How to Negotiate Your Salary in an Interview

How to Negotiate Your Salary in an InterviewIn negotiations, the first person to blink usually loses. The same goes for salary negotiations. If you name a number first, youll never know how high the hiring manager might have gone to win you. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Here are five sneaky ways an interviewer will get you to answer the money question, and how to avoid them.Q What is the salary range youre expecting?Your ideal answer Id like to get a better sense of the requirements before I commit to a number. Just so I can make sure I have a sense of what you need.Q How much did you make at your last job?Your ideal answerDont answer it. Say instead First I want to make sure I understand the ways in which this stelles responsibilities will differ from those of my former position. Lets discuss the details before we agree on a fair amount.Q What are you hoping for in terms of salary?Your ideal answerThis is basically the same as the fi rst question. If theyve already asked some version of this, try this answer, and keep deflecting Im sure whatever youre offering will be commensurate with the going market rate for this position. This puts the burden of fairness on them.Q In order to make you an offer, Ill need to know your requirements.Your ideal answerFalse Resist Deflect again How about Lets start with what you have budgeted for this position and then we can discuss from there.Q Why dont you want to disclose your salary requirements?Your ideal answerThis is quite the bold one, and not all that common. At this point, its okay to fight fire with fire. Try Id really like to get a sense of what this position is worth to your company before I make any commitments.As tough as it is to be tough, it will pay out in the long run. You may feel awkward about taking such a hard line, but your interviewer will respect you as someone not to be trifled with. You might even win yourself the offer with your negotiating prowess.

Fairygodboss Community Guidelines

Fairygodboss Community Guidelines Fairygodboss strives to make it easier for career-minded women to connect and engage with each other and improve the workplace for women. 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Use your retail job to launch your career

