A common fear that I see among job seekers can be summed up in 3 words: Applicant Tracking Systems. These are the big, bad, intimidating gatekeepers many companies use to screen applicant resumes before they reach the view of a human eye. With the increased benefits and simplifications provided, they are becoming more common today, and understanding how they work is important when you are embarking upon a job search
Applicant Tracking Systems (ATS) are databases or other software systems that store and retrieve job information, and in theory identify and match applicants to specific positions open at any given time within an organization. Although ATS’s really only became mainstream in 2006, they are becoming more popular, and more companies are beginning to use them. An ATS can fulfill many functions, and can not only be used for screening candidates, but also for applicant testing, scheduling interviews, managing the hiring process, checking references, and completing new-hire paperwork. Each resume that is submitted can be stored for several months, or many years. It all depends on the time parameters set by the company. An ATS streamlines the search process as it can organize, screen, sort, track, and reply to applicants.
When used properly, an Applicant Tracking System can simplify the candidate sourcing process significantly. But they are not completely foolproof either, so keep that in mind when applying to jobs electronically. In theory, the best candidates are found by searching for key words or phrases within resume (and sometimes cover letter) stored in the database. Along these lines, an ATS should increase the probability of finding the right candidate for the job since there is a larger pool to draw from. But this isn’t always the case, and there are many great applicants who slip through the cracks each day. A prominent example would be when the employer conducts a search and uses the wrong key words, or when otherwise great candidates do not have the right words incorporated. It is VITAL that you position your resume with the right key words so that you give yourself the best chance of being selected.
But what key words should you use?
The easiest way to incorporate key words is to read through the specific job posting a few times, and be mindful of the words that stick out as being the most important. These are the words you need to infuse in a key word section, Profile and Summary of Qualifications. But I caution you that you should include key words or phrases ONLY IF you have actual experience with it. For example, if you are an accountant and you are applying for a position with a publicly traded company that requires Sarbanes-Oxley (SOX) experience, don’t include “Sarbanes-Oxley” or “SOX” unless you actually have that experience. It will catch up to you sooner or later if you do make it past the screening. The closer you can align key words wanted for the position with your resume, the greater your chances are to be selected. It may take 5-10 extra minutes to do so, but if it saves you searching for months, it is well worth it.
One last area of Applicant Tracking Systems that I want to mention so that you will be aware of is the aspect of social media. Social media avenues are being used now, and will be used well into the future to recruit for new jobs. Don’t be surprised if you are notified via Twitter, Facebook or LinkedIn about new opportunities within a company. The advantage social media presents is not only it’s reach to a wider audience, but also the precise manner it can target specific candidates. There is still much to be defined on exactly how social media will be used, but be aware that it is going to be the next big thing used in Applicant Tracking Systems. I will be expanding on this subject in greater detail in the near future.
Monday, September 19, 2011
Wednesday, August 31, 2011
Searching for a job while employed? Be aware of this recruiter scam
It is estimated that recruiters now account for filling about 1/10 of all job openings. Most recruiters are reputable, and strive to work ethically. However there are some that don’t. I am reminded of this again today, and thought I would share this scam with you.
In a nutshell, here’s how it works: This particular scam happens when you are searching for a job while currently employed. You respond to an advertised job by applying, and/or have posted your resume online. In either case, a recruiter has a copy of your resume and contacts you. He/she has a great job opportunity, and your background is an ideal fit. The tip though is that he/she wants to make sure you are currently still employed. Why? Because the intent in this scam is to be the first recruiter to have the opportunity to recruit a new job……..yours. Unbeknownst to you, your boss receives a call from this recruiter after speaking to you, and informs him/her that you are intending to leave the company, and that he/she would love the opportunity to present candidates to fill it. Talk about a stab in the back. But when a recruiter has no boundaries, it happens. Now you really will be looking for a job……unemployed.
It is important to utilize a recruiter (or recruiters) as part of your job search. Just make sure you have a solid relationship, and that you know what kind of track record he/she has. Ideally, the best time to do this is before a full-fledged search for employment. If you know people who have been placed by a particular recruiter, or have positive referrals, it’s probably a good bet. Also, it may seem intuitive to contact many recruiters, but this can actually backfire on you. I have spoken to this in a previous post, but essentially it can cause problems when it’s time to be represented as a candidate, and you may get someone who doesn’t know the first thing about you which will reflect negatively when you are presented to the company.
