11

Nov

Negotiating an Offer

Filed Under (Business) by Jason Monastra on 11-11-2008

I was looking through some of the career advice on Monster reference a blog I was reading.  Based on the blog, I checked into some of the advice given on the site reference negotiations.  During the due diligence, I came across a link that describes negotiating skills.  Here is the article referenced: Five Negotiating NO-NOs.

I did not agree with some of the details, specifically this area:

Mistrusting the System

Many job seekers operate under the assumption that employers will, without exception, try to lowball them, no matter how well-qualified they are for a position. While there are employers who pay employees below industry standard, you should never enter a negotiation with a them-versus-me mentality. And don’t assume that just because you’ve researched a job’s market value, you’ll get an offer within that range. While market averages are good barometers of pay averages, they’re just that — averages.

The fact is, many companies have a predetermined budget for every position and have pay ranges and benefit packages based on their established compensation hierarchies. An offer may boil down to a take-it-or-leave-it proposition, only because that’s all the budget allows for the position, not because the employer is trying to take advantage of you.

I look at this advice and we know what side of the fence the author was coming from.  Coming from a site like Monster, one who’s revenues are generated by employers - it is obvious the article is written with a distinct sense of bias.  As a recruiter, and yes someone that is paid by the employer, I have the information available to me that is not know to the candidate.  My job is to mediate the difference and bring both parties together.  But here are some facts you need to understand:

  • Most of the time, companies do low ball. Specifically they expect to negotiate and starting from a higher point only makes them less flexible when determining the ultimate ceiling they are willing to pay.
  • There should not be a them vs you mentality as that could cause lasting issues as your career with the company progresses.  However, you must understand that you starting point within the company is a key indicator of your value to them, plus will dictate raises and compensation as time moves forward.
  • Market ranges….this article suggests that not being paid within the average is okay.  That is hog-wash.  For the most part, those averages are low and usually somewhat dated.  They key barometer is looking at the company’s key competitors in the market, seeing what they are making in similar roles and thus understanding what the market is paying.
  • The ranges that this article is suggesting are HUGE.  I have worked in this industry for 10 yrs, and most of the ranges for jobs are quite large.  Once you get above 70k, most of the job ranges look like 68-85k depending on skills.  Companies always come back telling candidates that they are missing this and that, therefore determining their pay to be on the lower side.

Negotiations are easy.  Simply put, these skills that are discussed here are elementary and not meant to be used by true professionals.  Companies expect professionalism and you should expect the same.  In the due diligence process of collecting information, one of the compenents of this gathering is budget and compensation.  If you are using a recruiter, this is easy.  Get to the bottom of it.  The recruiter should know the range, but most importantly know the trends of the hiring managers, and specifically within 5k what that manager is looking to pay.  Move the range from 68-85k, down to 73-78k.  Then you really know where the mind of the manager is previous to going in.

I would love to hear some more about this subject and how other people suggest handling negotiations…..

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11

Nov

You are not your resume

Filed Under (Business, Personal) by Jason Monastra on 11-11-2008

This discussion we have been having around the padding of the resume, essentially the direct misrepresentation of skills so that someone will interview or offer you the position has gotten me moved toward the more front end of the process.  I find in the technical profession, that people bend the truth, since without it most managers cannot see past the direct links of keywords in their jobs and the resume application.  So they “pad” to make themselves more attractive and get to the next step.  So how do we avoid this?

First and foremost, remember one simple truth - a piece of paper can never define who you are.  Who you are resonates beyond paper and ink.  The key is the expression of that character and most people limit themselves to a simple resume to get that point across.  Stop limiting yourself.  Playing conventionally will not improve your position of being successful, it only heaps you into the pile of nameless paper, making you as unrecognizable as the next.  Do we really think that better words on that resume are going to make the difference.  The first thing we need to do is get the person to pick up the resume.  A few ideas for how to make that happen:

  1. Send the resume in a special format.  I have found for the most important things (and I think job searching for a career is one of them), sending things via FEDEX is a key way to ensure that the person will open it.  Time, money and effort are all shown with this and reflect a level of distinction few others are showing.  (This has been reflective in our firms billing system for example.  We use to email invoices to hiring managers.  Payments were delayed, etc.  We switched to sending FEDEX, bills are paid on time and normally ahead of terms.  We have not no missed or skipped invoices either.  People know when they receive the package, they need to open it and read it).
  2. Make sure when they have it in hand, that the read it and not just put it down.  Customization.  Yes, this takes time but is the only way for the manager not to think that he is one of a million recipients of the same message.  Know the role, know the hiring manager’s name, know intimate details about the company and have an opening statement that shows you are an insider who is up to speed on what is going on there.
  3. Make an impact quickly.  People waste about a quarter of the first page with their name/address/summary that offers little to the reader.  Make the first thing they see a good reason for them to continue reading.  You have hooked them with steps 1 & 2, do not lose them with a resume that is boring.  Impact statements, signs of concrete substance and positive environmental impact at your old positions.  Savings - hard numbers.  Facts.  Make the most out of the little space you have on that little white piece of paper.

These are just some of the steps in making your job search process easier.  However, I think it draws to the fact that when the process is done right, there is no need to lie.  If you need to lie in addition to all of this, that position is simply not for you.

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