Honing your negotiation skills is a bonus at any age but becomes a necessity as we grow older. Negotiating a satisfactory salary worthy of your experience is a challenge for mature workers. As we age and retire, salary prospects may decline because of age discrimination, transition to self-employment, consulting or part-time employment. Mature workers often times must convince an employer to pay them more than the salary associated with the job. The criteria for a decent salary is based upon experience, education, job responsibilities and the average pay rate of pay for a position. Career coaches advise never to reveal your salary history or salary requirements until an offer is made. Revealing your salary requirements before you’ve been offered the job can lower your starting salary.
Be prepared to negotiation by gathering information and planning a strategy that requires that you assess your strengths and those of the competition. Before an interview evaluate the state of the economy as well as the unemployment rate. Also learn about the history and culture of the company. Rehearse several scenarios and your responses to questions concerning salary with a mentor, career counselor or friend. Practice until the information flows easily off your tongue.
When you are older it takes longer to get hired according to the Bureau of Labor and Statistics. For example, people over the age of 55 take an average of 29.9 weeks to find gainful employment, and those under 55 look for a job for about 21.4 weeks. According to the American Association of Retired Persons, the desired salary of the job hunter also affects the length of the search. Those looking for $40,000 to $75,000 take an average of 25 weeks to find a job, and people who expect to earn $100,000 take more than 30 weeks to secure one.
Being savvy to new market trends plays an important role. Older workers may require career coaching to learn how to better market themselves. Others believe that the same methods that worked for them when they first started their career are still as effective today. While some techniques may still be successful, people don’t realize that the content, style and format of a resume, for example, has changed in the last 20 years and marketing techniques have changed as well. Money spent on career counseling can save time and help older workers to learn new marketing skills. Getting feedback from a career coach can help in developing self awareness about how you come across to a potential employer. Practicing interviewing with a professional can target skills that need to be developed as well as improving their delivery. While a mature worker offers a background of diverse skills and multi-tasking, updating their resume style plus the ability to send out dynamic cover letters can help them stand out from the crowd in today’s competitive market place. They must write their resumes for the future demonstrating how their skills can earn money for their new employer and help others.
Having too much experience can be tricky. Earlier in your career lack of experience may have resulted in not being qualified for a job. Now when you are older, too much experience can backfire because to an employer experience also means you want more money. Often expectations of an older worker are painfully unrealistic. They need to research how to get a job using social marketing sites on the Internet . A crash course on how to join networks, build a profile and market themselves as well as Networking Netiquette and making contact with others on-line may be needed. The Dummy.com series has published books on marketing for Linked-in, Facebook and Twitter that are helpful in understanding how social media can work for you.
To better grasp the market and apply for long-term assignments, identify industries in your region that are growing or at least stable. Select markets that do reasonably well in good or bad times such as the food industry, transportation, utilities/energy, healthcare and accounting according to the MetLife Study of the New Realities of the Job Market for Aging Baby Boomer.
To succeed in today’s job market workers skill- set must be continually evolving. Mature workers should have a basic awareness of their strengths, passions and values. Rather than enroll in an academic program for a degree, job experts recommend taking on-line certification classes. SkillSoft.com is one organization that provides on-line certification classes in IT and business subjects. For example, the program includes reading on-line books that are part of the program, software, practice session and tests on material that lead up to a certification exam as well as a mentor can help you achieve your goals.
Hiring managers will often judge a candidate based on their technology skills. Aging Boomers who do not keep their technology skills up to date are creating barriers for themselves in the job market because it gives employers one more reason to reject older job seekers. Seek out organizations that demonstrate a management style and work culture that is respectful of all workers. Retirement.com has more than 60 companies that pass a test through its “Age Friendly Employer Certification Program as well as AARP, according to MetLife Insurance.
