In his comment, Justice points to the other side of when to ask salary questions. Too early, and you have the problem outlined in When to Ask About Salary. Too late, and you have Justice’s problem. The way you manage the salary question–which is admittedly the start of the salary negotiation–is in the phone […]
Imagine this scenario. You have a number of openings, some for senior positions. Maybe you even work for a large company that’s highly attractive for potential candidates. To manage the phone screens and interviews, you send out a pre-interview set of questions. There’s a variety of questions, and the last one is about salary.Stop right
Diane Danielson in Ask and ye shall receive … a bad review points us to this post, Salary, Gender and the Social Cost of Haggling.Well, if that isn’t a slap in the face, I don’t know what is. If you negotiate for a salary that fits for you, you’re “not nice.” If you don’t negotiate,
The nice folks over at computerworld.com asked me to comment on this year’s salary survey, and to discuss with folks how to obtain a better salary. (See A Slow Thaw” for my column.) I’m blogging over at my computerworld blog. Please visit and leave comments.
I received an email recently from an engineer who was considering a job at a non-profit. They offered him a much lower salary than he was expecting, because they were a “non-profit.” Some people are slimeballs, even if they work at non-profits. A non-profit has revenue. A non-profit pays salaries and benefits to its employees.
My column over at the Fast Company/Inc Hiring Center is up: Make the Work Interesting. That column grew out of Negotiating an Offer and Negotiating and Offer. (Yes, I mistakenly named two posts the same title. Must have been tired.) Please leave comments here on this column. If you have requests for other column topics,
I facilitated a roundtable at Boston SPIN last night, and one of the questions that arose was “How do I negotiate salary?”Compensation is not just your salary. This is your opportunity to think about how you make your life. Do you want more time off? Money for books? Training time and/or money? A different title?
In Rethinking a Management Decision, Kevin Salwen reflects on when it’s appropriate to hire someone with a cut in pay. As I’ve moved further along in my career, I realize that there are a whole host of jobs that are just plain better than what people have now….Now, I’m wondering how much I would allow
Sometimes, I’ve found stock (equity) to be a motivating factor in an offer. But in my experience, it’s turned out to be more cynicism-creating (hey, it’s a blog, I get to make up words) than motivating. My good friend and colleague, Stever Robbins, has just written a great article about equity-based compensation. If you’re a
Normally I talk about a hiring manager making an offer. My advice to hiring managers is: Determine the candidate’s salary range during the phone screen. That way you know if the candidate is in the ballpark. Before making an offer ask the question, “What would make you say yes to an offer from us?” If