Just be careful about who you contact, where you submit a resume, or posting your resume online at all when you are conducting a job search while employed. Ideally if you can build these relationships of trust prior to conducting a search, then that will be the most beneficial to you. Avoid falling for this scam, or others while searching. Keep in mind that a few recruiters have their own best interest in mind, not yours.
In a nutshell, here’s how it works: This particular scam happens when you are searching for a job while currently employed. You respond to an advertised job by applying, and/or have posted your resume online. In either case, a recruiter has a copy of your resume and contacts you. He/she has a great job opportunity, and your background is an ideal fit. The tip though is that he/she wants to make sure you are currently still employed. Why? Because the intent in this scam is to be the first recruiter to have the opportunity to recruit a new job……..yours. Unbeknownst to you, your boss receives a call from this recruiter after speaking to you, and informs him/her that you are intending to leave the company, and that he/she would love the opportunity to present candidates to fill it. Talk about a stab in the back. But when a recruiter has no boundaries, it happens. Now you really will be looking for a job……unemployed.
It is important to utilize a recruiter (or recruiters) as part of your job search. Just make sure you have a solid relationship, and that you know what kind of track record he/she has. Ideally, the best time to do this is before a full-fledged search for employment. If you know people who have been placed by a particular recruiter, or have positive referrals, it’s probably a good bet. Also, it may seem intuitive to contact many recruiters, but this can actually backfire on you. I have spoken to this in a previous post, but essentially it can cause problems when it’s time to be represented as a candidate, and you may get someone who doesn’t know the first thing about you which will reflect negatively when you are presented to the company.
Just be careful about who you contact, where you submit a resume, or posting your resume online at all when you are conducting a job search while employed. Ideally if you can build these relationships of trust prior to conducting a search, then that will be the most beneficial to you. Avoid falling for this scam, or others while searching. Keep in mind that a few recruiters have their own best interest in mind, not yours.
Sunday, August 21, 2011
Use creativity when sending your resume, but AVOID GIMMICKS
One of the biggest frustrations job applicants experience when sending resumes to companies is in making sure they were indeed received. Many organizations are experiencing application rates as high as ten times or more the norm, and it is becoming more difficult to ensure your resume is not just lost in the shuffle. There are a few things to keep in mind, and a few ways you can track your submission.
Unfortunately, with high submission rates also come challenges in viewing all resumes. Applicant Tracking Systems (ATS) can help alleviate much of this burden, but as I will explain in a forthcoming blog post, they are not always 100% efficient either. If a company does not have the luxury of using an ATS, then a manual undertaking becomes quite overwhelming. If 700 resumes are submitted, and the unfortunate soul charged with sorting through the applications finds 20 or more “good” resumes in the first 200, you may arbitrarily be out of luck. If you are applicant number 201, your resume won’t be seen. It’s not fair, but in some cases it’s reality. So, you need to know if your email was received and opened.
The simplest way is to pick up the phone, call the employer, and say something to the effect of: “I’ve been having some issues with spam filters and wondered if you could verify that you received the resume I emailed you?” If you are savvy enough, you can use this as an opportunity to get the ear of the hiring manager or recruiter, and if leveraged properly could turn into an interview.
There are many free email notification services out there such as MSGTAG (www.msgtag.com). And you can always Google phrases such as “read receipt email” and “delivery receipt email” to find similar remedies.
Ideally, you want to have a direct contact in the company who can walk and hand deliver your resume directly to HR and/or the hiring manager. This of course is only ideal, and not often possible. Even so, there are still many ways to make sure your resume makes it to her/his desk. If you don’t have a direct contact, make one. Do some legwork on LinkedIn, conducting a search for employees currently employed with the target company. Make contacts at LinkedIn.com and Facebook. Call the company and ask for the correct spelling of the person in charge of your prospective opportunity. If the situation seems okay, consider hand delivering your resume to the company’s front desk attendant.
Another way is to physically print and send your resume with a cover letter directly to the hiring manager via snail mail. Take an unblemished white paper copy of your resume and print it on nice paper at a place like Fed Ex/Kinko’s. Then send it in an 8 x 11 manila envelope. If you are going to do this, then stay the professional route with a cream or light colored paper. Professionalism is the number one priority on any creative method you utilize. Beyond that, it’s becomes games and gimmicks.