Networks are critical for Boomers who often must count on personal relationships to cut through the impersonal electronic application process and age bias. Job coaches advise you to continually build a network and evaluate your skills through skills and assessment testing to give you better insight into your strengths to make sure that they are in sync with the market place.
Monday, February 22, 2010
Tuesday, February 9, 2010
How to Avoid Career Change Blunders
Making a career change without a strategic plan can wreak havoc in your life. Seasoned executives make unfortunate and ill-timed career moves according the Harvard Business Review.
Job moves are inevitable but seldom easy. The average baby boomer will switch jobs 10 times, according to the U.S. Bureau of Labor Statistics. Too often job changes lead to a decline in performance that can last up to five years. People who switch organizations face an upheaval in their home and social life that can involve potential relocation expenses and adjustment to a new corporate culture and political environment. To minimize these effects careful and conscious assessment of risks can help prevent making mistakes that can ultimately sabotage your career.
Job hopping errors were analyzed from data from three executive research teams comprised of a survey of 400 executive search consultant from more than 50 industries, HR heads at 15 multi-national companies and interviews with 500 C-level executives in 40 countries. Executives surveyed were not young, untested managers but experienced individuals who had substantial practice in making hiring decisions on themselves.
Avoid these nine mistakes when searching for a new job:
NOT DOING ENOUGH RESEARCH
Search consultants revealed that often job seeking clients don’t research their own industries. Many of candidates have not looked for a job in years. Since they are not informed about the present job market, they have unrealistic expectations about how long the search will take. They assume, for example, that companies offering them a job are financially sound. Yet, many businesses hire for senior level positions even when there are problems ahead. So it is up to the applicant to investigate to see if the job will exist in six month.
FAILURE TO CONSIDER CULTURAL FIT
While hiring managers are supposed to supply this information, often they don’t. It pays to take the time to contact people who work for an organization to determine what the corporate culture is really like.
OFFICE JOB TITLE AND JOB DESCRIPTION DO NOT MATCH
In poorly managed organizations people find themselves in jobs that have little relationship to their formal titles. One executive, for example, was given a CFO title even though most of his work involved duties of a COO. As a result, he lacked the credibility he needed to get the job done.
FORGET TO ASK ABOUT PERFORMANCE MEASUREMENT
Job candidates often fail to ask potential employers about how their performance will be measured. Without an understanding of this information a job candidate’s success depends totally on luck.
LEAVING FOR MORE MONEY
Often executives rank income fourth or fifth in terms of importance when contemplating a job search but move it to first place when making their decision. In one case, an executive was about to make a move but realized that he would be increasing his salary by $10,000 but realized it was not worth it since he would be leaving behind his old contacts and relationships.
GOING FROM DARKNESS INTO THE LIGHT
Unhappy with their present position a candidate mayl rush to another position without waiting for the right offer. Job seekers do not take the time to do intensive research when they have the opportunity to move on to what they think are greener pastures. They forget to look strategically at their current company for other opportunities that may still exist for them. They may fail to imagine what their job would be like if their boss left.
OVERESTIMATING YOURSELF
According to search consultants some applicants over estimate their skills and contribution and undervalue the strengths of their company in helping them achieve their goals. They do not realize the length of the job search and what the costs will be. They may also miscalculate their new salary and the ability to deal with the challenges of a new organization that could be too large to easily implement change.
THINKING SHORT-TERM
Short term decisions can feed into each of the mistakes listed above and create problems. Pressure can force candidates to focus on details such as salary and job title instead of raising deeper questions that involve long term evaluation.
Creating strategies outside traditional thinking can prevent you from accepting an easier solution. Self-awareness is very important say experts. With the help of a mentor you can create a list of positive and negative scenarios that can be used to plot a three year path at each company evaluating what decisions would be right in each situation before leaving a job for a new one. With more self knowledge you will be aware of mistakes you’re prone to make, how to correct these errors, how others perceive you, and the elements of a job that can help balance life and work.
