Negotiating salary from the employers point of view

Negotiating salary from the employers point of viewNegotiating salary from the employers point of viewAfter recruiting all levels of job landseekers for the past decade, Ive come to understand that many people lack a true understanding of how to negotiate salary.The fruchtwein common mistake we have seen is that interviewees do not know how to accurately gauge if a company is likely to be amenable to accepting a counter offer.Prior to asking for more money, its important to see the hiring process from the point of view of the employer. The first step in that process is to define what situations will make a hiring company more or less likely to negotiate your salary.For that reason, our executive sales recruiters have mapped out a few variables that will determine if you can successfully ask for higher pay and, if so how much can you realistically ask for.Sense of urgencyThe more a company needs to fill a position, the more agreeable they will be to your request for a higher salary.Th ough, it can be difficult to gauge whether the position you are applying for is of high, low or medium priority to the organization.Simply because a company says a job is of high importance to them, does not necessarily mean they are in a rush to hire. Actions speak louder than words.For example, if an interviewing process is being moved forward very slowly, regardless of what that hiring manager may tell you, the job may not be of crucial importance for them to fill.On the flip side, if the hiring process is being moved along rapidly, when you obtain the offer from your potential employer, you could probably negotiate a bit more on your compensation package.Current industry hiring trendsIf an organization perceives others in their space to be looking for new recruits, almost instantaneously they become motivated to send out offers to their most promising interviewees.For any competitive company, the thought of losing a prospective hire to competing firm within the same vertical is disturbing. People always want what they cant have.Interestingly enough, our recruiters have found that industries tend to hire in cycles. Moreover, they tend to be aware of what others are doing.Prior to negotiating salary, it is encouraged that you visit the career pages of similar companies to gauge whether this may be the case.Skill-set supply and demandBefore deciding whether to negotiate an offer and, if so by how much, take an unbiased, realistic measurement ofQuantity of expert candidates available to that employer. If a hiring manager alludes to the fact that they are interviewing dozens of fitting candidates, they tend to yield more power than the job seeker.Replacement complexity. If the employer decided not to negotiate your salary, that employer would risk you not taking the job. If that were to happen, how labor-intensive would it be for the hiring company to have to do the search over again?Typically, the longer it would take for the hiring firm to do recruitment proc ess over again, the more amenable they are to higher salary requests.Current salary packageYour current salary package is inevitably going to factor into how much an organization is willing to pay you. However, if your historical earnings are less than you believe they should be, use another metric.For instance, if you are making $50,000 right now, companies are less likely to offer you anything more than $65,000. Though, if you inform the hiring company that you are being offered other positions in the $70,000 range, they are more apt to bump you up to that range.Past employment stabilityCompanies that possess intelligent HR protocol are much more apt to pay more for an employee whom they perceive will be with the company long-term, rather than someone with a history of job hopping.If you plan on negotiating your salary, it would be recommended that you inform the organization that you intend to remain at the firm for a lengthy period of time and grow both professionally and person ally with them.Additional salary negotiating factors In addition to the above salary negotiation factors, variables such as your hiring companys financial health, their benefits package and how much you impressed the hiring manager will determine whether you can successfully ask for higher pay.In the end, greedy job seekers never win. When you negotiate your compensation package, make sure you provide logical evidence as to why you are requesting the amount you are. Be polite yet firm and never allow your personal emotions to get in the way.

Customize this Outstanding Plant Hr Manager Resume Sample

Customize this Outstanding Plant Hr Manager Resume SampleCustomize this Outstanding Plant Hr Manager Resume SampleCreate Resume Sara Lowe100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryVastly talented Plant HR Manager with extensive experience overseeing employee services primarily in manufacturing plants. Highly capable of applying excellent communication skills to inform employees of benefits, process applications and ensure that employees receive credit for requested PTO or sick leave. Dedicated to applying dynamic leadership abilities to foster a productive relationship between plant staff and management.Core QualificationsHR policies and proceduresHRMS and PeopleSoftDisciplinary proceduresPayroll processingBudget planning and forecastingDispute resolutionTime managementExperiencePlant HR Manager, November 2011 PresentGolden Hills Processing Plant New Cityland, CASupport both salaried and union plant employees.Coordinate h iring of seasonal staff during busy periods.Manage plant layoffs, recalls and terminations.Work to resolve employee grievances in a timely manner.Plant HR Manager, February 2005 September 2011Amherst Manufacturing New Cityland, CACoordinated plant-wide disbursement of benefit information.Processed requests for PTO and sick leave.Ensured plant compliance with OSHA regulations.Recruited, hired and trained plant personnel.Maintained records of employee promotions and disciplinary actions.Prepared and distributed work satisfaction surveys to plant employees and summarized results for management.Education2008 Master of Science, Human Resource ManagementUniversity of California New Cityland, CA2004 Bachelor of Science, Human Resource ManagementWayside Community College New Cityland, CACustomize Resume