I have seen resumes show up in bright neon green, pink, yellow and orange. I have had resumes come in paper that is slightly bigger than normal resume paper, the theory being that it will get noticed when stacking it with normal paper. I have seen and heard of the corny gifts showing up with the resume, including the shoebox with one shoe, a resume, and a note saying “just trying to get my foot in the door.” Sure these things get noticed, but mainly for the wrong reasons.
The day I start putting resumes at the top of the pile based on the gimmicky way I received it is the day I should probably call it quits in this business. I feel confident in saying that the overwhelming majority of my peers would agree 110%. A resume with extreme graphics or completely crazy formats has a place; in fields related to design or artistic expression where you are using the opportunity to showcase relevant skills. In most professional businesses, it comes across as ridiculous. And the common thread I have noticed in the gimmick-filled resumes: the candidates are usually not qualified. They are screaming out for attention.
Don’t expect a positive response if you send a resume with pop-up features or in a color that cannot be safely viewed without sunglasses. We don’t care if R2D2 shows up and plays a hologram message, or if your resume contains a computer chip that plays music. At the end of the day, the evaluation is made on the relevancy of the skills, background, and abilities of all candidates in order to find the best. Gimmicks will get you noticed, but not for the right reasons. Place the focus of your resume on your accomplishments, relevant background, personality, and unique skills that put you in the best light. Apply for positions that you are a good fit for. Doing so will put your best foot forward, and garner the right attention.
Unfortunately, with high submission rates also come challenges in viewing all resumes. Applicant Tracking Systems (ATS) can help alleviate much of this burden, but as I will explain in a forthcoming blog post, they are not always 100% efficient either. If a company does not have the luxury of using an ATS, then a manual undertaking becomes quite overwhelming. If 700 resumes are submitted, and the unfortunate soul charged with sorting through the applications finds 20 or more “good” resumes in the first 200, you may arbitrarily be out of luck. If you are applicant number 201, your resume won’t be seen. It’s not fair, but in some cases it’s reality. So, you need to know if your email was received and opened.
The simplest way is to pick up the phone, call the employer, and say something to the effect of: “I’ve been having some issues with spam filters and wondered if you could verify that you received the resume I emailed you?” If you are savvy enough, you can use this as an opportunity to get the ear of the hiring manager or recruiter, and if leveraged properly could turn into an interview.
There are many free email notification services out there such as MSGTAG (www.msgtag.com). And you can always Google phrases such as “read receipt email” and “delivery receipt email” to find similar remedies.
Ideally, you want to have a direct contact in the company who can walk and hand deliver your resume directly to HR and/or the hiring manager. This of course is only ideal, and not often possible. Even so, there are still many ways to make sure your resume makes it to her/his desk. If you don’t have a direct contact, make one. Do some legwork on LinkedIn, conducting a search for employees currently employed with the target company. Make contacts at LinkedIn.com and Facebook. Call the company and ask for the correct spelling of the person in charge of your prospective opportunity. If the situation seems okay, consider hand delivering your resume to the company’s front desk attendant.
Another way is to physically print and send your resume with a cover letter directly to the hiring manager via snail mail. Take an unblemished white paper copy of your resume and print it on nice paper at a place like Fed Ex/Kinko’s. Then send it in an 8 x 11 manila envelope. If you are going to do this, then stay the professional route with a cream or light colored paper. Professionalism is the number one priority on any creative method you utilize. Beyond that, it’s becomes games and gimmicks.
I have seen resumes show up in bright neon green, pink, yellow and orange. I have had resumes come in paper that is slightly bigger than normal resume paper, the theory being that it will get noticed when stacking it with normal paper. I have seen and heard of the corny gifts showing up with the resume, including the shoebox with one shoe, a resume, and a note saying “just trying to get my foot in the door.” Sure these things get noticed, but mainly for the wrong reasons.
The day I start putting resumes at the top of the pile based on the gimmicky way I received it is the day I should probably call it quits in this business. I feel confident in saying that the overwhelming majority of my peers would agree 110%. A resume with extreme graphics or completely crazy formats has a place; in fields related to design or artistic expression where you are using the opportunity to showcase relevant skills. In most professional businesses, it comes across as ridiculous. And the common thread I have noticed in the gimmick-filled resumes: the candidates are usually not qualified. They are screaming out for attention.