*material excerpted from "Five ways to Bungle a Job Change," by Boris Groysberg, associate professor at Harvard business school and Robin Abrahams, research associate which appears in the January & February issue of Harvard Business Review
Job moves are inevitable but seldom easy. The average baby boomer will switch jobs 10 times, according to the U.S. Bureau of Labor Statistics. Too often job changes lead to a decline in performance that can last up to five years. People who switch organizations face an upheaval in their home and social life that can involve potential relocation expenses and adjustment to a new corporate culture and political environment. To minimize these effects careful and conscious assessment of risks can help prevent making mistakes that can ultimately sabotage your career.
Job hopping errors were analyzed from data from three executive research teams comprised of a survey of 400 executive search consultant from more than 50 industries, HR heads at 15 multi-national companies and interviews with 500 C-level executives in 40 countries. Executives surveyed were not young, untested managers but experienced individuals who had substantial practice in making hiring decisions on themselves.
Avoid these nine mistakes when searching for a new job:
NOT DOING ENOUGH RESEARCH
Search consultants revealed that often job seeking clients don’t research their own industries. Many of candidates have not looked for a job in years. Since they are not informed about the present job market, they have unrealistic expectations about how long the search will take. They assume, for example, that companies offering them a job are financially sound. Yet, many businesses hire for senior level positions even when there are problems ahead. So it is up to the applicant to investigate to see if the job will exist in six month.
FAILURE TO CONSIDER CULTURAL FIT
While hiring managers are supposed to supply this information, often they don’t. It pays to take the time to contact people who work for an organization to determine what the corporate culture is really like.
OFFICE JOB TITLE AND JOB DESCRIPTION DO NOT MATCH
In poorly managed organizations people find themselves in jobs that have little relationship to their formal titles. One executive, for example, was given a CFO title even though most of his work involved duties of a COO. As a result, he lacked the credibility he needed to get the job done.
FORGET TO ASK ABOUT PERFORMANCE MEASUREMENT
Job candidates often fail to ask potential employers about how their performance will be measured. Without an understanding of this information a job candidate’s success depends totally on luck.
LEAVING FOR MORE MONEY
Often executives rank income fourth or fifth in terms of importance when contemplating a job search but move it to first place when making their decision. In one case, an executive was about to make a move but realized that he would be increasing his salary by $10,000 but realized it was not worth it since he would be leaving behind his old contacts and relationships.
GOING FROM DARKNESS INTO THE LIGHT
Unhappy with their present position a candidate mayl rush to another position without waiting for the right offer. Job seekers do not take the time to do intensive research when they have the opportunity to move on to what they think are greener pastures. They forget to look strategically at their current company for other opportunities that may still exist for them. They may fail to imagine what their job would be like if their boss left.
OVERESTIMATING YOURSELF
According to search consultants some applicants over estimate their skills and contribution and undervalue the strengths of their company in helping them achieve their goals. They do not realize the length of the job search and what the costs will be. They may also miscalculate their new salary and the ability to deal with the challenges of a new organization that could be too large to easily implement change.
THINKING SHORT-TERM
Short term decisions can feed into each of the mistakes listed above and create problems. Pressure can force candidates to focus on details such as salary and job title instead of raising deeper questions that involve long term evaluation.
Creating strategies outside traditional thinking can prevent you from accepting an easier solution. Self-awareness is very important say experts. With the help of a mentor you can create a list of positive and negative scenarios that can be used to plot a three year path at each company evaluating what decisions would be right in each situation before leaving a job for a new one. With more self knowledge you will be aware of mistakes you’re prone to make, how to correct these errors, how others perceive you, and the elements of a job that can help balance life and work.
*material excerpted from "Five ways to Bungle a Job Change," by Boris Groysberg, associate professor at Harvard business school and Robin Abrahams, research associate which appears in the January & February issue of Harvard Business Review
Friday, January 29, 2010
Surviving Mentally After a Layoff
Here are some tips to stay focused:
• Write a list of your goals for the year.
