Salary Negotiations

SALARY NEGOTIATIONS

Talking about money during the hiring process can feellike being in a contest on a nerve-wracking game show. Job candidates who prepare before the interview and adhere to some specific principles during the negotiation will eliminate much of the guesswork in the equation and come out of the interview feeling like you handled it professionally and have a better idea of what the position offers.


Before the Interview

For most hospitality management roles, the salary negotiation will take place at the last interview. That can be the 2nd or 5th interview, depending on the process with the hiring company. You can expect an offer on the spot at the end of the interview or sent to you in writing the next day should you be the chosen one. In any event, get your ducks in a row - know what you want and prioritize what's most important to you in your next role --money, more responsibility, work/life balance, a shorter commute, corporate culture-- before you begin interviewing.

Use a salary calculator, ie www.payscale.com, or locate an industry association contact that can provide you with relevant compensation information. This will also help you know that jobs you apply for pay well enough for you. Remember, however, that variables such as company size, economic conditions, and availability of qualified candidates in the market need to be factored into your information-gathering process.

Keep in mind that companies typically have salary ranges budgeted for specific roles within the organization. Exceptions aren't all that common. The only flexible items in a job offer may come down to things other than salary -- a signing bonus, moving up your review date, additional vacation time -- and could be an alternative to a higher salary.

Be prepared. You should be ready to convince the recruiter that you are worth the dollar amount at the higher end of the salary range. The easiest way to do this is to provide very specific examples of how you can add value to this organization -- just like you've done throughout your entire career.

Be upfront. When asked about your compensation requirements during the initial telephone interview, let the recruiter know where you stand. "I'm looking at opportunities in the $60-70,000 range, but can be flexible for the right opportunity." It's acceptable to ask if you're in the correct range for the position, and important to know so that both parties can make an informed decision about moving forward without wasting time. Remember, the role of the recruiter differs at each organization, so don't underestimate the influence this person has on the decision-making process.

Be respectful. If an offer is presented that is lower than what you hoped, thank the presenter. Ask if there is any flexibility in one or two of the areas that you've identified as being a priority for you. Regardless of the answer, always say you need time to consider the offer. Don't start negotiating new terms immediately.

Be firm. If there is no flexibility in the offer, you can accept it as is, or politely refuse and walk away. If the company is flexible on your terms, agree on all the new details in one conversation so that you can move forward with the next step in the process -- signing and returning the written offer letter.

Above all, be professional. Your actions during the negotiation process will be remembered by everyone involved long after you're hired, and may be helpful when it comes time to ask for a raise. As before, early preparation is the key to success in getting the salary you want.

Loooking for Hospitality Work? ....Get Another Life!?

You know about the online, interactive game called Second Life? Can you get your head around the idea of people looking for work while playing Second Life? Seems like a contradiction to me. People playing Second Life want to get away from "real life" don't they? So, why on earth would they look for work while playing a game? Maybe I need to learn more about this game, but in the meantime, I thought I'd provide you with a look at an Austrailian recruitment company that's advertising in Second Life for hospitality jobs....

CORPORATE "SECOND LIFE" OFFICE








JOB HUNTER?








CORPORATE "SECOND LIFE" TEAM


SPA JOB AD








Crazy world out there. Who would have thought 5 years ago that recruitment for hospitality jobs would happen in a game?

Economy of Lies?

Would you tell a big, fat lie to get a job? Have you been bold-faced lied to in an interview? This past few weeks I've had more than the usual number of people lying to me in an interivew. What gives?

I think most managers realize that there will always be candidates that tell white lies, exaggerate their experience or make up a degree in the interview process. It's an understandable failing in confidence. However, since our "economic downturn", I've seem to have had an unusual number of people tell big lies that have had big consequences. Is there a correlation between bigger lies and the economy?

I'm not sure what's the issue but it's a real issue to me. When I call a candidate, it's my intention to do whatever I can, with all my knowledge and resources, to help that person find a position that will satisfy them and make them want to get up in the morning happy to go to work. Not just to pay the bills, not just to put in time, but to be truly happy. Sometimes that means putting what I would like to see happen aside. I take a personal interest in seeing candidates succeed. So, when someone tells me a big whopper it really chaps my hide. Let me explain.

I spoke with a guy this past week that seemed straight up, knowledgable, and ernest in his desire to work with a good company. I put him forward to the client. He was asked if he applied for a position with this company previously to which he replied, "no". My client let me know they had spoken to him directly before just three months ago and another recruiter put him forward recently as well. To add to the issue, there was someone else similar and I thought my client was confusing the two candidates. Here's the rub. I told my client he was confusing them and please take a look again because, by now, the candidate had twice said he didn't apply previously. In the end, my client sent an email the candidate wrote to him. Busted.

Busted, but to his credit, this candidate actually apologized for his lie and the trouble it caused. In the end however, this lie caused the most trouble for the candidate and it will carry with him for future career searches. That's too bad because he really needs a job in these tough times. Tough times can lead to drastic measures but do the means justify the ends?

If he reads this blog, or someone else who's tempted to lie to get a job does, let me end by quotingBuddha who said,"the only real failure in life is not to be true to the best one knows".