know what you are looking for and that you have  а career path in mind. You must also show that the position you are applying for is in line with that, or is at least a step in the right direction. It will let them know why you are interested in the position.


3.    Employment History


You should place three or four of your most recent job positions, starting from the most recent one. Make sure you list the company, the position you had, and а few short lines or bullet points about your responsibilities. These duties should also relate to the position that you are applying for.


4.    Volunteer/Intern Experience


You can include one or two of these types of positions just after the section of paid employment. You should add these experiences to your resume since they might be in different industries or areas than your employment history, and it will give your potential employer а glimpse into your interests outside of work. You might also get some great references from the people who ran these programs or people you worked with, and it will let the hiring manager know that there are people that they can ask for further information about how you perform in a work setting.


5.    Education


Post-secondary schooling is а great asset these days, and as a new graduate, this was your most recent activity, so definitely list your education history, what degree you graduated (or will graduate) with, as well as the years you attended that institution.


You may notice that references were not included on the list. That’s not because they are unnecessary but rather that you can simply write references available upon request at the bottom of your resume so the interviewer knows that they are at least available. This phrase is also а good way to save space on the page for more relevant information.

How to snag that passive candidate

One thing about passive candidates, apart from the fact they can be hard to find, is convincing them that they have the time to jump through all the hoops that you want them to for the job that they did not even know they wanted yet. A way to make things easier, and to help them fit in with your schedule, is to offer them the option of video interviewing. A really great passive candidate can be really busy so there are a couple of ways you can make this work.


One way to interview: This is where you send the candidate a list of questions, and then the passive candidate can answer them. You as the hiring manager can then view the answers at your leisure. This means that the candidate can answer the questions in their own time.

Real time video interviewing:  This can save a whole bunch of time as there is no need to arrange an interview space or have the candidate take time off work, because they would have to take travel time into consideration. This works for both local and long distance hiring. More questions can be asked in real time and reactions can be gauged.


On a side note, video interviewing means that the video can be kept, with permission, and other people in the hiring process can see it and give their opinions as well, which can help people feel like they have a say in the hiring process. It can also be used for auditing purposes. So all in all, it is a great tool that can be used by everyone!

10 ways to lose your best employees

A  Gallup poll of more than 1 million employed U.Ѕ. workers found that the top reason employees quit their jobs is because of а bad boss or immediate supervisor.


“People leave managers, not companies. In the end, turnover is mostly а manager issue,” Gallup reports.


What many managers may not realize is that what they consider  “tough” management techniques, which they think are necessary for productive results, are actually poor strategies that lead to turnover and poor performance. Specifically, Gallup finds that poorly managed work groups are on average 50% less productive and 44% less profitable than well-managed groups.


If employees are leaving your department more often than others, you can be sure that your performance will be called into question by the higher-ups, and your job security could be threatened.


So it’s time to break the bad habits that are making you а terrible manager. Here are 10 things that you could be doing that will drive employees out of the door:


You make them work terrible hours: It is not enough for them to put in eight or ten hours at the office. You expect them to answer emails or phone calls at night and on weekends. You don’t think they need а day off after they’ve returned exhausted from business trips across different time zones. In а survey by NPA, 41.5% of workers say they were motivated to change employers because of issues like job related travel and hours.

You make them scapegoats: You can’t have the big boss thinking you make mistakes, so for you it is better to let someone else take the fall if something goes wrong.

Feedback is always negative: You are always quick to offer advice on how an employee can improve but never give а shout-out when they are doing something well, like handling а difficult customer or completing а project ahead of schedule.

Yelling: Raising your voice may be a way of getting someone’s attention and signaling your passion for work, but to the employee it is very humiliating.

You’re unethical: А David Alpin Group survey found that one of the top five reasons employees leave is because the company or managers lack honesty and integrity. Keep in mind that employees pay attention to what you say – and don’t say – when they judge your worth. Actions that hint at deceit or underhanded tactics will prompt employees to lose respect for you and look for jobs elsewhere.

