The Easiest Way to Negotiate a Higher Salary for Yourself


Listen to the full episode here:
http://webtalkradio.net/internet-talk-radio/2017/09/04/the-easiest-way-to-negotiate-a-higher-salary-for-yourself/

Jeff Altman, The Big Game Hunter offers simple to follow advice for how to improve a salary offer that is lacking without you “stressing out.”

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching or interview coaching from me? Email me at JeffAltman@TheBigGameHunter.us
and put the word, “Coaching” in the subject line.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I on function as your ally with no conflict of interest answering your questions.

Do you have a question you would like me to answer? Pay $25 via PayPal to TheBigGameHunter@gmail.com
and then forward your question to the same address.

Connect with me on LinkedIn http://bit.ly/thebiggamehunter

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

The Non-Offer Offer (VIDEO)


I received a question from someone the painted description of what I can only think of is a non–offer offer. Do you agree with my assessment? Do you disagree?

Summary

I am doing a video today because someone described the situation to me that they wanted some advice about. I think it is something that is pertinent to more than just simply this 1 person. They wrote about doing a presentation to the CEO of a firm that judging by this person's address would require relocation. The CEO love this presentation, loved his alpproach, loved his ideas and decided from the time of his 1st meeting till now that he has a choice to make about the direction of his firm. He has decided to change the model and that requires a different team and strategy and this is completely new information to the job hunter.

The CEO clearly liked him and wants him to be involved with improving the current model which brings in cash, while considering what will be needed for the other model. To that end he asked this person to present a proposal to work for him as a contract employee to improve the current model. At the end of 60 days, he would decide whether to bring them on full time. The question is whether this is a good thing to do. Is this an okay thing for him to do? Is he using a tactic where he can eliminate me after 60 days?

Knowing that this involves relocation, you have an offer to work for him for 60 days.Actually to make a proposal to work for him for 60 days. You have an offer to bid on 2 months of work. You have a full-time situation now and I know from other parts of this note that you are not happy with it. The idea of moving for 60 days of work when you have a house of family and stuff like that while uprooting everyone doesn't seem to be very sensible.

What comes to mind as an appropriate strategy Is to say, "I am interested in being involved. Talk to me about what you think is fair for me to be involved. Please don't lowball me. If the role, you are asking me to uproot myself and my family to move out here. So what do you think is a fair price?"

2. You have to ask them this next question point blank. "After 60 days if you decide to dump this business, sell it or what have you, What happens to me?" I know the answer that question – – You're gone. The CEO has had 2 months of consulting and adios. You want him to say what he believes he will do And then from there, put it in writing. If the goal is for you to get another job, then this isn't a job. It is a non-job job offer. It is an oppirtunity to bid for a consulting assignment.

For now, there is more to find out. The big thing is what happens after 60 days If, through no fault of yours, the CEO decides,, "I'm Going to bail on the sucker. Let's shut it down." You are out of a job.. Are you okay with that? Instead, ask them what happens to you then.. I could be completely wrong (experience tells me I'm not) This to be the most honest guy in the world is not going to fire you after 60 days.

But what if he does? Is that what you want?

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

START A 7 DAY FREE TRIAL

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

Using an Ally When the Job Offer is Made | Job Search Radio

Jeff Altman, The Big Game Hunter discusses an effective strategy to implement when you receive your job offer.

Summary

Let's talk today about a simple job negotiation strategy that should be obvious to you but for a lot of people, it isn't. Let's get to work.

You are in the middle of a negotiation. Maybe HR has extended the offer. Maybe the hiring manager has. Let's work at the assumption that HR extended it.

HR tends to be fairly rigid and rules oriented. For example, one client of mine says, "We have the authority to increase salaries by a certain percentage as long as the person is within the same job level." Using that as an example, let's say you are an accountant. You are going to remain an accountant''s; do not being hired to be a controller. You're going to get you the same kind of accounting work for their organization as you did for your current one. What they will do is increase your salary by fixed percent.

Let's say that salary is too low for you. What do you do? HR doesn't necessarily have the clout to instantly up the offer. Your strategy is to get to an ally in this which is usually the hiring manager. You say to them, "I would really like to join. I think it's a great opportunity. I would love to work with you but HR extended a job offer to me that's just a little bit too low."

"What would be more acceptable," he or she will respond.

You will give them a number a little bit higher. They will say, "Let me see what I can do." Often, it is in the hiring manager's interest to increase the offer because, being practical about it, if they have to go back and interview all over again to find another 1st choice, they're wasting a lot of time,, thus, money in order to get someone to accept an offer and fill a job.

Here, you're looking for an ally from the hiring manager and they may say, "look, my hands are tied. I can't do it." At this point, you have a choice but you have learned something about the amount of clout. This individual has within the firm. After all, if they don't have the ability to increase at a job offer by a few thousand dollars,, that HR is so controlling of the budget that they can get you on board tells you something.

Again, I'm not going to tell you what to do here but you have learned something about the firm and you want to take that into account when you consider the job offer.

Now, let's do it the other way around. The hiring manager has lowballed the job offer. Let's now look at HR as the ally and say to them, "I really want to join. He or she seems like such a great manager. The work would be terrific. The offer is just a little bit low. Could you increase the offer (or have the offer increased)…" And then you offer the alternative salary. They may say yes or no. They may talk about their benefits and how good they are. All and all,, you are learning something, but the strategy here is to go for the ally
.
Go for the person who hasn't extended the offer to be an advocate for you for increasing the money.

Jeff Altman, The Big Game Hunter is an executive job search and leadership coach who worked as a recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com changes that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions. 

START YOUR 7 DAY FREE TRIAL

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!