• Make yourself more valuable now and in the future by taking courses or learning new material from the internet and library.
• Keep up with social marketing and blogs in your industry.
• Start exercising regularly
• Read a best seller and keep current with the news so you have something to talk about that isn’t focused on you.
• Build an attractive resume website.
• Call old contacts and tell them about your plans.
• If starting a business find a mentor. Explain your goals and ask them if they will help you define them. Start with SBA’s Score.
• Have lunch with someone new
• Improve your speaking skills by joining Toast Masters
• Develop an elevator speech and go to several networking activities a month
• Earn income as an adjunct teacher through a college or adult education program.
• Develop outside income through freelancing or by teaching a skill.
• Search for a job boards through Google and post your resume
Sunday, January 24, 2010
Washington Networking Event - International Folks
Attended a Washington Networking event for international folks. Met MBA graduates from USA and Russia looking for government and international jobs. Talked with Roxan Kerr who recently started RA Kerr, a law firm which targets employment issues, Tonietta Wheatle who founded WHEATLEPEART, an educational business that trains youth in the art of entreprenureship and Shonika Proctor,a blogger-commentator for PBS who talks and writes about young entrepreneurs. Others businesses focus on providing help to grow US firms into international enterprises; serving as international movers,and performing statistical measurement and analysis for industrial psychology project. Ecoprint was represented by Dave Michaels, an outreach coordinator who manages environmental consulting, report writing and printing functions. During the three hour event, bought our own drinks and gobbled down three kinds of thin-crusted, tasty pizza.
Monday, January 11, 2010
How can the Goverment's reorg of www.usajobs.gov help you?
Tips for Understanding the Government’s On-line Revolution
The Office of Personnel Management (OPM) plans to present a stream-lined version of www.usajobs.gov as part of a general reorganization which will occur by January 23, 2011 according to OPM. The usajobs.gov site, for example, will display a lot more features than before in close proximity of each other. With the click of a mouse you will be able to see the pay scale, grade and occupation for the job you’re applying for. You can also share your document on LinkedIn, Twitter and other social media sites. The Remix on-line resume format has been updated and will serve as one uniform resume which contains all the information necessary to apply for all types of government jobs on-line. Although, currently you can store up to five resumes on usajobs.gov.
OPM says you can use keywords to communicate multiple skills and qualifications that you can discover by reading the job announcement. When constructing a resume, they advise putting all your selling points at the top of the page. This sounds a lot like a kind of summary of your work history describing your background, skills and accomplishments. The Government suggests that you highlight your activities by describing them using figures or percentages.
For example, “Produce 10 publications by using lower cost paper reducing costs by 15 percent.”
Since time equals money, OPM suggests that you describe other accomplishments with time as part of the consideration.
For example: “Produce twice monthly payroll or write four 750 word articles for a monthly newsletter consistently meeting 3 pm deadline.”
Another tip is to add figures when you describe how you save money, for example, managing the office supply budget.
“Buy yearly office supplies on sale at Staples saving over $500 dollars.”
Or when describing how many people you manage you could say:
“Manage 450 people in the five offices of OGP, prepare performance appraisals and assist 40 employees implement a plan for personal growth.”
Job seekers interested in grade GS15 jobs have the choice of using the 612 form which can be downloaded from the OPM website and when completed faxed or mailed to the appropriate address at OPM. Applicants must answer ECQ questions that represent three types of qualifications described as cases. For example, A- cases are based on demonstrated executive experience.
B-cases support successful participation in the OPM approved SES Candidate (SESCDP) program. There is a form executives can fill out that leads to eligibility for non-competitive appointments to the SES. On this form, you can document short and long term developmental activities, managerial, or leadership skills developed through reading books, attending webinars/Pod casts and other training which helps deliver broader perspective and deeper knowledge of the agency and Federal government. This form can be downloaded from the OPM website.
