Career Transitions in
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Everyone should get paid what they are worth. So, it only makes sense to ask for what you want and give employers the opportunity to meet your expectations. Right?
Before you dive too deep into this mindset, you will want to look at this from the other side of the table first. Otherwise, you might lose the offer altogether or leave a poor impression with your prospective employer.
How do you ensure that the offer negotiation process is a win/win and leaves everyone excited for the future? Easy, know the limits on both sides and meet them at the top of their offerings with justified concrete data.
What are you really worth?
First you need to understand your market value.
You might be truly exceptional in many areas, but those personal differentiators won’t impact the local market and how you compare with the average compensation for similar roles.
Once you know how you stack up to the competition you can see how your worth aligns to the position in question. It’s crucial to understand where your personalized range sits in comparison to the market. Here’s why:
HR knows your value in the market and if you counter too far out of range it may send the wrong message.
For example, let’s say the compensation range for similar jobs in that area is $95,000 - $142,000 and your personalized estimate is $103,000.
Even though the market range goes up to $142,000, that doesn’t mean you should adopt that range for yourself since your experience, education, etc. will differ.
If their offer is within this range then you will be limited in your negotiation options and may need to exercise some creativity if you decide to counter so you don’t come across uninformed or too cocky.
What will the employer pay for the role?
Once you understand your market value then you need to research the pay grade or banding for the role with that employer. Most large companies are restricted by these ranges to maintain compliance with employment law and avoid litigation.
Let’s face it, people talk and that includes co-workers and the topic of salary. Disgruntled employees are often created when they are not being compensated fairly in comparison to others performing similar work. See Adam’s Equity Theory
HR is very sensitive to unequal pay and will not approve an offer creating high levels of pay disparity.
How do you find out a position’s pay range for a specific employer? There are a lot of great tools out there to compare salaries with specific companies, but the one I like best is Paysa. Within a few clicks you can clearly see all the direct compensation metrics for each company along with other indirect benefits.
After all, it’s not all about the base pay. Often there are other benefits that you can negotiate which becomes a valuable strategy if your personal market worth is sitting below the 25thor above the 75thpercentiles.
What else can you negotiate?
Once you have vetted out the direct compensation piece then you will want to consider all the other areas that will bring you value in your work-life balance and career development.
For those who are wanting to continue their education, negotiating University Tuition Reimbursement can be highly appealing. Or, you might have your eye on a specific training, a professional development course or certification that you can factor into the negotiation.
Childcare is another huge expense for many and often companies can be more flexible to better working arrangements regarding travel and remote offices. In addition, certain health or fitness stipends can bring additional value to your bottom line.
Perhaps a sign on bonus or relocation package would be enough to bridge the gap financially?
Get creative on what is most important to you, but remember that if it involves going against company policy it will likely not be considered to avoid discrimination.
Because of this paid leave, vacation time, medical insurance, 401(k) contributions, etc. can be a bit trickier to negotiate as opposed to education, training, moving expenses, contingency bonuses etc.
The next time you ask yourself, “Should I counter?”
Think first about the data. Do your research and approach the negotiation process without opinion or emotion. Be fully prepared to justify your response!
Express gratitude for the offer and be gracious in your communication. You can come to the table with all the right information but present it in an unprofessional way and loose an offer just as fast.
In a nutshell, always counter when it makes sense. Employers will expect you to not leave anything on the table and will respect you when you go through the process, especially when you keep the above in mind.
Looking for a new job and don’t want your employer to find out? You are not alone.
➜ 80% of my clients express the need for confidentiality.
They have good reason. Based on my HR experience, once an employer knows you are working on your exit plan, they will start to work on your replacement.
Statistically, counteroffers are only effective up to 16 weeks and the reason(s) an employee wants to leave are typically not ones they can resolve.
Here’s 5 ways to keep it under wraps...
🔷 If you speak with a recruiter, a prospective employer or someone in your network, ask them to keep it confidential.