If you are an executive who is interested in 1 on 1 coaching, email me at JeffAltman(at)TheBigGameHunter.us​

The Offer and The Interview | No BS Job Search Advice Radio

Ep 686 Jeff Altman, The Big Game Hunter answers a question from someone who has one job offer and has been invited to head on site interview

Summary

I have another question that someone asked of me. This 1 is a fun one. "Should I delay signing an offer letter? I have an opportunity for an on-site with a better company."

It is what we don't know. We don't know what the better companies interview process is like. Isn't one interview and a job offer? 5 interviews? How long do they plan on taking? Usually, the answer is "We will take as long as we need to in order to come to a good decision for ourselves. We are not going to get bullied into brushing our process."

On the other hand, "burning hand is worth 2 in bush." It's never quite that easy.

What I would do is sign the offer letter and accept it. And here's where it gets obnoxious. You then go continue interviewing with the other firm.

Why do I say that? I know HR people and hiring managers will tell me I am an awful human being. But the fact of the matter is organizations do what is right for them. Job hunters need to start learning that lesson for themselves, too. When times get tough, whichever firm you join, may lay you off. Don't feel this notion of chivalry, of respecting these other firms is a value that they are going to reciprocate.

Again, what I would do is sign the offer letter, continue interviewing, satisfy your curiosity because at the end of the day, you don't want to lose in an acceptable offer. You also don't want to lose an opportunity with a firm that intrigues you. You haven't mentioned anything about comparing the jobs so I'm working with the assumption that the positions are comparable. And they may not be. The only way that you're going to find out if they are comparable or better, with the hiring manager and the people you'll be working for and with our better is by interviewing with them. I know that's really what you want to do so just go out and do it.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

START YOUR 7 DAY FREE TRIAL TODAY

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

Negotiating

Jeff Altman, The Big Game Hunter talks about the many things you can try to negotiate in the way of a job offer.

 

Summary

We’re going to talk about negotiating today and looking at some of “the fringes” in a negotiation.

Often, people make a strategic mistake by receiving the offer and saying, “Yippee! I’m going to take it! This is fabulous,” when many firms expect there will be a negotiation (This is US-centric advice. In many other countries, negotiation is expected and normal).

So in negotiating salary, you have to not only consider the gross salary but your net salary. For example, if you work in the New York area but live in New Jersey, you have to look at the tax consequences of working in New York City, as well as your cost of commutation now that you are heading into the city. You may gross more but net less. So make sure you are looking at your net numbers and not just your gross ones.

Then, on the benefits side, you want to compare the cost of medical coverage, dental, vision, life, disability insurance, what’s the benefit to your 401K plan –how much can you put in and how much will be put in.  I have one client who will match 80% of what you  invest plus 3% of your total compensation. In effect, they are putting in more than you do.  Most firms match 50%.  Whatever it is, you need to know what it is.

What’s their vacation policy, personal days, religious holidays, sick leave policy, how they deal with maternity or paternity leaves, profit sharing and/or stock options, relocation, tuition reimbursement? Will they provide you with a company car and the ability to deduct expenses? Childcare coverage? A subsidized cafeteria?  Health club membership? Corporate discounts?

Although some things can’t be negotiated, many can be.

For example, you may be working for an organization without tuition reimbursement and the next firm will. You may be used to your firm paying memberships in professional groups and to attend specific events and conferences.  See if your new firm will pay for them.

When it comes time to do a negotiation, don’t always go to HR. They are usually there to say, “No.” They are the rules followers. Hiring managers will often do a negotiation and even if they can’t officially do something for you, they . We tend to be slower then.”may say to you, “Don’t sweat it. Take the week off at around this time.” Things like that you can often negotiate one on one with your new manager.

So, remember, there are lots of different items you can negotiate. Don’t ju, sound enthusiastic about joiningst run to HR. Go to the hiring manager and see if there are things that he or she can do to improve the offer.

 

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com changes that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Deciding Which Offer to Accept

Jeff Altman, The Big Game Hunter explains the questions to ask yourself and potential employers in order to decide which job offer to accept.

Summary

Let’s talk about making the decision where to join. I want to concede— money is a factor the money shouldn’t be the only factor.

If you didn’t do it at the time you began your job search, it’s important for you to sit down and ask yourself this question, “What’s most important to me in the next job or organization? What do I need to see your here to believe it’s the right place for me to join?”

Once you have your answers to that, I want you to prioritize the three or four things that are most important to you. Then figure out what questions you can ask the employer to figure out whether they can provide it for you.

From there, you’ll probably need to have a little bit of give-and-take with yourself. After all, firms are not going to change the way they are doing business to accommodate one single individual.

Doing this helps you get clear so that you don’t make decisions with rose-colored glasses on, you know what I mean – – that view of the organization as though it’s perfect. Beware of what you’re stepping into so that maybe you can negotiate some changes in the offer or circumstances or maybe you can’t. At least or clear about it.

There’s are questions, however, that tends to be overlooked including:

“Where can I do my best work?”

“Where can I really thrive?”

I’ll speak from personal experience. It’s so important to be in an organization where people ”get you.” You want to be the place where people get you, support you, and encourage you, give you atta boys and atta girls that support you in your times of triumph and support you in your times of struggle.

As someone who worked in organization who didn’t get me, I woke up one day and asked myself, “why is it that so many people respect what I do and the people I work with struggle to really see what I’m able to do?” Once I saw that dichotomy, I was able to break away and do different things.

I’ll simply say that’s my story and you’ll have your own version of it. I’ve learned that it’s so important to choose an organization where you can thrive, excel, achieve and really grow and not just be another cog in the machine we you are robotically doing the tasks assigned to you without feedback, respect, support and other things.

Make sure you take that into the equation—“ Is this a place where I can really thrive and do my best work?”

 

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn

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