Recruiter Roundtable: Salary Mistakes

by Yahoo! HotJobs


The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

What is the most common mistake candidates make in discussing or negotiating salary, and how can they avoid it?

Don't Fence Yourself In

The most common mistake is bringing up salary too soon and pinpointing specific numbers. Candidates should leave salary discussions until the end of the process. If you are working through a recruiter and are asked about salary, the best answer to give is: "I have spoken to the recruiter about my salary requirements and I would feel more comfortable if you discussed it directly with him." If not working with a recruiter, you should let the employer kindly know you are looking for a market-competitive salary for your skill set, and you are taking into account the entire compensation package and opportunity as a whole. You should stray away from discussing your current compensation specifics -- at the very least in the initial interviews.
-- Lindsay Olson, partner, Paradigm Staffing

Be Honest and Accurate

Quite often, a candidate's compensation numbers change as they go through the interview process. What started as "around $150K base" in early discussions suddenly becomes $167,500 when they realize they are actually in contention. The best formula is to write out, in detail, all elements of your remuneration over the last few years to ensure you have a true picture. This becomes more important for senior executives with complex stock positions.
-- Anu Datta, executive recruiter, Korn/Ferry International

Look at the Big Picture

Candidates forget about the total compensation package and focus exclusively on base salary as the sole determining factor when deciding to accept or reject an offer. There are many other items to consider, such as benefits, short- and long-term career growth, personal satisfaction, company philosophy, reputation and size of the organization, and work/life balance. Many of these items can't be quantified, but often they can make or break a team member's long-term satisfaction with a company.
-- Jill Davis, recruiter with Wells Fargo's operations team

Focus on Career Goals

The biggest mistake candidates make is that they believe they will get a huge increase in salary simply because they are moving on to another role. While in some cases that may be true, the reality is that a new opportunity does not guarantee new fortunes. Do not let money be your highest priority. Look for a role that suits you best and concentrate on impressing the recruiter/hiring manager with your career goals, not financial goals. Once your offer is presented, chances are your compensation package will be a fair one based on your skills and the organization's needs.
-- Bob Hancock, independent staffing consultant

Timing Is Crucial

Candidates should remember that, at the end of the day, they can always say "no" to an offer. With this in mind, there is no reason for them to embellish, change, or otherwise dissemble about their current or past salary. Telling the complete truth from the beginning sets the tone for the whole relationship with the hiring manager and recruiter.

Let the recruiter know about any bonuses, stock-option vesting, or related compensation details, and the timing is crucial. If the hiring manager likes you, she will do her best to make you a competitive offer, and will appreciate your honesty throughout the process. Revealing hidden details about compensation after the offer is made does not bode well for a beneficial manager/employee relationship.
-- Ross Pasquale, owner, Monday Ventures

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Tips for Surviving Challenging Supervisors

Bad Boss Blues
by Robert Half International


Building good rapport with your boss is essential to your career success. After all, he or she decides which projects you take on and how quickly you advance. But not all workers see eye-to-eye with their supervisors. Here are some common types of managers and tips for working with each of them.

The Box of Chocolates
As with selecting a bonbon from an assortment, you never know what you're going to get with this boss. The manager may confide in you one day and turn a cold shoulder the next.

Your Coping Strategy: Remain calm when interacting with this type of boss. When this manager is on edge, limit communication to email unless a matter is urgent. Do everything you can to ease this person's stress level, which may be driving his or her mood swings.

The Bully
This boss has a consistent disposition: overbearing. This type of supervisor also tends to be gruff with others and is easily frustrated.

Your Coping Strategy: Deal with this person by standing up for yourself. In fact, this person may do a complete 180 once he or she is convinced you're up to the challenge of working together. If your manager continues to bully you, however, move on.

The Control Freak
This person wants to know every detail of every project. He or she also has trouble delegating tasks, and may not give you very challenging assignments.

Your Coping Strategy: Trust is usually the issue, so try to build it. Start a log that details the status of your current projects and steps you've taken to ensure quality work. The more confident your manager is in your abilities, the less controlling that person is likely to be.