Use your retail job to launch your career Use your retail job to launch your careerPosted June 12, 2012, by Aziza GreenIf youre a university student, theres a good chance youve worked in the retail or customer tafelgeschirr industry to cover your living expenses and bills. Your student job may not be directly relevant to your qualifications and career aspirations, but thats no excuse to be apathetic about it. You can use this work experience to develop new skills, give your resume substance, and demonstrate to future employers that you have initiative and a healthy work ethic. When businesses employ new graduates, theyre not expecting them to have much, if any, industry experience. What theyre looking for are key qualities and traits, in addition to excellent academic qualifications. Theyre also looking for that little bit extra that tells them that a graduate is a great catch who will blossom into an excellent employee. When you treat your student job as mora than just a pay cheq ue, you can find opportunities to take on more responsibility and start developing a professional mindset. Approaching your part-time role in this way will help you to secure an excellent reference and stand out from the rest of the graduates applying for entry-level jobs. HR manager Jo Copeland recruits and trains schlussverkauf and customer service staff for Gloss Accessories. She recommends that as a casual employee, you build confidence, integrity and life skills. Strengthen your emotional intelligence and you will develop quickly within a company. Here are the key skills that you can develop in retail, which will get recruiters attention.CommunicationJust about every career requires communication skills whether it be for dealing with customers, presenting to groups or communicating with co-workers. Recruiters want to know that you can communicate effectively with people both verbally and in writing, in a variety of situations. According to Copeland, Communication is the m ost important skill we look for in retail sales assistants. If you can demonstrate your effective communication skills in your part-time job by your ability to listen, understand requests and instructions, provide information and deal with difficult customers youll be highly adept and sought after by the time you have to apply for those graduate jobs.Ability to meet targetsAs a salesperson in a retail environment, your main responsibility is to meet sales targets by selling products to customers in the store. Meeting and surpassing your companys sales targets benefits the business and helps you to demonstrate that you can achieve results. You can improve your sales outcomes by providing great service, researching sales techniques, and asking for advice from top sales performers in the business. Build rapport with customers so they become regulars. If your organisation has employee of the month or top salesperson awards and incentives, strive to get the gong so you can include it in your resume.InitiativeEmployers want a recruit who is proactive someone who can see a problem and takes the initiative to find a solution. You can demonstrate this characteristic in your current workplace by helping with tasks that support your manager and the business, even if they are not necessarily in your job description. Take the opportunity to give a little extra in your role. If your manager looks really busy, ask him or her if you can help with any tasks that they have. This could include buchening stock, managing the roster system or communicating with other staff members. You may not get the most exciting tasks, but its this kind of helpful, can-do attitude that will win you friends and future jobs.Customer serviceCopeland notes that a lack of confidence is common for people who start out in retail. We are dealing with very young girls and guys, finding their place in life and society. The people who lack confidence are the ones who lack the ability to successfully give high quality customer service. Working with customers every day will help you to develop strong customer service skills, and confidence, that can take you far in your career. The ability to remain pleasant and friendly in a high-volume environment is indispensable in any work environment. Most customers are a pleasure to serve, but every retail worker has had their share of unpleasant and at times unreasonable customers. Though the experience can sometimes be uncomfortable, having the ability to remain calm and resolve customer grievances is invaluable. This demonstrates to your potential employer that you can interact with others appropriately and professionally, with tact and diplomacy.Leadership and self-managementEven if its just a part-time job, take on leadership responsibilities where you can. Having proven leadership skills may give you an edge in your graduate job applications. This may be as simple as asking for more management tasks or taking the opportunity to train for a leadership role, if you plan to be with the company for some time. Management or leadership roles will mean more responsibility, but the experience will demonstrate that youve got the goods to be a high achiever.Working in a teamMany people underestimate how important the right cultural fit is for employers looking for a new recruit. Full-time employees spend more time with their work colleagues than anyone else. Smart employers understand that their business needs the right mix of skills and personalities in order to function well and retain staff. Everyone loves a team player. Do your best to get along with your co-workers and stay away from work gossip and drama. You can also demonstrate your sociable and warm personality by organising social events, sports or activities for your team at your current job. These dont have to be structured or even regular events, but making the effort will show that you understand the importance of professional relationships and inclu siveness. Study while you work check out your full range of study options here. For more specific sales and retail skills, study business, communications or marketing. Certificate IV in Retail ManagementStudy modeOnlinePayment optionsPayment planUpfront paymentEnquire Online Enquire OnlineRetail ResourcesHigh school student resumeHigh school student cover letterCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Team LeaderDepartment ManagerRetail Cosmetic AssistantCustomer Service ManagerRetail ManagerPopular Career Searchesretail courses of melbourneretail courses in perthadelaide retail courseonline fashion retailgovernment funded retail courseRetail CoursesCertificate III in Customer EngagementEnquire Online Enquire OnlineCertificate IV in Customer EngagementEnquire Online Enquire OnlineAziza GreenRelated ArticlesBrowse moreWORKFORCE TRENDSWoolworths creates jobsAfter a dire week for Australian employment, a glimmer of hope from retail giant Woolworths who have announced the creation of an extra 7000 jobs this year.WORKFORCE TRENDSMore women wanted in car salesWomen with sales experience take note the car sales and services sector wants you.StressWellbeingMental Health In The WorkplaceAn overbearing boss, unpleasant working conditions, unrealistic targets, personal health issues, and more can all affect our mood and stress levels in the workplace. Looking after your mental health should be 1 on your list of professional priorities, heres our tips for improving your workplace wellbeing.