🔷 Job search from home and off the clock. Don’t leave a trail on a company email or phone during work hours.
🔷 Keep your footprint out of high volume search agents. Instead apply directly on the company’s website.
🔷 Maintain your regular schedule and office attire. Avoid increased time off for interviews, networking events, etc.
🔷 Keep your social media void of content regarding work dissatisfaction and gradually update your LinkedIn profile.
If your employer finds out and asks you about it? Be honest and prepared to discuss “why” in a way that is data driven, neutral and makes sense.
This will help you exit on good terms.
As a jobseeker, how can you find companies who are invested into their employees?
Look for organizations who are focused on sourcing top performers.
These companies know that quality hires are typically less risk and provide greater ROI.
Here are 3 ways to spot these companies early on...
1. 𝗧𝗵𝗲𝘆 𝗮𝗿𝗲 𝘁𝗮𝗿𝗴𝗲𝘁𝗶𝗻𝗴 𝗽𝗮𝘀𝘀𝗶𝘃𝗲 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀.
Instead of search agents they will target employee referral programs, social media networking/searching and conferences for sourcing. They will build these relationships over time, discuss their long term career goals, stay connected and won’t pressure them to move quickly.
2. 𝗧𝗵𝗲𝘆 𝗮𝗿𝗲 𝗻𝗼𝘁 𝗿𝗲𝗮𝗰𝘁𝗶𝘃𝗲 𝗼𝗿 𝗶𝗻 𝗮 𝗵𝘂𝗿𝗿𝘆 𝘁𝗼 𝗳𝗶𝗹𝗹 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲.
Instead these companies will build a talent pipeline to source for the future for either replacement positions or new growth.
3. 𝗧𝗵𝗲𝘆 𝗽𝗿𝗼𝗺𝗼𝘁𝗲 𝘁𝗵𝗲𝗶𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗯𝗿𝗮𝗻𝗱.
The company’s vision, mission, culture or current focus will be clear on their website. They will use social media, employee testimonials and videos to communicate how they are an “Employer of Choice.”
88% of employed professionals are either actively looking, or open to, a new job opportunity.
- Invested companies will start here first! ⤴
Here’s a quick tip to keep you from getting rejected as a job candidate...
✯ 𝗠𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱, 𝗵𝗼𝗻𝗲𝘀𝘁 𝗮𝗻𝗱 𝗰𝗹𝗲𝗮𝗿!
As an HR Professional I came across 1000’s of amazing candidates. Some of the best ones were not actually qualified for the role and sadly ended up not moving forward in the process. Or, sometimes the technically qualified candidates would later be removed since their information proved inaccurate. Don’t let this happen to you!
𝗛𝗶𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀 𝘀𝗲𝗲 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴𝘀 𝘄𝗵𝗲𝗻 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲:
🚩 Lists skills with vague descriptions
🚩 Promotes online info that doesn’t match
🚩 Gives off negative cues during interviews
🚩 Has references who provide conflicting details
🚩 Provides questionable or missing dates TO AVOID REJECTION...
𝗠𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘀𝗮𝘆 𝗬𝗘𝗦 𝘁𝗼 𝘁𝗵𝗲 𝗳𝗼𝗹𝗹𝗼𝘄𝗶𝗻𝗴:
1. 100% to the required qualifications
2. 80% or more to the preferred qualifications
3. All information is accurate and truthful Always remember to give your audience what they need to successfully advocate for you as a candidate!
There are many reasons why people find themselves in situations where a career transition is necessary. Maybe you have lost interest in your current career path or maybe your company is downsizing and it's time for something new.
If you are among those facing a career dilemma, here are 6 steps you can follow to make a successful career change possible.
Simply revising your resume with related keywords and blasting it across job boards is not going to cut it if you want real change. However, If you are feeling the desire to disrupt your current career path and re-think what move is best for you at the next stage of your career, taking these steps towards your goal will be worth the investment.