The Mute
This manager lets staff members "figure things out on their own." Because this person relies on email -- and works behind closed doors -- you rarely have the opportunity to clarify ambiguous messages.

Your Coping Strategy: Don't be afraid to ask questions, even if through email. If a topic becomes so complex that you begin shooting messages back and forth, your boss may eventually request an in-person meeting. If the conversation goes well, he or she may even realize verbal dialogue can be an efficient mode of communication.

The Best Friend
This person is afraid to set standards because he or she wants to be liked by everyone. This manager frequently relinquishes responsibility for the sake of friendship, compromising the team's ability to function.

Your Coping Strategy: Enjoy the occasional lunch out, but keep a professional distance and support this person when he or she exerts authority. Once your boss understands leadership is needed, he or she may feel more confident in the role and be more active in managing you and the rest of the team.

Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Triumph Over a Bad Performance Review

by Margaret Steen, for Yahoo! HotJobs


Almost every performance review includes some criticism. But what happens when you feel like your boss has almost nothing good to say in the review? Does it mean not just that your work could be improved, but that your boss wants you gone?

Ask Before You React

If you're thinking on your feet during the review, you can ask a question or two to help clarify your situation.

For example, ask your boss to rate your overall performance on a scale of 1 to 10, where 10 is someone about to be promoted and 1 is someone about to be fired, suggests executive coach Debra Benton. Using a numerical scale "kind of takes the personalization out of the whole thing," says Benton, author of several books, including "How to Think Like a CEO."

Put Negatives in Perspective

If you walk away from the review still worried, the first thing to do is let it sit for a day or two.

"You may have fixated on one comment," says Richard Phillips, a career coach and owner of Advantage Career Solutions in Palo Alto, California. People tend to go into reviews listening for negative comments. And in addition, Phillips says, sometimes managers spend more time talking about the bad than the good, without putting it in perspective.

If, after rereading your written review, you still think it's overly negative, consider whether your boss is right about your performance. Perhaps there's a simple error on the review form, a misstatement of your sales numbers, for example. If so, it should be easily corrected.

Keep It Specific

If you don't fully understand what your boss is unhappy about, ask for another meeting and request specific examples. If your boss says you need to be more responsive to co-workers' requests, for example, Phillips suggests asking what specific events prompted that comment, and how your boss would like to see you handle similar problems in the future.

The worst-case scenario with a review -- that your boss is saying you just aren't cutting it -- doesn't happen often. But if your boss really means you're not doing an acceptable job, then you need to ask yourself some hard questions to determine why.

If you have had good reviews previously, what has changed? Do you have a new boss with different expectations? Are you distracted by personal problems?

Weigh Your Options

"It may be giving you a true picture, but not something you want to hear," Phillips says.

It may be tempting to simply quit and look for a new job, but Phillips urges caution. It could be that you will need to find a new position -- if, for example, you have tried everything but just aren't clicking with your boss, or you have had more than one bad review. But rather than quitting immediately, it's often better to try to address the issues your boss has raised first.

"If you overreact to it, it actually ends up being harder in the long run," Phillips says. Your unhappiness about the review is likely to come through when you're interviewing for new positions. "It takes you longer to find another job, because you're out there maybe feeling a little resentful."

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More Men Report Sexual Harassment at Work

by Robert DiGiacomo, for Yahoo! HotJobs


Defying assumptions about sexual harassment in the workplace, a record percentage of men reported being harassed by male colleagues last year, according to the Equal Employment Opportunity Commission.

Cases filed by men made up 15.4 percent of the 12,025 sexual harassment charges in fiscal year 2006, compared to 14.3 percent in 2005 and 11.6 percent a decade ago, according to the EEOC.

New Realities in the Workplace

"There's no question this is not only a growing category of claims, but also a large societal problem of which we are just starting to see the tip of the iceberg," says Riki Wilchins, executive director of the Gender Public Advocacy Coalition, a nonprofit group based in Washington, D.C.

Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg.

It's also unlikely that interactions in the workplace between men have become more hostile over the past 15 years.

What's changed, though, is recognition by the legal system of male-on-male harassment, via a landmark 1998 Supreme Court ruling. The high court found in Oncale v. Sundowner Offshore Services that same-sex sexual harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964.