How to Handle Sales Objections in 6 Steps

How to Handle Sales Objections in 6 StepsHow to Handle Sales Objections in 6 StepsMany salespeople think of objections as a bad thing, but thats missing the big picture. If a prospect raises an objection, thats not necessarily a negative. At the very least, the prospect is interested enough to engage in conversation with you, instead of politely smiling and saying, No thanks. Actually, the fact that someone is bringing up a concern means that you have a chance to find an answer for them. People who are completely uninterested in buying your product would not waste their time objecting. Or completely uninterested prospects will sit through your presentation in silence (with arms folded) and then send you away. As a salesperson youre probably already aware that the body language of folded arms translates to the door is closed, stay away. The important thing when you hear an objection is to address it right away in a thorough and professional manner. If you dont resolve the specific obj ection, the prospect wont be able to move any further along in the sales process. And, whatever you do, dont take his or her objection personally. There are six easy strategies to help you keep things professional and try to resolve the prospects objection. Listen to the Objection Before Handling It Dont jump all over the prospect as soon as he or she says, But what about...? Give the person a chance to explain the concern exactly. And dont just tune out the prospect. Instead, truly listen activelyto the homilie being delivered. Communications experts say you should listen 80 percent of the time and talk 20 percent of the time. Its also important to validate your listening skills by making a clear, appropriate statement back to the prospect to show that you were listening. For example, if the prospect has said that several of the features were things she did not need, you respond with, Tell me what features and benefits would work better for you. Perhaps we have a different mode l that suits your needs better. Say It Back to the Prospect When youre sure the prospect is done talking, look thoughtful for a moment and then repeat back the gist of what theyve said. Say something like, I see that youre concerned about maintenance costs. Is that the case? This shows that you were listening and affords the prospect the opportunity to agree or clarify. If the prospect responds, Its not so much the cost Im worried about as the downtime, then you can address (hopefully resolve) that issue Explore the Reasoning Sometimes the first objections arent the prospects real concern. For example, many prospects dont want to admit that they dont have enough money to buy your product and will raise a host of other concerns instead. Before you launch into answering an objection, try this strategy ask a few exploratory questions, such as, Has product downtime been a big issue for you? How has it affected you in the past? Draw the prospect out a bit, allowing them the time to broach the money issue. The longer you engage with the prospect, the more comfortable they will become, and the more they will open up to you. Ultimately, you may also be able to offer several solutions, including providing financing, developing a payment plan, explaining the return on investment, or discussing the value Answer the Objection Once you understand the objection completely, you can answer it. A customer who raises an objection is expressing fear. Your biggest task at this point is to alleviate that fear. If you have a specific story, such as an example from an existing customer, by all means, share that. If you have concrete statistics, or a current news story, share them. Hard facts, and something the client can look up online, will make your response more authentic. Check Back With the Prospect Take a moment to confirm that youve answered the prospects objection fully. Usually, this step is as simple as saying, Does that make sense? or Have I answered all o f your concerns? If they answer affirmatively, you can move on to your next step. If they seem to hesitate or act uncertain, this signals that you may not have fully resolved their concerns. If this happens, go back to an earlier step and try again. But, dont be shy about it. Simply say, Lets back up for a moment and see if we can clear up all of your concerns. Redirect the Conversation Bring the prospect back into the flow of the sales process. If youre in the middle of your presentation when the prospect raises their objection, then once youve answeredit, quickly summarize what youd been talking about before you move on. If youve finished your pitch, check if the prospect has any other objections, and then start closing the sale. The good news is, objections are not a sign of rejection. People want to feel good about their purchases, whether business or personal. They want to be sure they made the right decision. Sometimes an objection is really the prospect saying, Tell me wh y your product is so great, so I can feel good about my purchase.