Engineering for Kids Makes a Difference

Engineering for Kids Makes a Difference Engineering for Kids Makes a Difference Engineering for Kids Makes a DifferenceDori Roberts had been teaching engineering in high school for eleven years when she started an after-school club for kids interested in engineering competitions. The students that attended were thrilled with the program, with the chance to build their own technology. Word soon began to spread that the club was serious fun. It was fantastic because I had kids that would find out about the club though friends. I would get kids who otherbeiwise had no idea what engineering was, says Roberts. It was a great opportunity for me to reach kids in my high school that would otherwise not have taken my classes. Thats how Roberts began her mission of bringing engineering to kids of all kinds. The responses from students and parents were so enthusiastic that Roberts began to teach after-school engineering curses, and, in 2009, a summer camp as well. Spots were filled quickly, in sharp contrast to the basketball and soccer camps that were sharing the parks and recreation space she had rented for the camp. At the time there was nothing else out there for kids thrilled with a passion for engineering. And with the slew of e-mails coming in from interested parents across the country, Roberts realized there was a business opportunityand necessityin producing engineering for kids programs. The projects include classic hands-on engineering learning. Image Engineering For Kids She quit the teaching job and threw herself into marketing, business, and franchise courses. Two years later she sold her first franchise, and Engineering for Kids was born. The camp and after-school program has now expanded to 137 locations and 18 countries. The Engineering for Kids programs are designed for kids between the ages of four and fourteen. But the approach is the same for all ages. We take them through the engineering design process, says Roberts. We do this with both our four-yea r-olds and our 14-year-olds, just at a different difficulty level. That means that both toddlers and teens are problem solving, designing, testing, failing, redesigning, re-testing, and, sometimes, failing again. We tell them thats what engineers do, says Roberts. The projects include classic hands-on engineering learning, including bubbles science, balloon vehicles, and the egg drop test as well as more advanced subjects such as programming, video game design, and robotics. Designing roller coasters and drag racers are two of the most popular projects. Thats a lot of fun, that gets kids jumping up and down and screaming, says Roberts. The people who buy an Engineering for Kids franchise tend to be parents and teachers who Come to us with a similar passion. They are seeing it as something they need in their communities, she says. Franchises neednt open as brick and mortar centers. They can take place in schools or other community centers. Roberts tries to continually add new element s to the franchise to keep things up date. At the same time, There are a lot of things we want to do but cant because it would cost the students too much. Roberts doesnt want money to get in the way of any potential students exploration of engineering. To that end shes started the Engineering for Kids Foundation so that funding will never be a barrier to signing up for an Engineering for Kids program. Similarly, there is no entry test to sign up, so interested kids truly have nothing standing in the way of exploring engineering. Growth and income arent the only measures of the franchises success, of course. I have had parents contact me and say, Hey, my kid was in a program a few years ago and has now decided to go into engineering as a career, she says. What could be more rewarding for an engineering educator? Michael Abrams is an independent writer. For Further DiscussionIt was fantastic because I had kids that would find out about the club though friends. I would get kids who ot herwise had no idea what engineering was.Dori Roberts, Engineering for Kids