An Unwritten Code Changes

"This kind of harassment has always taken place in the workplace," Wilchins says. "But the kind of abrasive, sexualized horseplay that might have been acceptable 10 years ago is actionable today.

"More males realize they don't have to take it -- they can file suit."

While harassment based on sexual orientation is not protected by federal law, it's important to note that in gender-based harassment, the aggressors -- and their victims -- are likely straight.

"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says.

Know the Signs

What constitutes sexual harassment? According to the EEOC, it happens when submitting to or rejecting "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" affects your job, disrupts your work performance or leads to an "intimidating, hostile or offensive" workplace.

In the case of men harassing other men, these unwelcome behaviors could range from the use of feminine pronouns and sexual taunts, to simulated sex acts and threats of a sexually aggressive nature, according to GenderPAC.

What You Can Do

What to do if you believe you're a victim? The EEOC recommends you first follow internal company complaint procedures.

If your employer cannot -- or will not -- resolve the situation to your satisfaction, you can file a complaint at one of the EEOC's 53 offices.

The agency will investigate, and if it finds evidence to support your claim, will attempt to mediate the case. If necessary, the EEOC will file a lawsuit on your behalf.

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Just Say No: Five Reasons to Turn Down a Job Offer

by Caroline Levchuck, Yahoo! HotJobs


Employer caution has extended the hiring process by weeks, even months. You may interview for a position several times, in person and by phone. No matter how long the process is and how well you've gotten to know your potential colleagues, it's still perfectly acceptable to turn down a job offer. In fact, there may be many valid reasons that you should politely decline an opportunity, assuming, of course, that you're not in dire financial straits.

1. The word on "The Street."

Is the company's stock price tanking? Or is there talk of a merger? Both of these things could indicate that layoffs loom large, and the position you accept today may not exist in a few months. To calculate your risks, speak with industry experts, do your due diligence on Yahoo! Finance, and consult with family and trusted friends. If you still want to accept the position, try to obtain an iron-clad employment contract.

2. A revolving "Employees Only" door.

A certain percentage of employee turnover is normal. According to the Bureau of Labor Statistics, the average voluntary employee turnover in the U.S. for 2006 was 23.4 percent. However, high employee turnover should raise a red flag for any potential worker. Research a company thoroughly before accepting an offer. Also, be sure to listen carefully during the hiring process. Do interviewers keep referring to folks who've left the company or mentioning a total lack of redundancy? These could be signs that people are leaving faster than replacements can be recruited.

3. Money isn't everything; it's the only thing.

If money is a major factor in your decision to accept a new job, think twice before you do. In fact, think three times. Even four.

Depending on your personal financial situation and how much more you'd be earning in a new job, money may not buy you on-the-job happiness or professional fulfillment. It may not even guarantee career advancement. Assess your finances. Revisit your career goals. Look at the situation with a big-picture view of your future. Making a move for a modest increase may not be worth it if there's more long-term potential with your current employer. Also, be sure to calculate your entire compensation package to make sure that you're not forfeiting a valuable retirement or insurance plan for a bigger paycheck.

4. All work, no life.

There's a time in almost everyone's career where they have to put their nose to the grindstone and work almost to the point of burnout. If you're just beginning your career or starting a second one, this may be what lies ahead for the next few years. However, if you're a mid-careerist with a family and personal obligations, it may not be wise to accept an 80-hour-a-week job. Consider the impact your new schedule will have on you and your family. Will generous vacation make up for the longer hours? Is there flex time available so you can still attend family functions? Can you work from home? Forfeiting invaluable work-life balance benefits without assessing the consequences can have a devastating impact on your personal life.

5. A bad reputation.

Going to work for a company with a reputation that's been sullied by a corporate scandal or that isn't well respected can, in turn, sully your resume. Investigate any potential employer's standing within their industry. Solicit opinions from within your network as well as that of an executive recruiter. You may learn that it's better to be a top salesperson at an admired organization rather than a VP of sales at a suspect one.