Salary Negotiation Tips Thou Shalt Not Speak Too Soon

Salary Negotiation Tips Thou Shalt Not Speak Too SoonSalary Negotiation Tips Thou Shalt Not Speak Too SoonAnswering the salary expectation question right might be the wrong answer.The Ten Commandments of Salary Negotiation (Part 1) Salary expert Jack Chapman offers 10 lessons on salary negotiation in the vein of the Ten Commandments.There is one, and only one, time to discuss salary in any detail when they say theyre ready to make you an offer.What if the employer asks about it before theyve made you an employment offer?Youll want to answer because we are all rewarded in school for answering questions. We eagerly raise our hands and offer whatever information we can. But in salary negotiations, if you give the right (factual) answer, youll often be giving the wrong answer - the answer that costs you money.Why wrong? The usual outcome of talking too soon about salary is that you get screened out, or you get screened in but lowballed.Delay disclosing your salary expectations until you know youre on the short list.At the start of the interview process you dont have enough information to know what the jobs worth or what its potential could be. You could agree to a smaller salary than the job is worth.If you dont lowball yourself and you arent eliminated outright, you may be eliminated later when it comes down to two candidates and it turns out you cost more.Wait until theyre serious about hiring you. And when are you sure theyre serious? When they make you an offer.Postponing the answer without upsetting your interviewer requires tact. To put off answering the salary expectation question, youll need your own personalized phrase something you can say with confidence and that sounds like you.Having that statement well prepared and rehearsed can gain you thousands of dollars.Read other installments in this seriesPart 1 Salary Negotiation Tips Thou Shalt Not Speak Too SoonPart 2 Salary Negotiation Tips Thou Shalt Not Regret Salary DisclosurePart 3 Salary Negotiation T ips Let the Employer Make the First Salary OfferPart 4 Salary Negotiation Tips Thou Shalt Not AgreePart 5 Salary Negotiation Tips Know How Much Money Youre WorthPart 6 Salary Negotiation Tips Thou Shalt Covet Thine Own Benefits and PerksPart 7 Salary Negotiation Tips This Is the Job Thou CovetethPart 8 Salary Negotiation Tips Thou Shalt Not Worry about Earthly EconomyPart 9 Salary Negotiation Tips Thou Shalt Not Take the Name of Thy Salary in VainPart 10 Salary Negotiation Tips Honor Thy Wealth and Prosperity

