by sean@higheredcareercoach.com | May 9, 2011 | Job Search, Negotiation
Discussing salary is easily the one part of the job search process that causes candidates universal anxiety. One of the search terms that job-seekers look up, before arriving at this site, is “tactfully asking about salary.”
Since asking about salary is such a nerve-wracking experience, here are five ways to find out about salary without asking (or at least asking outright).
- Refer back to the job posting and see if a “salary range” is indicated. Anticipate that most hiring agents will make an offer between the minimum and the mid-point of that range, with early-career candidates being offered closer to the minimum, and more experienced candidates being offered toward the mid-point. In very few cases should you expect an offer to be made above the mid-point; organizations want to hire people who can grow into the position before their salary expectations outgrow what the organization can pay. It’s a question of value: no matter how good you are in general, they have placed a maximum value on what the work at that level is worth to the organization. If you need more than that, don’t apply for the job.
- Visit the Human Resources website for the institution and see if there is a section with information about salary, compensation and benefits. In this section, search for the terms “pay scale,” “salary bands,” “pay grades,” “salary grades” and “salary levels.” If the institution has this sort of system, see if you can find level at which the position is classified; this may be listed in the posting. Public institutions are more likely to have this information posted, since many states require that information about employee pay scales be released to the public. If you do find these listed, refer back to the advice from #1 and figure the pay will be between the minimum and mid-point.
- Ask someone who works at the institution, but outside the hiring circle for the department where you are applying. If you can find such a person in the same department, or who holds (or has held) a similar position (in title or pay band), they should be able to at least give you context about what they make, and may be able to give you some context based on that experience. They may also have access to internal systems where they can see different information than the general public (like new employee manuals, benefit guides, etc.)
- Call someone at Human Resources and ask what the “typical” hiring range is for a position at that title and grade. Indicate that you believe you may be interested in the position but don’t want to waste anyone’s time (theirs or yours) by applying to a job you can’t afford to take. As long as you say it diplomatically and convey that you are asking for those reasons, you’ll likely be fine, in the eyes of Human Resources. It shows that you are a serious candidate if you do apply.
- Google it. You never really know what you might find out. Try “salary range” for “title,” and “institution,” and see what comes back. I did this for several positions and the search returned recent job listings, with salary information, a couple of perspective pieces by student affairs professionals about jobs and salaries, and one site called GlassDoor.Com, which lets you search for salaries by job title. (That would’ve been a number 6, I guess, but I didn’t want to change the title of the article.)
Whatever you choose to do, I advise against asking outright about a specific salary number, related to your candidacy, until you have been made an offer. When you are offered a job, a starting point for the salary discussion will be included in the initial offer. Don’t react to the first number you if you can help yourself. Just ask how they came up with the number, and why they feel it would be a fair offer, given your education, skills and experience. Then take some time to think about whether the offer is fair. If it is, you can take it or maybe see if you could make a counter-offer to see if you could do a bit better. But if you are happy with the salary, there’s nothing wrong with just taking it and getting to work. If you aren’t, go back with a counter offer, but be sure to base it on the value you will create for the employer (i.e., how you will earn the higher salary through hard work and productivity.
What other ways can you think of to “ask without asking?”
Some good resources to help you explore ways to approach salary negotiation:
Negotiating a Job Offer: Do’s and Don’ts
Sealing the Deal: Questions to Ask Yourself When Faced with “The Offer”
Job Search 101 Video on YouTube from USC’s Annenberg School
Interview Tip: Leave the Salary Out of It on Newly Corporate
by sean@higheredcareercoach.com | Apr 25, 2011 | Job Search, job search tools, Site News
Social Media has changed the way we look for jobs, network, and do research on our fields of interest. Today, there are many opportunities on the internet to expand your reach, and to leverage the power of your personal and professional networks, but it’s especially important that you have a “socially intelligent” approach to what you are putting out to the world. Now, more than ever, individuals need to be careful about how they present themselves, know what is being said about them, and nurture relationships that enhance personal and professional credibility.
Much is made these days of the topic of “emotional intelligence” and what your EQ implies about your aptitude for certain types or positions and your ability to adapt to new situations and challenges. An increasingly important part of the equation is your “Social Network Intelligence.” This is where emotional intelligence collides with technology and communication, and results in perceptions of your motivations for work, readiness for a new role, adaptability toward new challenges and your general degree self-awareness.
To help you understand the various aspects of “Social Network Intelligence,” and to integrate this concept into your job-seeker arsenal, HigherEdCareerCoach will be offering an online mini-course on “Social Network Intelligence for Job-Seekers” this summer. Enrollment for the first session will be limited to 20 persons.
To find out more about this program, fill out the free “pre-enrollment” form below. When the schedule and cost are finalized, members of this list will receive the first opportunity to enroll. If the course fills from the list, those who cannot be placed will be offered the opportunity to sign up for a waiting list for later sessions.
I hope you will be able to participate in the mini-course. The content I’m developing so far should be really useful and I will be adding some bonuses that will be announced only to members of the list (they’re going to be good!)
by sean@higheredcareercoach.com | Mar 2, 2011 | Job Search, job search tools
Whenever a candidate undertakes a serious, wide-ranging job search, keeping up with job search communications is a major concern. When I was in grad school, the universal tracking methods were a) a sheet of paper in a designated notebook or b) an excel sheet if you had access to a computer (I didn’t back then, at least not on a daily basis.) Today’s job seekers have many more options, and ultimately, it’s easier to stay on top of your search.
The biggest difference for today’s job seeker is access to real-time information available on the internet, using your computer or even your phone. In particular, tools that have been designed to help businessmen keep up with sales and relationship-building, or Client Relationship Management (CRM) can help you streamline your communication strategy and stay on top of your progress in different searches. And many of the best tools are free and integrate with common web applications (most notably Google).
The best of these (in my opinion) is Gist. Recently bought out by Research in Motion (creators of the Blackberry), Gist is a revolutionary tool that aggregates information about your contacts from the public streams that their blogs, Facebook, Twitter, LinkedIn and other profiles put out there on the internet, relate them to any public information about their employers and networks, and allow you to see all of the above, in context with communication you’ve had between these contacts.
Screen grab of Gist's suggestions feature.
There has probably never been a more powerful tool for job seekers. Gist is intelligent, and you help it learn and get better. Each time you log in, it gives you suggestions for new sources of information about your contacts,which you can filter through, confirm, or ignore. It allows you to see communications and meetings between you and your contacts. And it lets you keep notes. All in one place.
Click on the name if a person or company, and Gist will compile a “dossier” for you. Connect Gist to your calendar, and as you prepare for your next interview, you can research your contacts, the company, and others you might be meeting with. You can see that you did indeed send in your latest resume, cover letter, and that all-important background check form. And you can read the latest news on your potential employer and prepare your questions and talking points more effectively.
Gist works well with GMail, Outlook, Firefox, and Chrome, and you can use it on your iPhone or Droid phone, so you can access new information while on the go (like at a placement conference, or on the way to your next interview.)
To some, Gist seems a bit “Big Brother.” I’ll admit that it really brings home the extent of information available out there in the public stream about individuals and institutions. But you have to remember that most of the information it shows is public, and that the rest of it is directly related to communications you’ve had with the involved parties. In this context, think of Gist as a powerful and personalized partner in your job search.