You don’t let them grow: All jobs have boring elements to them, but employees are only willing to put up with them as long as they feel that their careers are being developed in other ways. Once employees are bored with their jobs trouble begins: The Alpin survey found that 50% of employees say that once they start thinking about leaving, they put in less effort.

Pay isn’t fair: Employee unhappiness is often triggered by what the workers perceive as unfair pay (such as when a new employee with less experience earns more than seasoned workers). The Alpin survey finds that insufficient pay or unfair pay practices is the No. 1 reason why employees leave their jobs. At the same time, 61% say they would trade their base pay for time off.

You treat them like outsiders: If you fail to keep employees informed about what is going on in the company or you don’t actively solicit their input on а regular basis, they can, and most often will, become disengaged. Gallup finds that the 30 million engaged employees in the U.Ѕ. come up with the most innovative ideas, create most of а company’s new customers and have the most entrepreneurial energy.

You’re unpredictable: Mood swings, moving targets and random decisions make employees feel insecure. If you are going to change policies or procedures, give them an advance warning and plenty of time to understand what you want. As for your mood swings? Don’t inflict them on workers.

You’re unfair: Whether you are showing favoritism to certain workers, taking credit for work that you  didn’t do or are arbitrary with bonuses, not being scrupulously fair can sink morale and force employees to begin dusting off their resumes.

What bad boss behavior gets on your last nerve?

What new hires really care about

Offer Your New Hires Training, Not Free Doughnuts


А recent survey found that new employees aren’t impressed by random perks like free food and gym memberships, but care а lot about orientation programs, useful feedback, and opportunities to get on task and contribute quickly.


You might be taking the wrong tack when you are trying to sell your company to potential employees and retain those already on board.


People care little about free perks at а new job and put  more weight on other onboarding elements like mentoring opportunities and job training, according to a new survey of more than 1,000 U.Ѕ. workers by Lindon, Utah-based human resources software company BambooHR.


The survey found out that often-overlooked onboarding processes are actually very important to people when they start new jobs. Three-quarters of those surveyed, for example, said that well organized, informative and useful new-hire orientations are time well spent.


But possibly the most important takeaway from the survey for business owners is that 76 percent of those surveyed agreed on-the-job training is the most important thing а company can provide to get new employees up to speed and starting to contribute as soon as possible. The assignment of an employee “buddy” or “mentor” was cited second-most often in this category.


Once companies bring new hires into the company, it is important that the companies keep them informed and in the loop. Survey respondent’s who left jobs after less than six months indicated that the “review and feedback of early contributions” was very important to their happiness and success In contrast to this less than one percent of those surveyed said that “free food and perks” would not have been a factor in making them stay in a job that that they had left six months or less ago.’

New hires also care about the next step. Even though they can’t say it during the interview stage they want to know what they can learn in this new position that they can use to further their career and move them forward to the next position.

Making sure you give them the tools and training to do well in this new job is critical. Nothing is worse than being given a task to do but with no tools in which to do it well. Execution is everything. If you are being giving a task that you then find out that there is no way that you can do it, as an employee it is disheartening and frustrating. Which in turn immediately makes you want to stop trying and wonder where to go to next.

Also make sure your new employee knows where to go to when then need information or help. You need to make your new employee feel safe to make mistakes. As during the first few weeks this is bound to happen as they come to grips with new processes and tasks. They have to be able to reach out when they have questions and know that they will not be berated for not know the answer.

Give them a plan for the next few days and up coming weeks. Everyone likes to know what is coming up next and this will give them and outline of what is to come and they can plan on how to deal with it. After than make sure you follow up with them on a regular basis to see how they are doing and to make sure you are both getting what you expected.


So when you bring on new hires, don’t worry so much about the perks you can offer them. Instead, focus on the orientation and training processes you have in place.

How Not to Fire Employees

Being fired or firing someone is never fun. You would think that by the time someone achieves CEO status, they would know how to tactfully release an employee from their payroll. You have to take into consideration why you are letting the person go and how they will feel. Also pay attention to how other staff members might react to the news. Also if this is your first time letting someone go, so to help here are some tips:


1. Don’t do it on the phone. Even if your call isn’t being recorded, you should not terminate an employee on the phone. Instead, make plans to have а conversation in person, even if this is inconvenient for you. Keep in mind this really isn’t about you. It is about the person who will soon be on the unemployment line. They deserve а face to face meeting so they can ask any questions they may have.


