Job Offer Negotiations: Getting What You Want

Written by David Richter

You have worked hard at finding your next job. You have come through many obstacles and have reached your career objective. You have received a job offer. You’re thrilled. Mission accomplished. After all, what else is left to do?

A majority of job candidates do not negotiate their offer. They are happy just to have received it. They just want to start their new job and start getting paid again. Besides, there's a myth thatrepparttar process of negotiating could turnrepparttar 135037 employer off and causerepparttar 135038 offer to be rescinded? Does this kind of thinking sound familiar?

Offer negotiations are certainly an optional part ofrepparttar 135039 job search process. You don’t have to negotiate. Should you? Absolutely! In fact, when you don’t negotiate, negative ramifications can occur.

For example, you’re in Sales or Customer Support or any other profession that requires a persuasive style. As a final “test”, an employer may extend to yourepparttar 135040 position contingent upon how persuasive you are at negotiatingrepparttar 135041 offer. If you don’t negotiate, or negotiate poorly, you lose. A runner-up may be offeredrepparttar 135042 position on a similar basis.

Even if you are not in a profession that requires a persuasive style, you should seriously consider engaging in a negotiating process. Employers expect you to negotiate. There is always a higher amount that you can receive over and aboverepparttar 135043 compensation you are initially offered. How much more will be a function ofrepparttar 135044 bargaining chips you have, andrepparttar 135045 finesse used to negotiate them.

Let’s take stock ofrepparttar 135046 bargaining chips you may have: • Your educational degrees • Being currently employed (assuming you are) • Your level of expertise and number of years inrepparttar 135047 field • The salary you currently command • Your assessment of your true worth

Depending uponrepparttar 135048 type of position you are seeking, each of these areas has validity and relevance, and a specific “chip” value that can be called upon when negotiating. Probablyrepparttar 135049 most esoteric yet most valuable of these is your own assessment of worth.

Your true worth is far greater than your current compensation, or what a salary calculator would reveal. Your worth can be defined by what you bring torepparttar 135050 table that is unique and valuable. Look atrepparttar 135051 skills, strengths, core competencies, marketable assets and accomplishments you can declare as your own. This is what describes your uniqueness. It is what differentiates you fromrepparttar 135052 crowd.

Preparing For Your Job Interview: What You Need To Know To Be Successful

Written by David Richter

Inrepparttar limited time an interviewer has with you, their mission is to know you and assess your worth, especially in relationship torepparttar 135036 other candidates interviewed. Asking you questions isrepparttar 135037 way they accomplish that mission.

You’ll be asked to tellrepparttar 135038 interviewer about yourself, your qualifications (especially as they pertain torepparttar 135039 specific opening), your professional background, your likes and dislikes, your strengths and weaknesses, and your goals. Sorepparttar 135040 first step is to know yourself. Be prepared to talk about your skills, competencies, qualifications and accomplishments. Understand your strengths and weaknesses. Explorerepparttar 135041 goals you have for yourself – both current and future.

Especially know how to conveyrepparttar 135042 value you bring torepparttar 135043 table –repparttar 135044 strengths, unique gifts and marketable assets that are distinctly yours. Know your value proposition; it describes your worth. It is what uniquely defines you, and differentiates you fromrepparttar 135045 crowd. If you want to stand out inrepparttar 135046 huge ocean of candidates that represents your competition, you need to become fluent in this arena.

You may also be asked why you left your previous position. This is whererepparttar 135047 interview can get a bit tricky. How you answer this question can make or break your chances. No matter how challenging your supervisor was or how gruelingrepparttar 135048 workload orrepparttar 135049 sixty-hour weeks were, you must frame your response in a positive light. If you left your previous employment because you were downsized, that's ok. That's happened quite a bit inrepparttar 135050 past few years. If you resigned, be very careful how you state this. Your attitude can enhance or end your chances. Be honest, and be sure to indicate your desire for stability as an overriding factor.   

Keep in mind that while your answers will helprepparttar 135051 interviewer assess your skills forrepparttar 135052 position at hand, it’s how you respond that more importantly determines your overall fit withrepparttar 135053 company. Personality is ninety percent ofrepparttar 135054 battle. You may answer a question factually, but your attitude might tell them no.  Onrepparttar 135055 other hand, it’s far better to establish a rapport with your interviewer than to answer every question correctly. A skill can always be taught, but when wasrepparttar 135056 last time you successfully altered someone’s personality?  

Find out everything you can aboutrepparttar 135057 interviewer’s quirks and traits. Are they confrontational or laid back, serious or informal, friendly or stern? What is their position withinrepparttar 135058 company, and how long have they been employed there? Are theyrepparttar 135059 decision-maker and therefore in a position to make you an offer? They may simply be a screen, filtering out allrepparttar 135060 non-viable candidates from further review by higher-ups. If they are a screen, try and discover upon whose shouldersrepparttar 135061 hiring responsibility falls.

Cont'd on page 2 ==> © 2005
Terms of Use