Ladders Top 200 Recruiters Q2 2016

Ladders Top 200 Recruiters Q2 2016Ladders Top 200 Recruiters Q2 2016Ladders reveals its most influential recruiters of Q2 2016.I am pleased to announce the Top 100 Corporate Recruiters and the Top 100 Executive Recruiters on Ladders for Q2 2016. These talent acquisition experts have demonstrated exemplary engagement within Ladders community, along with quality hiring processes and social responsibility in recruiting.Yet again, this quarter features dozens of first-time top recruiters. I would like to take a moment to congratulate these new, influential recruiters. As more and more recruiters take advantage of the high-quality candidates on Ladders, it will become increasingly difficult to make the list. To ensure yur professional success and a spot on our Top Recruiter lists in the future, I encourage you to stay active with us through continued recruiting best practices.On behalf of the entire team at Ladders, thank you for all of the work, time and energy you put into your job, wh ich provides our job seekers and your future hires with the best experience possible. Heres to continued success in Q3 2016.Top 100 Corporate Recruiters on LaddersAntoinette TapiaSplunkManu SinghResource Logistics IncAli Dastagir SyedCloudBigDDan CoxUbertal IncStuart LewtanZintro, Inc.Lynsey TaylorMarsh, Berry CompanyRahul BouddhaProspance Inc.Erin RuffCommScopeEshant SharmaRconnect LLCRyan McKellipsTruPathAkshay JainBravens IncJay TandonSoftwarePeopleKumar RohitSage GroupJanagam VamshiSage TechnologiesKarthick HaarishVdartMarie DreyerMarshBerryBharat BhattIDC TechnologiesChris PegnataroPitney Bowes SoftwareHarry BhardwajAmer Technology Inc.Hartinder KaurIDCJohn Paul AndersonPegasystemsSan SinghVentures Unlimited Inc (VUI)Pavan AgastyarajuTechnovertMelissa KittlesPrudentialMatt BerginLiberty Personnel ServicesPamisetty RajeshKMM TechnologiesKatrina PalmieriDaVitaDavid HorvayCareWorks TechSwapnil DixitSysazzle Inc.Karoline MarquesBlu ChipsVenu Gopal CirraMarvell TechMohit MauryaEnte rprise Solution IncJoe BermeaGuidance Software Inc.Mohamed maideenIT Trail blazersPaolo FontanaT3 Trading GroupRussel PeterVDartincJanga Reddy PinnintiVertiv Software LabsGary RaymondStarpoint (PP)Deepesh GuptaTrinity Global TechnologyPramod Kuamar DIDC Technologies IncSasidhar kaluriCharter GlobalVigneshr RaviVdartBipin RaiResource Logistics IncRaul GarciaParallel PartnersCrissy CamerotaPegasystemsTrisha SummerilPetersen DeanMegan MidkiffTriNetJessica MarlisHoneywellElias CobbQuantixJulie BolbasCapital Markets PlacementAvi FrancisGlobal Webmaster IncMike SlatteryDoshi Associates, Inc.Edward EspeletaUnitedHealth GroupBrian Thibeaultarbeitszimmer DepotMarley HughesPeak SalesGulzar AhmadRConnect LLCJulie BeltmanCheck Point Software Technologies, Inc.Pradeep ReddyCharterGlobal INCSrikanth KensaramHCL GlobalJen BrazinskyAccentureLance TaylorVDart IncGAURAV SHUKLADatamannUSAChaitanya KrishnaSun TechnologiesManish VermaSpectraforceGina PapaAmerican ExteriorsJanardanan BabuKRG Technologies Matthew MillerTreeline Inc.Smitha DiasBravens IncPauline SchwartzBriden ChaseDionne HeardAccentureManoj KaruppusamyLorven Technologies IncMaria WilliamsRain Bird CorporationPriya BaskerUrbane SystemsDaniella McDonaldCORTAkash KhareCynet SystemsAndrea KoivistoDaVita Healthcare PartnersSean SunleyBBG ManagementLee GellinsWaste ManagementMaruthi ReddyEApps Tech LLCShashi KambleBravens IncCharmane CrollAquilentAzhar AnsariBravens Inc.Ehtesham ShaikhBravens IncVishal ShirsathBravens Inc.Lora AlfieriAdvanced Medical ResourcesRavi MalviyaVertisystemLynn TryonRolta AdvizeXMatthew WalshBlue SignalMarion maddyvdartincSteve IdnaniInfojini ConsultingMaureen MassettiWolters KluwerSai KumarPegasys Systems TechnologiesPearl KingstonInfojini IncSri GouriRAMP Technology GroupJacob jintoNewAgeSysHarsh ShahMetasense IncJasmine PaytonCrowe HorwathSirena MaddenCMAC PartnersVicky Bouras-BoudourisMicrosoftMarc SpironBilltrustTop 100 Executive Recruiters on LaddersMatty MeyerbergRoyce Ashland Group, Inc.A nthony JonesSterling Partners, USACierra BennettCrawford Thomas, LLCSidwell MillerWilliam W. Professional StaffingCindy KellyGenesis Professional ServicesDavid MolnarNational RegisterUSAVinay Joshisoftware people inc.Lisa CusanoTask