Don’t expect a positive response if you send a resume with pop-up features or in a color that cannot be safely viewed without sunglasses. We don’t care if R2D2 shows up and plays a hologram message, or if your resume contains a computer chip that plays music. At the end of the day, the evaluation is made on the relevancy of the skills, background, and abilities of all candidates in order to find the best. Gimmicks will get you noticed, but not for the right reasons. Place the focus of your resume on your accomplishments, relevant background, personality, and unique skills that put you in the best light. Apply for positions that you are a good fit for. Doing so will put your best foot forward, and garner the right attention.
Saturday, August 20, 2011
Post-Interview Thank You Notes
As part of any job search, you should always plan on sending thank you notes after interviews. It shows that you genuinely have an interest in the company and position, and even more importantly it can have an impact on the interviewer’s decision. I often am asked what type of thank you note is the best – via email, typed letter, handwritten, or just a phone call after. The answer really depends on the audience, and those are observations to keep in mind as you are interviewing.
There are different schools of thought on the type of correspondence to use, but personally I like the handwritten thank you note that comes in the mail. The reason is simply that a personalized note written on a card is the only type I seem to remember. I think it has an impact when someone takes the time to write a note on a card and send it, particularly in this day and age when almost everything seems electronic and impersonalized. I have found that most people don’t take the time to do this which is also probably a reason it makes an impression.
That’s not to say that an email or a typed thank you note are not good alternatives also, but you have to take the time to observe the personality of the interviewer in order to determine if these are a good fit. If he/she is extremely business minded, then a typed letter is probably better. If it seems like his/her desk is weighed down by paperwork from 6 months ago, a note via mail may just be added to the pile. An email may work better in this case. If the decision on the job will be made in a relatively short amount of time, snail mail may not make it before that choice is made. An email right after the interview would probably be the best option. And some interviewers prefer a phone call. If he/she seems to not be a fan of email, smart phones, or technology in general, a voice mail would be advisable.
Regardless of which method you use, it is important to make sure a thank you note is part of your interview process. It can make all the difference by keeping you at the forefront of the interviewer’s mind when it comes time to make the choice on who is hired.
There are different schools of thought on the type of correspondence to use, but personally I like the handwritten thank you note that comes in the mail. The reason is simply that a personalized note written on a card is the only type I seem to remember. I think it has an impact when someone takes the time to write a note on a card and send it, particularly in this day and age when almost everything seems electronic and impersonalized. I have found that most people don’t take the time to do this which is also probably a reason it makes an impression.
That’s not to say that an email or a typed thank you note are not good alternatives also, but you have to take the time to observe the personality of the interviewer in order to determine if these are a good fit. If he/she is extremely business minded, then a typed letter is probably better. If it seems like his/her desk is weighed down by paperwork from 6 months ago, a note via mail may just be added to the pile. An email may work better in this case. If the decision on the job will be made in a relatively short amount of time, snail mail may not make it before that choice is made. An email right after the interview would probably be the best option. And some interviewers prefer a phone call. If he/she seems to not be a fan of email, smart phones, or technology in general, a voice mail would be advisable.
Regardless of which method you use, it is important to make sure a thank you note is part of your interview process. It can make all the difference by keeping you at the forefront of the interviewer’s mind when it comes time to make the choice on who is hired.
Friday, August 19, 2011
5 Things to do Before a Job Loss to Help you Prepare and Survive Financially
This is a great article from Forbes magazine earlier this month that addresses 5 ways to prepare yourself financially just in case you lose your job. I definitely thought this was an article worth sharing:
http://www.forbes.com/sites/ellendorle/2011/08/09/5-things-to-do-before-a-job-loss-to-help-you-prepare-and-survive-financially/
http://www.forbes.com/sites/ellendorle/2011/08/09/5-things-to-do-before-a-job-loss-to-help-you-prepare-and-survive-financially/
The pitfalls of posting your resume online
When you are in the midst of a job search, posting your resume on sites such a Monster and CareerBuilder seems almost like a no-brainer. The more exposure you have, the better…..right? How will recruiters and hiring managers find you if you don’t post your resume all over the web? Although it may seem counterintuitive, there are some pretty conclusive reasons why you may want to rethink this.
The most obvious reason why you shouldn’t post your resume online would be because you are currently employed. If you are conducting a secret job search, and put your resume online, your intentions are not so secret anymore. Most companies have access to Monster and CareerBuilder, and your name on a resume will be plain to see. This could cause issues for you come the next round of layoffs. After all, you’re planning to leave anyway, right?
