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Salary Negotiation: 11 Popular Myths (Watch Out)

This article gives you some common sense advice and tips on salary negotiation.

Once you have aced the interview and been offered the job of your dreams, complete the package by making sure that you get paid what you are worth.

Being aware of these 11 common salary negotiation myths can keep you from selling yourself short at the bargaining table.

Myth #1 - No Application Will Be Reviewed w/o Salary Requirements.
Ads sometimes print this to begin the initial screening process. By saying too low or too high of a figure, you eliminate yourself from the running. If you are a qualified applicant, employers will not toss your resume aside simply because it lacks salary parameters.

Myth #1 - In The Hiring World, No Exceptions Are Made
Bottom line, employers can always make exceptions (to salary guidelines/restrictions) if they feel like you are the best candidate and you will not take the proposed offer.

Myth #3 - Employers Dislike Negotiating Salaries.
Most interviewers will like you more and feel more justified in hiring someone who fights for what he feels deserving of. There is no harm to try and justify to an employer why you deserve more.

Myth #4 - Past Low Salaries = Future Low Salaries.
Even if your salary history is less than stellar, you can show the employer how you’ve developed your skills and talents which now makes you a more valuable team member.

Myth #5 - Always Negotiate For The Highest Salary.
Cash is not always the most important thing. What about benefits, bonuses and quality of life? Does the job offer you the opportunity to do what you want to do and still have a life after hours?

Myth #6 - A Salary Is A Fixed Figure: You Can't Change It
All salaries are negotiable. Even if you can’t increase your paycheck, you may be able to land more benefits or bonuses to sweeten your entire compensation package.

Myth #7 - A Beginning Salary Is Just That - A Beginning.
Wrong! Most raises are based on a percentage of your current earnings. So those who accept a lower salary without negotiating may be kicking themselves for years to come.

Myth #8 - Not Asking For More $$$ Improves Your Chances.
This strategy can sometimes backfire and make you look less valuable to the company, decrease your self-confidence and actually decrease your chances of landing the job.

Myth #9 - You Should Take The 1st Offer And Be Grateful.
In reality, you should always negotiate the initial offer because it is just a starting point to wind up at the highest end of the salary range. Most employers plan for negotiation and start the offer at a lower salary to begin with.

Myth #10 - Agree To The Final Offer A.S.A.P.
Some job seekers may think that someone else could take their place if they don’t jump on the offer. Not true. Getting the offer in writing welcomes you to join the firm until you say any differently. Take at least 24 hours to think any offer over.

Myth #11 - If I Don't Take The 1st Offer, Someone Else Will.
Applicants may be scared into taking the first offer because they think another applicant will gladly snatch up the offer even if it isn’t that great. If the employer wants you enough, they will pay you enough, in one form or another.

CONCLUSION
Knowledge is power and knowing that you have room to negotiate will help you to ask for and get the salary you deserve. Remember that the first offer from an employer is usually not the last and final offer - there is always room for negotiation.

This article can be read online and shared with others directly at:
http://www.worktree.com/newsletter/salary-negotiation-myths.html

Sincerely,
Nathan Newberger,
Managing Editor
http://www.WorkTree.com
"Helping You Find More Jobs Faster"

Read more: Salary Negotiation: 11 Popular Myths (Watch Out)

Negotiating A Relocation Package

Each month thousands of employees move to a new community, to start a new job. Moves often are more expensive than anticipated. Not only is there the actual expense of moving, but also, for a home-owner, the expenses connected with selling an old home, and buying a new home.

Some corporations may offer to cover some or all of the relocation costs for employees who are moving at the company's request. Larger companies usually offer a more elaborate relocation package than smaller firms. These benefits become particularly important when there is a large increase in housing costs. For example, an employee leaving a $150,000 four bedroom home in a small midwestern community may find that comparable housing in the San Francisco Bay Area may cost around $500,000.

When interviewing for a job, ask your prospective employer whether or not it has a relocation program, and find out as much as you can about it.

Benefits which may be offered to a relocating employee vary widely. Each situation may call for a different bundle of benefits; analyze your own situation carefully. It is always best to negotiate these matters as part of a transfer package, before accepting the new job, to avoid surprises to either the employee or the company after the move has taken place.

  1.  
    • Company assumes responsibility for monthly payments, taxes and insurance until the old home is sold.
    • Price guarantee: if sold by the employee, the company will pay the difference between the net selling price and a specified price.
    • Alternative price guarantee: If employee can not sell the house within a specified period of time, the company will buy it at a specified price.
    • Company will pay commissions and other costs of sale.

       

    • Company to pay rent of temporary quarters, until a permanent home is located.
    • Buy down the interest rate.
    • Company provides low or no interest loans.
  2. Cost of a familiarization and house-hunting trip for the employee, spouse, and family. (Does your family really want to move here?)
  3. Extra time off (with pay) for traveling and house hunting in the new location.
  4. Moving expenses, including packing and insurance.
  5. Travel expenses (lodging, meals, gas, etc.) while traveling to the new location.
  6. Assistance in the sale of your old home:
  7. Assistance in the purchase of a new home:
  8. A salary level commensurate with any increase in cost of living between the new location and your old location.
You will want to minimize the tax impact of any benefits you receive. For information on the tax ramifications of your relocation expenses and any reimbursements by your employer, see the IRS Publication 521, Moving Expenses. Browse on-line or download this publication from the IRS at www.irs.gov/

How hard should you push for relocation expenses? Try to analyze your bargaining position relative to the prospective employer. Does the employer have many options? Are there many qualified local applicants for the same job? Or do you have unique skills unavailable in the local market? Ask yourself, "If I owned the company, would I be willing to pay for my relocation?"

As a final check-list before accepting a new job in a new community, consider the effects on your over-all career goals:

  1. Does the move represent a true promotion, or a desirable change in direction, or is it only a lateral move?
  2. Is the new location in the "mainstream" of your industry, or are you moving to a "backwater"?
  3. Would you prefer to live in the new location for personal, life-style reasons?
  4. Considering the changes in salary and costs of living, is the move a financial advantage or disadvantage?

Read more: Negotiating A Relocation Package

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