C-cases are based on having special or unique qualities that provide evidence of the likelihood of success in the SES.
While completing a resume candidates must address all five ECQ’s for each job or write a general resume and then attach a narrative that contains a discussion of the five Esq.’s statements: The ECQ statements are: Leading Change; Leading People; Results Driven; Business Acumen, and Building Coalitions. For an in depth discussions of the key words related to each ECQ go to http://www.opm.gov where you can download the Guide to Senior Executive Service Qualifications.
Another way to apply for an SES job is to organize a narrative that follows the (CCAR) model which describes skills needed to be successful in a variety of SES positions. The CCAR model describes the context of the challenge, the action you deliver, and the result. You can start with this model as the basic structure of the narrative. Then integrate the Executive Core Qualifications (Esq.’s) along with key words into your statement to describe how throughout your career you have provided strategic leadership and commitment following the goal of one of the cases mentioned earlier such as in case A-- demonstrating executive experience.
Your resume and the narrative can be faxed or mailed to the appropriate personnel office. The entire job announcement and other attachments are found by doing a search on SES jobs by utilizing the usajobs.gov search engine. When the job announcement information is downloaded, you will see listed the personnel specialist assigned to answer your questions and a phone number as well as the address of where to send your application
The Office of Personnel Management (OPM) plans to present a stream-lined version of www.usajobs.gov as part of a general reorganization which will occur by January 23, 2011 according to OPM. The usajobs.gov site, for example, will display a lot more features than before in close proximity of each other. With the click of a mouse you will be able to see the pay scale, grade and occupation for the job you’re applying for. You can also share your document on LinkedIn, Twitter and other social media sites. The Remix on-line resume format has been updated and will serve as one uniform resume which contains all the information necessary to apply for all types of government jobs on-line. Although, currently you can store up to five resumes on usajobs.gov.
OPM says you can use keywords to communicate multiple skills and qualifications that you can discover by reading the job announcement. When constructing a resume, they advise putting all your selling points at the top of the page. This sounds a lot like a kind of summary of your work history describing your background, skills and accomplishments. The Government suggests that you highlight your activities by describing them using figures or percentages.
For example, “Produce 10 publications by using lower cost paper reducing costs by 15 percent.”
Since time equals money, OPM suggests that you describe other accomplishments with time as part of the consideration.
For example: “Produce twice monthly payroll or write four 750 word articles for a monthly newsletter consistently meeting 3 pm deadline.”
Another tip is to add figures when you describe how you save money, for example, managing the office supply budget.
“Buy yearly office supplies on sale at Staples saving over $500 dollars.”
Or when describing how many people you manage you could say:
“Manage 450 people in the five offices of OGP, prepare performance appraisals and assist 40 employees implement a plan for personal growth.”
Job seekers interested in grade GS15 jobs have the choice of using the 612 form which can be downloaded from the OPM website and when completed faxed or mailed to the appropriate address at OPM. Applicants must answer ECQ questions that represent three types of qualifications described as cases. For example, A- cases are based on demonstrated executive experience.
B-cases support successful participation in the OPM approved SES Candidate (SESCDP) program. There is a form executives can fill out that leads to eligibility for non-competitive appointments to the SES. On this form, you can document short and long term developmental activities, managerial, or leadership skills developed through reading books, attending webinars/Pod casts and other training which helps deliver broader perspective and deeper knowledge of the agency and Federal government. This form can be downloaded from the OPM website.
C-cases are based on having special or unique qualities that provide evidence of the likelihood of success in the SES.
While completing a resume candidates must address all five ECQ’s for each job or write a general resume and then attach a narrative that contains a discussion of the five Esq.’s statements: The ECQ statements are: Leading Change; Leading People; Results Driven; Business Acumen, and Building Coalitions. For an in depth discussions of the key words related to each ECQ go to http://www.opm.gov where you can download the Guide to Senior Executive Service Qualifications.