Another reason (and you may have experienced this before) is that you don’t want to put yourself in “claim of rights” war with recruiters. What happens is that when a company decides to hire for a position, they will contact a few recruiting agencies to assist them in the search for the right candidate. They usually will also post ads on the major sites to try to find the right candidates themselves. Suddenly you have 5 agencies contacting the exact same candidate resumes as found on Monster or CareerBuilder (or both), and it becomes a race against time to be the first to make contact with candidates, and thus secure “rights” over them. It becomes further complicated if you as a candidate apply for the job directly with the company. Now your resume is in the company’s database as having applied directly, and 5 recruiters are staking claims on you to present to the company for an interview. If you are the ideal candidate, this can destroy your chances entirely. How do 6 parties decide who gets credit for the candidate? It’s almost impossible to do. Believe it or not, and I have seen this happen many times, because a fair conclusion cannot be determined, the candidate is dropped altogether. Unbelievable I know, but that is the nature of the business.
So how do you avoid situations like this? Become a passive candidate. Don’t post your resume online at all!
As recruiters, we like passive candidates. You’re much more attractive. Think of it as the guy who no matter how hard he tries just can’t get a girlfriend. He does anything and everything to get a girlfriend, but it just isn’t working. Now you can probably imagine this guy from people you have known or observed in real life. He’s that guy who oversteps his bounds, is too aggressive, and overly obsessed with this pursuit. Rather than attracting women, he’s actually repelling them. There is an air of being desperate that follows him, and women aren’t finding that too attractive. As long as he continues down this road, the girlfriend will never happen.
Now assume this same guy realizes what he’s been doing wrong, and starts making steps to change those things. Eventually he gets that girlfriend. Now, instead of women being repelled, they are attracted to him. If you have seen this happen before, they literally start coming out of the woodwork. Why? Because he suddenly became more attractive by virtue of having a girlfriend and thus something they want to be but can’t have. This same reasoning holds true when searching for job candidates. Who wants the job seeker who has posted his resume all over the internet where anyone can find him? There is a school of thought among some hiring managers and recruiters that only desperate and unqualified job seekers post on sites like Monster or CareerBuilder. We want the gems. We want to find the people who have jobs and are tremendous assets to their companies. If you are good at what you do, why would you have to post your resume? The recruiters and hiring managers will be attracted to you.
If you aren’t visible on Monster or CareerBuilder, then how do they find you? I can’t stress this site enough, but the answer is LinkedIn. Passive candidates on LinkedIn who are currently employed but aren’t adverse to listening to other offers are the most attractive candidates out there. These are the gems that not everyone can find. This is why it is so important to complete your LinkedIn profile and build your network (refer to my earlier blog post on LinkedIn). More hiring managers and recruiters are using LinkedIn now than other sites, so make sure you are present there so you can be found.
Think about some of these reasons before posting your resume everywhere. It may just save you from losing opportunities you otherwise would have secured.
The most obvious reason why you shouldn’t post your resume online would be because you are currently employed. If you are conducting a secret job search, and put your resume online, your intentions are not so secret anymore. Most companies have access to Monster and CareerBuilder, and your name on a resume will be plain to see. This could cause issues for you come the next round of layoffs. After all, you’re planning to leave anyway, right?
Another reason (and you may have experienced this before) is that you don’t want to put yourself in “claim of rights” war with recruiters. What happens is that when a company decides to hire for a position, they will contact a few recruiting agencies to assist them in the search for the right candidate. They usually will also post ads on the major sites to try to find the right candidates themselves. Suddenly you have 5 agencies contacting the exact same candidate resumes as found on Monster or CareerBuilder (or both), and it becomes a race against time to be the first to make contact with candidates, and thus secure “rights” over them. It becomes further complicated if you as a candidate apply for the job directly with the company. Now your resume is in the company’s database as having applied directly, and 5 recruiters are staking claims on you to present to the company for an interview. If you are the ideal candidate, this can destroy your chances entirely. How do 6 parties decide who gets credit for the candidate? It’s almost impossible to do. Believe it or not, and I have seen this happen many times, because a fair conclusion cannot be determined, the candidate is dropped altogether. Unbelievable I know, but that is the nature of the business.
So how do you avoid situations like this? Become a passive candidate. Don’t post your resume online at all!