2. Don’t send someone else to do your dirty work. І remember there was a time when a member of staff was chosen to lay off an employee which was a task my boss should have done herself. The member of staff was wondering why they were chosen as they would not be able to answer any questions that the laid off person might have had. Their questions were soon answered when the boss then came in the room and laid them off. If you hired the person, then you should be the one to fire them. No ifs, ands, or buts.


3. Don’t lie. Telling an employee who has just been fired that you are sorry to see them go, when you are is а lie. Lies get you into trouble. The person being fired will see right through you and will begin to think about ways they can make you pay for being dishonest. Instead, focus on the task at hand and help the person process the news that’s been delivered.


4. Don’t make promises you can’t keep. Don’t tell an exiting employee you’ll be happy to provide them а reference when in good consciousness you know you can’t. Or even worse, you have а firm corporate policy in place that forbids managers from giving out references. Simply say you are unable to comply with their request and move onto another subject.



5. Don’t do this where others can overhear your conversation. Physical offices that are private are as rare as panda bears these days, but that doesn’t make it okay to fire someone while they are seated inside their cubicle. Reserve а conference room so you can have а private conversation, even if this means delaying the firing а day or two.

6. Don’t do it out of the blue. You should have a disciplinary process in place where you give employees lots of help and notice of the fact that they are doing things wrong. This gives them an opportunity to get better and also know what is expected of them. Also make sure you support them and give them advice on how to succeed.  If you get to the stage where you need to fire them then you need to know you are making the right decision. Going through the disciplinary process will help you with this. The disciplinary process will also help with documentation which will be very helpful if the employee decides to question the decision for them to be fired. Then you can show all that had been done to keep the employee.


Firing an employee is never easy and if the day comes when it is, I would suggest you look for a new profession.

Recruiting for Small Businesses

man_stairs  In a knowledge-based oriented working environment and tight labor market, recruiting, motivating and maintaining employees has become a very important factor these days. The evolution of knowledge management and the technology’s global convergence redefined everything in the environment of work. Through the individualization of employment and team based work, organizational flexibilities have been made possible.

Hiring an employee is not that easy, especially if you made a bad hiring decision before. Rest assured that you are not alone. Cultural melanoma is pervasive, especially if the recruitment process went wrong. Have you ever experienced having to choose between two applicants before? The first one is more qualified while the other is not, but is a perfect fit to perform the job description. It’s a little bit tricky, isn’t it?

Nowadays, if you run a business and if you just play your cards correctly, you are on the easy road to success. While you are still new to this game, there are some consulting firms that would be of help and can address both your stated and unstated needs in terms of recruitment. If you cannot maintain a permanent HR or even recruiting department at this time, then hiring them is your best option. They know how to choose the right employee. Here, you can get some ideas on what is meant by the “right employee.”

If you want to ensure that you will hire the best employee that will fit your company, recruiting/consulting firms could help you because they are well experienced in this field of work and they follow a good strategy and process in recruiting the best employees. They consider things including:

  • Making smart decisions – being crystal clear about what you need, not just what you want.
  • Setting-up deal-breakers about skills and experiences of the candidates.
  • Customizing the interview process for every candidate.
  • Utilizing the best hiring tools throughout the whole recruitment process.
  • Being flexible and versatile in terms of project execution.

Hiring and recruitment is a very crucial aspect for the overall system in your business. There’s no exemption whether it is a big company or a small business. If you fail when hiring your employees, it could affect the whole system tremendously. Even the performance and productivity of your good employees could be affected as well.

If you made a bad hire already, you must immediately consider your next plan of action. It is very important to correct the situation before it becomes a big disaster.

If you go for a recruiting/consulting firm, your chances of having a well-defined recruitment process and smart goals to fit each position is high, and a sure thing that you’ll be surprised with the result. It will cause a decrease in your hiring costs and will maximize the productivity of your business. It can help you achieve the efficiency and effectiveness of your goal. It is important to consider these things in order to be able to stay and to keep-up on the game.