ManagementJoseph RyanWashington Research Associates, Inc.Ray MillerUSA Recruiting AssociatesAntoine BraggKore SystemsKali KaryampudiSedona IT Solutions, LLCTonya GreeneRCI Recruitment SolutionsShawndetta MillerWilliam W. Professional StaffingKevin J. CollinsCollins ConsultingSandi NahmiasSearch Solutions zwischenstaatlich, Inc.Pratik PitaleBravens IncHans BillerbeckPulse JobsMark SeemuellerFutrend Technology, Inc.Jennifer LauRM Dayton AnalyticsKevin RogersKVR ConsultantBhanu PandeySoftSages Technology LLCVerba EdwardsWorld Class Executive Search, LLCThomas SantoPyramid Worldwide SearchJoseph L. NazoaTKSRCH, Staffing Solutions LLCDave SmithSedna Consulting GroupChristan NeffPro-Tech Search, Inc.Siddhartha VamshiUltra Minds ITJoseph Anthony VaccarielloGene sisDarren FrankRecruitment Trends, Inc.Kirk FraileyGlobal Career Connection, Inc.Heena ChauhanAmpcus IncLance CoachmanEXI, Inc.Daisy CobbSpectra StaffingPam SissonSoutheastern Recruiting ConsultantsGary Mitchell jrMinute Men StaffingHarry AndersonAndex Executive SearchPeter AnsaraAnsara-Bickford-FiskeElisabeth BishopGraham AssociatesScott HeitlandQualified Management SolutionsCalvin PatrickPatrick AssociatesDivya BharadwajRoland and AssociatesPreethi SaakreInd-US Target LLCAudrey ChernoffHireFindersJagat LakhtariaMetaSense Inc.Rick GallinGallin AssociatesMelissa KopaczewskiGenesis Biotechnology GroupMahesh KumarNtech Solutions IncGrey ValentaKennis SearchSonya M SimpsonSonya M Recruiting, LLCJoe TurtonThe Gerent Group, LLCKrishna MurthyHeadway TekSandeep SaiUS Tech SolutionsThuy NguyenHuman Resource DimensionsSawan KanadeTechnosoft Engineering IncRon SimpsonHire-Search GroupDonna LittleInfraStaffVannessa KhemsaraTop Talent CentralSusan SchoenbergerWorldBridge Partners Chicago NWSh awn PaprockiTowne LockeMary KnattHarvard Group InternationalDonald GriewankCaring Hearts Medical StaffingBert IknerHalo GroupSamara LeighSimplicity SearchRehan TurkiAraxis SystemsPraneeth NagillaIT TrailblazersShanesha TaylorShanesha Taylor Consulting LLCJennifer McAuleyCladdagh ResourcesDre ReedRM Discover LLCMarcus RonaldiMarcusRonaldi.comNoah NeumillerProhealth Resources LlpDina MarshalMarshal AssociatesDoug EdwardsDB Edwards GroupSteve SoltanS.C.S AssociatesEdith VarhelyiCoberonChronosLarry SignorileJohnson ReSourcesKeith PereiraINFOJINISamar SinghMarvelltechCarl ColaizziZenith Staffing ResourcesAmanda NeiserPlum Placements Inc.Michele RooneyNational Recruiting ExpertsIna SteadmanVirtus Executive Healthcare Placement, LLCMitch DavisDavis SearchScott VargheseNewAge SysDeborah BrunoDirect Sales Recruiting, LLCJennifer KudukisKudukis Group InternationalLaura KudukisKudukis Group InternationalSandra RoneKudukis Group InternationalDal CogerVell Executive SearchKel LaneSkylight Re cruitingAdam KahnCAM Search and ConsultingCole PackTrue Find StaffingVanessa RosenblumProREA StaffingRichard DeMayoIndependent IT EHS RecruiterJudd PlumleyOARIPGina SorrientoDoubleStarDanny TranNorth Star Staffing SolutionsAnuj GargSoftware People Inc.Ann ZaslowInternational Search Consultants

AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award

AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award Noha El-Ghobashy, president of Engineering for Change, LLC (E4C), a global alliance that facilitates the development of engineering solutions to improve quality of life in under-served communities worldwide, has been selected by the American Association of Engineering Societies as the recipient of the 2013 Kenneth Andrew Roe Award. Noha El-GhobashyThe award recognizes an engineer who has been effective in promoting unity among the engineering societies. El-Ghobashy is being recognized for fostering collaboration among engineering societies to deliver multi-disciplinary, sustainable solutions to address quality-of-life challenges throughout the world. Besides her role with E4C, the online collaborative forum for engineers (www.engineeringforchange.com), El-Ghobashy is also director of engineering for global development at ASME in New York, where she leads the development of new programs in emerging technology areas and markets. To learn mora about E4C and join this lively community of more than 12,000 engineers, visit the Engineering for Changewebsite and register to become a member.