As recruiters, we like passive candidates. You’re much more attractive. Think of it as the guy who no matter how hard he tries just can’t get a girlfriend. He does anything and everything to get a girlfriend, but it just isn’t working. Now you can probably imagine this guy from people you have known or observed in real life. He’s that guy who oversteps his bounds, is too aggressive, and overly obsessed with this pursuit. Rather than attracting women, he’s actually repelling them. There is an air of being desperate that follows him, and women aren’t finding that too attractive. As long as he continues down this road, the girlfriend will never happen.
Now assume this same guy realizes what he’s been doing wrong, and starts making steps to change those things. Eventually he gets that girlfriend. Now, instead of women being repelled, they are attracted to him. If you have seen this happen before, they literally start coming out of the woodwork. Why? Because he suddenly became more attractive by virtue of having a girlfriend and thus something they want to be but can’t have. This same reasoning holds true when searching for job candidates. Who wants the job seeker who has posted his resume all over the internet where anyone can find him? There is a school of thought among some hiring managers and recruiters that only desperate and unqualified job seekers post on sites like Monster or CareerBuilder. We want the gems. We want to find the people who have jobs and are tremendous assets to their companies. If you are good at what you do, why would you have to post your resume? The recruiters and hiring managers will be attracted to you.
If you aren’t visible on Monster or CareerBuilder, then how do they find you? I can’t stress this site enough, but the answer is LinkedIn. Passive candidates on LinkedIn who are currently employed but aren’t adverse to listening to other offers are the most attractive candidates out there. These are the gems that not everyone can find. This is why it is so important to complete your LinkedIn profile and build your network (refer to my earlier blog post on LinkedIn). More hiring managers and recruiters are using LinkedIn now than other sites, so make sure you are present there so you can be found.
Think about some of these reasons before posting your resume everywhere. It may just save you from losing opportunities you otherwise would have secured.
Salary requirements: should you disclose it in your resume or cover letter?
When it comes to salary requirements, if a job ad doesn't specifically mention it, then DON’T offer it. Most ads don’t ask for salary requirements, but when they do, there are reasons for doing so. The most prominent is to weed out candidates who are out of the desired range. If your salary requirement is too high, you will most likely be screened out because the company assumes you will not be happy working for less than you desire. On the other end of the spectrum, if you state a salary that is lower than they intend to pay, then you may be shooting yourself in the foot assuming that you make it through the interview process. Either way, it is important to do your homework before you rule yourself out.
The first rule of thumb when asked to provide salary information: DON’T lie about compensation from past positions. It’s very easy to verify with just a phone call, and if you burn this bridge of trust, you can pretty much kiss any chance you had goodbye. Be honest and provide truthful information. Sure, it may be tempting to overstate your salaries because you are aiming for a higher paying job, but eventually it will catch up to you.
So how do you answer the salary requirement question, and not be discarded? Do some research and see if you can figure out what range the salary they will offer would fall in. For your part, state a salary range instead of a specific amount. You probably don’t want a range of $30,000, so staying within $5,000 to $10,000 is reasonable. And make sure your range is realistic. I remember quite well the interview I conducted a few years back for a VP of Human Resources. The majority of candidates I brought in to interview were at the level of compensation the client was willing to offer. This was because of the scope of responsibilities, size of the company, and number of direct reports. In this particular case the salary was right around $130,000. One of the last candidates to come in had passed the screening because she had not been forthright about her salary history. I did my homework, and knew she was currently making $65,000. And her salary was right in line for the scope of responsibilities she had. I was curious when I asked her about her salary requirements to see what she would say. She didn’t hesitate to respond $130,000. I nicely explained that I had researched her current position and knew she was only making half of that amount currently. After an awkward silence, the interview abruptly ended.
The point is, her expectations compared to her skills were completely unrealistic. If you are not within the range they want to pay, either high or low, it’s probably not worth the time to apply. I have seen companies that ask for salary requirements and then state a range of compensation based on experience. The ranges can fluctuate substantially, for example $70,000 to $100,000 depending on skills and background. The reason they do this is because they have not completely decided what exactly they want the position to entail. By evaluating a pool of applicants, they may be able to hone in on candidates that possess qualities they feel would best fit the company. Sometimes that means they figure out candidates in the $70,000 to $75,000 range will suffice; other times the $90,000 to $100,000 applicants appear to be the best fit. Don’t automatically assume that you fall at the top end of the range. More often than not I see the applicants who believe they are at the high end are in reality the ones who are actually at the lower end. They eliminate themselves quickly.