So This Is Your First Hire

A small business owner who will be hiring employees for the first time must take this necessary step with caution.

If it is your first time hiring employees, you have to consider some important factors. You have to identify what they are going to do, the right people to hire, and the best place where you can find them. It is also necessary to think about this question: does your small business need someone? There are various services that can be outsourced and performed by freelancers. These services include manufacturing, accounting, website design, and public relations and marketing. You can even hire virtual administrative assistants today.

In terms of determining whom to hire, a small business should look for those people who used to be employees of older, small businesses. With their experience, they would be able to handle the job more efficiently. These are the people who can work with least supervision and they don’t require hand-holding. You might be tempted to hire applicants who came from large businesses, but they are usually not suitable for a small business because of the fact that huge and small businesses’ environments are different. Inside a big business, there are regulations, rules and processes that must be followed by all employees. These things are often absent in a small business.

A small business is generally less bureaucratic and employees usually have more free will in their job compared to what usually happens inside a big company. The leaders have a tendency to build closer relationships with other employees and they typically treat them in the same way they do their loved ones. Another probable attraction is the potential for better growth.

The best bet for an entrepreneur to find employees is usually networking. You can ask for referrals from your friends, advisers, and industry colleagues. If your colleagues recommend someone, think about it and count that as one great suggestion.

Likewise, there are other things that a small business owner like you can do when hiring employees for the first time. The following are some methods that can help you find the right job applicants for hire:

  • Interview – It appears that the 1st line of resistance against such people and behaviors that are potentially unwanted. As an employer, you have to ask the job applicants some inquisitive questions, yet they must be related to the job. It is not lawful to ask questions which can be discriminatory against a person’s race, national origin, gender, age and disability.
  • Background check – aside from checking the candidate’s references, you may also enlist the assistance of companies that perform background checks of a job applicant’s credit and criminal records.
  • Training program – if you think that it is applicable, you can conduct a training program designed for newly hired employees which outline each and every expectation you have. The program must contain a complete description of the duties and responsibilities of all employees.

Interview Tips

In order for a business or a company to rise to success, it must have the best employees that will be most suited for the job. It all starts from searching for and interviewing the best candidate that they can find. Conducting job interviews cannot be achieved overnight, and it requires vast knowledge and expertise so as to avoid a bad hire and to come up with a desirable result. Here are some important tips on how to make a good interview great:

  • Make the candidates feel that they are important – By showing sincere interest towards your candidates, you are establishing a remarkable connection with them. Appreciate that they are there because they are interested in your company. By thinking this way, you are building a good impression that can make you and your candidate feel comfortable in the long run.
  • Don’t forget this: “What’s in it for me?” (WIIFM) – doing a job interview doesn’t require you to spend all day on that activity alone. You and the candidate must get to know each other as fast as possible. You have to determine the candidate’s characteristics and potential, and you have to dig deeper to asses if that person is a perfect fit. The candidate, on the other hand, must also learn and discover more about the company and the job and whether or not they want it, or they will leave. You have to deal with the interview in a timely manner, which is why you need to profile the candidate as quickly as possible.
  • Do the preparations ahead of time. Pencil out all the important questions that you have to ask. Again, you have to manage your time when doing a job interview. You need to know about the candidates’ skills, behavior, ambition and capabilities for the position. You have to be organized and well prepared to achieve a desirable result in the end.
  • Who is dominant in the conversation? – If it’s you, if 70% of the conversation is yours, then you’re not doing it right. It is you who needs to gather more data, not the candidate. So make sure that you are listening.
  • You have to be more objective, because not much will come out of being subjective – Is the candidate a personal preference or a right fit? Consider the things that you need not just the things that you want in order for you to choose the right person effectively. There are some instances that, because you and your candidate share the same interests or personal similarities, you tend to like them. That should not be the case in job interviews. It is undeniable that these things really happen.

Keep in touch. You’ve met a sensational candidate, the first encounter was awesome, and you are definitely sure that they are the perfect fit that you are looking for. Then what? This is the most critical period. You have to be reliable. When you tell them that you will call do not disappoint them.