We have a great, long-time client whose team does something interesting: they write a note on each applicant to say why that person didn’t make the cut. We thought this was such a great idea we incorporated rejection reasons into our new software from the very beginning. Whether you track this information with manual notes, or as part of a system feature, this information can help you in many ways. We’ve listed six, and hope they’ll make you consider tracking rejections as part of your process. Continue reading
Human Resources have typically been an area of the corporate world that pays less attention to analyzing data. Perhaps the reason for this is a determined focus on the ‘human’ element, and an effort to avoid the image of the fun-killing HR often portrayed in popular media. Nobody wants to be Toby from The Office. Continue reading
At a job interview you are there to prove that you are a responsible adult. That you can work independently. That you can perform well while not under supervision. That you don’t need your hand held in stressful or important situations. That you are capable of thinking for yourself and solving your own problems.
Bringing mommy or daddy to an interview undermines all of this – making you look like a child.
If your parents are the ones who are insisting they come, you MUST adamantly refuse, push back, and not allow them past the front door of the building. Not only will they not help in any way, their appearance will cost you the job.
In the working world, it’s relatively common knowledge that to get a raise, you need to ask for a raise. But Microsoft CEO Satya Nadella recently received criticism for telling a group of women in technology that they shouldn’t ask for raises.
Nadella was a guest speaker at the Grace Hopper Celebration of Women in Computing earlier this month, where he told the primarily female audience that “it’s not really about asking for a raise, but [. . .] having faith that the system will give you the right raise.”
Though he later apologized, Nadella was blasted for his remarks, both by the media and by prominent figures in technology. The reason? It’s rarely a bad idea to ask for a raise – whether you’re a man or a woman.
Many employees see salary negotiation as a necessary evil. But it’s not. Negotiating salary is an important part of every employee’s career. Recognition, fulfillment and great company culture can go a long way, but salary is a big motivator for most of us show up to work. The reason that so many people dread salary talks? They’re just not that good at them.
The bottom line? You should ask for a raise – but you need to know how to do it well. Below are 5 tips for negotiating salary, so you can walk out of your next performance review with the salary you want and deserve.
1. Know the going rate
The single biggest advantage that employees can bring to the table when it comes to salary negotiation?
Before the interview and definitely before the offer, job seekers should research similar positions online to see what average salaries are. Be sure to search specifically for your industry, in your geographic location. Armed with this information, potential candidates can make reasonable salary requests – as well as identify and reject unreasonable low-ball offers.
Current employees have even more information at their disposal. In addition to market research on average salaries for the position, employees should compile a list of ways that they have made a difference to the company – whether it was by saving money, increasing revenue, or improving internal processes. Back your claims up with data whenever possible. And start keeping track of your accomplishments now – not the morning of your review.
2. Be professional
Discussing salary can be a highly emotional task. That’s why it’s even more important to maintain the utmost level of professionalism during negotiations.
Salary is tied closely to our personal worth, so it can be hard to keep emotions out of the equation. But being overly emotional only hurts your case. Even if things aren’t going well, never allow anger or frustration to come through in your voice or gestures, and don’t make threats to quit your job. You should also avoid bringing personal matters, like financial difficulties, into the discussion. Your raise is about your performance at work and your value to the company – nothing else.
Successful negotiations should remain positive, and both parties should seek to find a mutually beneficial solution. For example, your employer may ask that you take on additional work in exchange for a raise or larger starting salary.
3. Don’t take no for an answer
Companies know that in order to retain top employees, they have to reward them fairly andcompetitively. If your manager or future employer says no early in the negotiations, don’t take it as a final answer. Instead, look at it as the beginning of negotiations.
Saying no may be your manager or employer’s way of throwing the ball back into your court, rather than providing a number on their own. Press the issue by asking what it would take to increase the salary, whether it’s more responsibilities or a different title. This forces the employer to come up with a game plan to retain you as an employee – and indicates that you’re willing to work for what you want.
But be careful – if you press too hard, you could come across as aggressive or inflexible. Read the situation. If your manager or employer seems amenable to further negotiations, go for it – but also know when to stop.
4. Don’t be the first to state a number
Job applicants who are negotiating a first-time salary can employ another useful tactic when discussingsalary. It’s simple: avoid stating a number at all costs.
Because you don’t know what the company has budgeted for the position, you run the risk of low-balling yourself if you state a number that’s too small. If possible, avoid filling in salary requirements in job applications. And when you’re asked about salary in the interview, state that you are more interested in finding a job that offers challenges and opportunities for growth.
In many cases, you may be required to include an acceptable salary. If you are, stick to a range that matches average salaries for your position and in your area, and that gives you room for negotiation.
5. Play some mind games
Okay, so mind games aren’t a good idea. But there are some psychological tactics that new hires and current employees can use to boost their argument during salary negotiations.
One example? When your employer or manager states a salary number or a raise amount, repeat the number back to them and then remain silent. Look as though you are thinking about what they said. If your employer thinks you’re questioning the amount – and they really want to keep you around – they may offer you more.
If you do reach an agreement, but you’re not totally satisfied with the result, ask when your salary will be revisited again or what you can do to work towards a bigger raise. This lets your manager know that you’re willing to work hard, but you also expect to be rewarded for your work.
What are your tips and tricks for negotiating salary?
“Applicant tracking software rejects good candidates.” That is a complaint that comes from using systems that have been configured or used incorrectly. ATS software should never reject what may be a good candidate!
One example of how a candidate could be discarded is when a recruiter uses automatic filtering, or pre-screening ‘stop questions’. Continue reading
One of the best places to go for resume advice is to the people who regularly read, compare and reject resumes on a regular basis. We’ve scoured many sources and brought together some great tips from leading businesspeople and HR experts. Continue reading