So how do you present salary requirements when requested? Unless asked specifically to state your requirements on the cover letter, you will want to create a separate “Salary Requirements” addendum that lists your salary history and clearly states your desired salary. This can be submitted with the resume and cover letter when you apply. Some additional tips in this regard include:
• Stating that you expect competitive or fair compensation based on the position, particularly if you feel you are underpaid now
• Expressing your salary flexibility
• Stating that you would prefer to discuss salary in an interview, but also make sure to reinforce the fact that you do not believe the range offered will be an issue
• Stating that your salary requirements are negotiable based upon the position and the overall total compensation package, including benefits and perks - this includes bonuses, amounts paid by the employer toward medical premiums, 401k matching, stock grants or stock options, and paid time off. Evaluate the package as a whole
The last bit of advice is whenever possible, let the employer bring up compensation. In an interview setting, this will work wonders. I will talk more to this in another post, but to negotiate the best possible salary for yourself, let your skills, background and qualities do the talking; if you do your chances for a higher offer go up significantly. There is a psyche about the perception of actually being interested in the job versus only being interested in what it pays.
The first rule of thumb when asked to provide salary information: DON’T lie about compensation from past positions. It’s very easy to verify with just a phone call, and if you burn this bridge of trust, you can pretty much kiss any chance you had goodbye. Be honest and provide truthful information. Sure, it may be tempting to overstate your salaries because you are aiming for a higher paying job, but eventually it will catch up to you.
So how do you answer the salary requirement question, and not be discarded? Do some research and see if you can figure out what range the salary they will offer would fall in. For your part, state a salary range instead of a specific amount. You probably don’t want a range of $30,000, so staying within $5,000 to $10,000 is reasonable. And make sure your range is realistic. I remember quite well the interview I conducted a few years back for a VP of Human Resources. The majority of candidates I brought in to interview were at the level of compensation the client was willing to offer. This was because of the scope of responsibilities, size of the company, and number of direct reports. In this particular case the salary was right around $130,000. One of the last candidates to come in had passed the screening because she had not been forthright about her salary history. I did my homework, and knew she was currently making $65,000. And her salary was right in line for the scope of responsibilities she had. I was curious when I asked her about her salary requirements to see what she would say. She didn’t hesitate to respond $130,000. I nicely explained that I had researched her current position and knew she was only making half of that amount currently. After an awkward silence, the interview abruptly ended.
The point is, her expectations compared to her skills were completely unrealistic. If you are not within the range they want to pay, either high or low, it’s probably not worth the time to apply. I have seen companies that ask for salary requirements and then state a range of compensation based on experience. The ranges can fluctuate substantially, for example $70,000 to $100,000 depending on skills and background. The reason they do this is because they have not completely decided what exactly they want the position to entail. By evaluating a pool of applicants, they may be able to hone in on candidates that possess qualities they feel would best fit the company. Sometimes that means they figure out candidates in the $70,000 to $75,000 range will suffice; other times the $90,000 to $100,000 applicants appear to be the best fit. Don’t automatically assume that you fall at the top end of the range. More often than not I see the applicants who believe they are at the high end are in reality the ones who are actually at the lower end. They eliminate themselves quickly.
So how do you present salary requirements when requested? Unless asked specifically to state your requirements on the cover letter, you will want to create a separate “Salary Requirements” addendum that lists your salary history and clearly states your desired salary. This can be submitted with the resume and cover letter when you apply. Some additional tips in this regard include:
• Stating that you expect competitive or fair compensation based on the position, particularly if you feel you are underpaid now
• Expressing your salary flexibility
• Stating that you would prefer to discuss salary in an interview, but also make sure to reinforce the fact that you do not believe the range offered will be an issue
• Stating that your salary requirements are negotiable based upon the position and the overall total compensation package, including benefits and perks - this includes bonuses, amounts paid by the employer toward medical premiums, 401k matching, stock grants or stock options, and paid time off. Evaluate the package as a whole
The last bit of advice is whenever possible, let the employer bring up compensation. In an interview setting, this will work wonders. I will talk more to this in another post, but to negotiate the best possible salary for yourself, let your skills, background and qualities do the talking; if you do your chances for a higher offer go up significantly. There is a psyche about the perception of actually being interested in the job versus only being interested in what it pays.
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