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Four Cover Letter Flubs to Avoid

by Caroline Levchuck, Yahoo! HotJobs


Resumes get a lot of attention during a job hunt. However, don't forget to give your cover letter its due. After all, employers usually review a cover letter prior to looking at your resume. If your cover letter doesn't pass muster, your resume won't ever get any attention at all.

Each time you craft a new cover letter, be sure to avoid these four flubs that can contribute to missed opportunities.

1. Gender Bender

Don't start things off on the wrong foot with a gender-specific salutation, such as "Gentlemen." In fact, it's best to completely avoid references to gender as they can seem dated and even offend someone who is transitioning to another gender. Rather, try to find out the name of the person who will be reviewing your resume and address the cover letter to that individual. If this isn't possible, opt for "To Whom It May Concern," the most neutral of all salutations.

2. One Letter Doesn't Fit All

It's fine to create a standard cover letter during your job search, but be sure that you use extreme caution when revising the letter for different employers. Common errors include listing the wrong job title, company name, date, or source of a job listing. Take the time to be sure that you've got your facts straight in each letter -- and while you're at it, spend a few more moments tailoring a unique response to each employer.

3. Size Matters

A cover letter should be just that -- a letter. Put thought into its content. While you don't want to submit a two-page tome, so to speak, you do want your cover letter to consist of more than a sentence or two. Three well-written paragraphs outlining your interest in the position and qualifications are ideal. Anything shorter could communicate a lack of effort while anything longer probably won't be read.

4. Take Direction Well

Employers want to know if you take direction well -- and that appraisal begins with your cover letter. If you're asked to send your resume to a particular person, make sure you do so. Follow any format requests (PDF, Microsoft Word, text documents, etc.). Also, if an ad states that you must include your salary requirements to be considered, do so if you really want to be considered for the position. Ignoring obvious instructions at the stage of the game is an easy way to guarantee you won't be hired.

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The First-Time Manager's Guide to Success

by Margaret Steen, for Yahoo! HotJobs


You worked hard, became the go-to person on your team and finally were promoted to manager. You feel that you've arrived. And you may have already made your first mistake.

"A lot of people think there's some glory in getting this title of manager" and take the job because of the success it implies, not because they really want to manage other people, said Gerard H. Gaynor, author of "What Every New Manager Needs to Know."

But never fear. Gaynor and other experts have tips on five common mistakes new managers make -- and how you can avoid them.

Take Time to Learn

You naturally want to show the people who promoted you that they made the right decision, so it's tempting to try to make big changes right away. "There's always pressure to do something soon to get some visibility," said Libby Pannwitt, a career counselor and principal of Work Life Design Group in San Carlos, California.

But it's better to take it slow. "There's an awful lot to learn," Pannwitt said. "Who are the other players? What is your place in the hierarchy? What is the contribution that's expected of you?" And if you spend some time listening and learning, when you do take on a big project you'll be more likely to succeed.

Share the Work

If you're feeling overwhelmed with all the work you have to do, take a careful look to be sure you're not still trying to do your old job as well. It's a common mistake of new managers, said Carol W. Ellis, a business and career management consultant and in Placitas, New Mexico, and author of "Management Skills for New Managers."

"In many cases they've been rewarded for doing work," Ellis said. "Therefore they're afraid to give it up." Remember, though, that your old job is now someone else's responsibility -- and yours is to make sure your team succeeds, not to do all the work yourself.

Listen to Your Staff

Making decisions without getting your staff's input can cause two problems. First, you won't benefit from the insights they may have had about how best to go about your project. Second, your staff will not have any investment in making sure the project is successful.

"If employees don't feel that they were involved in the decision, then they can have all kinds of excuses for why this program or project is not going to work," said Carole C. Edman, a human resources consultant and coach in San Jose, California.

Share Good News

If someone compliments you on your team's work, tell your team. Some new managers "don't think people need to know when they do a good job," Ellis said. But that's not true. Sharing praise helps build trust.

Expand Your Perspective

As a manager, you have to expand your thinking to know what other groups are doing and how their work and your group's affect each other.

"Your scope of interest must go beyond the scope of interest of your group," Gaynor said. "You just can't sit back and say, 'I've got my own little shop over here.'"

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