Another way to apply for an SES job is to organize a narrative that follows the (CCAR) model which describes skills needed to be successful in a variety of SES positions. The CCAR model describes the context of the challenge, the action you deliver, and the result. You can start with this model as the basic structure of the narrative. Then integrate the Executive Core Qualifications (Esq.’s) along with key words into your statement to describe how throughout your career you have provided strategic leadership and commitment following the goal of one of the cases mentioned earlier such as in case A-- demonstrating executive experience.
Your resume and the narrative can be faxed or mailed to the appropriate personnel office. The entire job announcement and other attachments are found by doing a search on SES jobs by utilizing the usajobs.gov search engine. When the job announcement information is downloaded, you will see listed the personnel specialist assigned to answer your questions and a phone number as well as the address of where to send your application
Tuesday, December 15, 2009
What Does A Capture Manager Do?
A Capture Manager is a term that’s been tossed around on career job sites lately. If you do a search you’ll be surprised to see lots of openings for Capture Managers. But what exactly does a Capture Manager do to earn them a hundred thousand plus salary?
At first it seems that a Capture Manger is a new name for Proposal Manager in the Federal market place but after investigation, the duties of a Capture Manager are similar but involve a lot more responsibility. For example, a Capture Manager must have experience managing deals from $10 – $100M. They use their big nets to target and capture large federal contracts. They sell products to large agencies or bid on proposals to get work for their company. In the proposal writing area, tasks include coordination of timelines, writing assignments, value proposition creation and ensuring that the sales message is articulated throughout the proposal. Normally, the proposal must demonstrate that the companies solution is superior to other bids. As well having great organizational skills, a Capture Manager must have a strong background in business practices and knowledge of Federal Acquisition (FAR) regulations and a record of winning bids.
Some Capture Managers have a direct sales background or work with a Sales Manager. They may have held positions as Sales Managers selling products to other companies and have worked as business developers finding new customers for products. They develop sales and bidding strategies to win proposals to gain work for the company. In addition, they sell the idea of bidding on a proposal to higher ups in the company as well as managing small proposal teams. In most instances, they write the less technical sections of an RFP and work with technical staff members to answer technical proposal questions. They also review, write and revise proposal content to achieve target messages.
How to write a resume for a Capture Management job.
Every resume should have a summary that describes sales and business development experience. You should mention a figure that shows how you’ve driven revenue growth within competitive markets in sales. Since you will be capturing federal contracts in the market place list the highest awards you’ve won. Your proposal management experience and skills should focus on the types of documents you have written as well as the number of people that you have supervised. Mention your sales and organizational skills, knowledge of business practices and ability to work with a variety of people as well as your ability to handle stress.
List your accomplishments—the number of proposal wins, how you increased the bottom line or saved money for the company.
Next create a section on your resume for computer and software skills.
Under Career Highlights, list your experience chronologically as it relates to your capture management experience, sales management and business development. Mention your writing skills and how you used them to write, evaluate, and revise proposals. Discuss employment during the last ten years; this is as far back as employers want you to go.
Create an Education section listing your degrees and training that pertains to the job you are applying for
Develop an awards or affiliation section and list your recent awards within the past 10 years
Leave references off your resume.
Saturday, December 5, 2009
How Much Am I Worth?
The prospect of coming up with an answer at an interview to this question makes most of us queasy. Yet, in this down economy many employers insist that you reveal a salary range during the interview. If you ask for too much you might believe you can ruin the deal or ask for too little and be unable to pay your bills. So what should you to do?
Experts say prepare before the interview to identify your salary range. This can be accomplished by researching your salary on the internet through Google. There are several businesses that ask you questions and for $49.00 will come up with info on what your skills are worth in today’s job market given your background, experience, and education. When using an on-line salary calculator answer the questions truthfully to get the low, the average and above average salary.
