What to expect after an interview

1) Do not expect to be hired on the spot Candidates must realise that interviewers usually are not there to hire anybody immediately. They are only trying to make a screening decision to determine whether the company should talk with you further. By the end of the interview, most companies will try to spell out as clearly as possible what to expect next. (Whom any further action will come from and when.) 2) How companies tell you they are interested Even when interviewers think a candidate is highly qualified, they will rarely promise anything because they canot be certain what their company might decide later. They may encourage you to try to build interest in working for the company, but they will not make promises. A candidate under active consideration can usually expect an invitation to a second interview, usually at a company location, or a request for more information within a short time. 3) How you can tell them you are interested If you have a strong interest in a company, you may write to the interviewer confirming that interest. You should mention the interviewer’s name, time and date of the original interview, plus any important points discussed. Another good way to demonstrate interest in a company is to demonstrate knowledge of it. Candidates, especially those already invited to a second interview, should research the company on the web, read the annual report, company literature, and anything they can find about the company if they have not already. 4) How they tell you “NO!” During an interview, it sometimes becomes obvious that a candidate’s interests and a company’s opportunities simply do not match. A good interviewer will frankly, but courteously tell the candidate, saving each party time. In many cases, candidates who are not offered a job will be informed within a few weeks of the interview. In other cases, candidates may not receive any further correspondence unless a suitable position is identified before their date of availability. A negative reply may dent your ego, but almost everybody hears a “No” or two before they land a job.

source: bigbreak

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Compensation Tips: Everything is Negotiable

By Linda Jenkins, Salary.com

It’s all negotiable. Every new job — every performance review, in fact — is an opportunity to negotiate base salary, various kinds of bonuses, benefits, stock options, and other incentives that add to job satisfaction and provide financial security. Taking control of your job search and conducting a smart search that takes into account more than just financial considerations can also lead to that elusive condition called happiness. Are you prepared to negotiate for happiness?

The negotiation process is an opportunity to define, communicate, and achieve what you want. But to get the right job that pays what you deserve, you’ll need to do your homework. The first step in the negotiation clinic is to understand the negotiation basics.

Negotiation requires gathering information, planning your approach, considering different alternatives and viewpoints, communicating clearly and specifically, and making decisions to reach your goal. In her book, Job Offer! A How-to Negotiation Guide, author Maryanne L. Wegerbauer describes how each party in a negotiation can fulfill specific needs and wants of the other party, a concept called “relative power.”  According to Wegerbauer, understanding your strengths and resources; being able to respond to the needs of the other party; and knowing your competition enable you to assess your bargaining position more accurately.

Learn the power factors

What is your power over the other side of the table? Relative power, Wegerbauer says, is a function of the following.

Business climate factors

Overall state of the economy and the industry in which you compete

Overall unemployment rate and the general employment picture

Demand for industry- and profession-specific knowledge and skills

Company factors

Profitability

Position in the business cycle (startup, growing, stable, turnaround)

Hiring manager factors

Urgency of the company’s need to fill the position

Decision-making authority

Staffing budget

Applicant factors

Other opportunities

Technical expertise, unique knowledge/skill set

Resources (financial depth, networks, etc.)

Level of competition/availability of other candidates

Career risk

Plan and communicate

A negotiation is composed of two major steps: planning (research and strategy) and communication (information exchange and agreement.  In the planning step, get as much information as you can up front and, using both the company’s written and unwritten signals, map your skills against what the company values.

Give it time

Timing is also important. Remember that the best time to negotiate is after a serious job offer has been made and before you have accepted it. Once you are clear about the initial offer, you can express interest and even enthusiasm, but ask for more time to consider the job offer. Wegerbauer suggests that this request is made “in light of the importance of the decision.” Sometimes you can split up the negotiating session into two meetings: one to firm up the job design and responsibilities and the second to go over compensation and benefits. The key message here is not to make an impulsive decision. If they really want you, there’s time.

Consider the alternatives

You should be prepared with a rationale for everything to strengthen your position. Counteroffers are an expected part of many negotiations, so be sure to remain flexible. Keep in mind that different companies can give negotiations more or less latitude. Smaller companies may be more flexible than large, bureaucratic companies. Unionized companies usually have very little room for individual negotiations.

Negotiate for a win-win

Remember that the negotiation is not about strong-arm tactics or win/lose. It is a two-way process where you and your prospective employer are each trying to get something you need. In a negotiation, you’re both designing the terms of a transaction so that each of you will receive the maximum benefit from the final agreement.

source: imdiversity

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What Not to Say in the Workplace

Don’t say: “That’s not my job.”
Why: If your superior asks you to do something, it is your job.
Instead say: “I’m not sure that should be my priority right now.” Then have a conversation with your boss about your responsibilities.

Don’t say: “This might sound stupid, but…”
Why: Never undermine your ideas by prefacing your remarks with wishy-washy language.
Instead say: What’s on your mind. It reinforces your credibility to present your ideas with confidence.

Don’t say: “I don’t have time to talk to you.”
Why: It’s plain rude, in person or on the phone.
Instead say: “I’m just finishing something up right now. Can I come by when I’m done?” Graciously explain why you can’t talk now, and suggest catching up at an appointed time later. Let phone calls go to voice mail until you can give callers your undivided attention.

source: realsimple.com

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