After Googling several free online careers and working through the process, I discovered some of them did not have information about a senior technical writer, my specialty or information systems but there was plenty of free information on many occupations. I also noticed that in general the salaries were a few thousand higher than they were last year. I guess to compensate for the decrease in the value of the dollar some employers have raised their salaries. When dealing with headhunter’s who specialize in contract jobs they try to get you to name a rate before they will submit you for the job. Recently four job shops sent me emails for the same job. I talked with one who demoted my rate by $10 dollars per hour. I said no to that offer. I did not give up and when asked by the next recruiter from another company who was selling the same job; my range was $15 dollars more per hour. He said that the beginning of the range that I had quoted him was “Ball Park” and he would bid me at that rate which was actually $16 dollars more an hour than the previous offer.
LET THE EMPLOYER BRING UP THE SALARY
When you’re applying for a permanent job, it is best to let the employer bring up salary before disclosing a salary range. Some of employers will try to get this information from you before inviting you to an interview as a way of screening you out. You can always provide a verbal defensive move, “I will be happy to discuss my current salary when we talk about the issue at the interview.”
When asked about salary at the interview you can ask “Are you offering me the job?”
If the answer is yes, be enthusiastic and appreciative. Mention the range you researched and where the information came from. If they give you a low ball offer say you’d like 24 hours to think it over and mention that your expectations for the salary are higher because of your expenses, experience, former work history and compensation. Market your self by documenting your skills and accomplishments and emphasize the reasons why you should get the offer. This will give you the opportunity to see if the employer is flexible with the salary. Try to get their offer in writing before you make up your mind in case you decide to decline the offer. If you say no, be positive and gracious so you can say goodbye on the best of terms. “
There is more to a job than a salary, so it helps to have a long-term strategy, according to Nancy Rehnquist, a Program Management and Communication expert .
“I once needed a job and got a low offer, but the benefits were very good including money for education and professional development. Instead of asking for a higher salary I asked if they could pay my last class in graduate school. They said they could not do it but ended up increasing their offer so that I could take the class.”
BE READY TO NEGOTIATE
Refuse to be intimidated and act with self confidence according to Sandy Bloomberg, a Senior Windows engineer for the government.
“It all depends on what you bring to the table—if you are confident in your skills and capable of talking about it through verbal communication, resume and references than negotiating a salary is a must. Role play and do your homework!
Whether you will negotiate for a better salary depends on your state of mind. For example, one of the first things you learn when playing QB in high school and college is to take what the defense gives you,” according to GM Ralph Medlow.
“If there are eight guys in the box and they are inviting you to pass you’ll likely win yardage, if you run you’ll be thrown for a loss. When you’re in a position to negotiate without fear – you will play hardball. If you have been unemployed you’ll probably take the offer without negotiations.”.
There is more to a job than a salary, so it helps to have a long-term strategy, according to Nancy Rehnquist, a Program Management and Communication expert .
“I once needed a job and got a low offer, but the benefits were very good including money for education and professional development. Instead of asking for a higher salary I asked if they could pay my last class in graduate school. They said they could not do it but ended up increasing their offer so that I could take the class.”
BE READY TO NEGOTIATE
Refuse to be intimidated and act with self confidence according to Sandy Bloomberg, a Senior Windows engineer for the government.
“It all depends on what you bring to the table—if you are confident in your skills and capable of talking about it through verbal communication, resume and references than negotiating a salary is a must. Role play and do your homework!
Whether you will negotiate for a better salary depends on your state of mind. For example, one of the first things you learn when playing QB in high school and college is to take what the defense gives you,” according to GM Ralph Medlow.
“If there are eight guys in the box and they are inviting you to pass you’ll likely win yardage, if you run you’ll be thrown for a loss. When you’re in a position to negotiate without fear – you will play hardball. If you have been unemployed you’ll probably take the offer without negotiations.”.
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