Should you take Fridays off Pros and cons of summer hours

Should you take Fridays off Pros and cons of summer hoursShould you take Fridays off Pros and cons of summer hoursA couple of years back I made a major professional decision to stop working on Fridays. It followed a lot of soul-searching and some extremely tough years during which Id worked so much I missed some important moments. Actually, at that point, I was working so many hours each day that I missed on pretty much anything that wasnt work-related. I was incredibly successful but also completely drained and emotionally depleted.Over the years my dedication to freeing my Fridays has ebbed and flowed. Depending on client work and personal issues, my Fridays might include a few hours of professional catch up - or none at all. I no longer work full Fridays, and for me at least thats a start to reclaiming my work-life balance and the slightest bit of my sanity. Its also inspired some close friends and colleagues to follow my lead.An industry thing? Some industries have an unofficia l summer Friday policy in which they just arent around at all on Fridays from Memorial Day through Labor Day. I remember being surprised when I first started noticing that many of my colleagues in the publishing industry stopped answering emails on Friday then I adapted.Before you start your own personal Friday-free policy, consider this firstDo you keep regular hours the rest of the time?How flexible is your job to begin with? If youre known as the person who always opens and closes the proverbial shop, you might not want to shake things up. For some people, its the complete opposite - their hours are so flexible or unusual, to begin with, that adding a day off makes sense.As a crisis communications manager and media trainer for executives, I always have to be on and ready for anything, said Crisis Manager Renu Bakshi. Because I dont keep bankers hours working early, late and weekends if required I generally take Fridays off, she continued. Since Bakshi is already working extra hours, none of her clients will think shes slacking off if shes not around on some Fridays.Can it wait until Monday?When strict deadlines are involved, it can be tough to pick up momentum from the previous Thursday. We live in a lightning-fast news cycle and with many industries that can take a major hit from a thoughtless tweet. Before disappearing for an extended weekend consider the pros and cons of leaving things up in the air for an extra day while your detractors or competitors might be working overtime.Can you handle the stress?If you plan on taking Fridays off, you should realize that youll have an extra load to finish up on Thursday evening and some heavy lifting on Monday morning. For some people, the pleasure of a shorter week makes up for it, but others cant handle the stress.We used to offer Summer Fridays but stopped offering them for psychological reasons, said Elizabeth Edwards, Founder President of Volume PR. They stopped though since the extra day seemed to stre ss people out and on some level, led to burnout. Edwards explained that needing to work longer hours other days was cutting down the room for brain breaks and therefore increasing overall/net stress.How reliable are you to begin with?If youre already reliable and always there when needed, taking a day for yourself wont add stress to your clients workflow. Bakshi said, I respond to my clients quickly on a regular basis, so a slower response on Fridays doesnt bother them.Tell them about it or notOnly you can know if you want your co-workers, team members or clients to know about your new policy. If everything is running smoothly and well organized, you might be able to take Fridays off without anyone even noticing. Bakshi has an autoresponder set up that tells clients I will be slow to respond if it isnt a crisis. I dont blatantly state that I am taking the day off because, in my business, theres no such thing.Decide what to do with your FridaysSome people use their bonus day for pas sion projects. Others take care of personal maintenance or even doctors appointments. Bakshi said, I have found taking Fridays off helps me get ahead for the following week, be it running errands or buying groceries ahead of the weekend rush.

SAP Promises Employees Become Everything You Want Heres How They Deliver

SAP Promises Employees Become Everything You Want Heres How They DeliverSAP Promises Employees Become Everything You Want - Heres How They Deliver 8 Characteristics Great Managers Look for in College Grads Candidates and employees can afford to be choosier than in the past, says Stefan Ries, Chief Human Resurces Officer of SAP . This means employers must learn how to market their open positions in ways that resonate with what todays jobseekers are looking for.In other words, candidates and employees are in the drivers seat. With the job market favoring job seekers, companies are doubling down on company culture and employee engagement to attract and retain top talent. However, SAP is in a class of its own. The enterprise application software company has set a mission of helping companies of all sizes and industries run better, and for its employees, SAP is laser-focused on supporting, challenging and inspiring every day. Its no wonder SAP was named a Best Place to Work by Glassdoor in 2018 .With a 4.4 company rating, SAP has an enviable company culture that 92% of employees would recommend to a friend. CEO Bill McDermott has a 97% approval rating on Glassdoor, and reading reviews of the company is an exercise in professional FOMO for those of us who dont work for the German-based company.The company has also invested in continuous learning, mentoring, development opportunities and flexible working hurs, says Ries, revealing a bit of SAPs secret sauce. By listening and keeping a close eye on ur culture, career opportunities, management, and compensation & benefits, we can give back to employees to ensure they are in a healthy environment with inspirational leaders, room for growth, and reward them appropriately. Glassdoor is a critical tool to help us do that.On the heels of SAPs Best Places to Work win , we caught up with SAP to dig into what makes their company tick an d why it could be the home of your dream job.Glassdoor Congratulations on winning the Best Places to Work award this year How does it feel for you to know that your employees love working for SAP? Stefan Ries Thank you, it feels great. Its an incredible achievement that SAP is one of only two employers to receive all five Glassdoor Best Places to Work awards. This award is a strong endorsement of our efforts to provide a consistent and meaningful employee experience across the globe. Seeing this kind of a result is a powerful statement and affirmation that our employees love working at SAP. Glassdoor What do you do to foster employee trust and engagement for a global company with employees spanning many countries and cities? Stefan Ries At SAP, we understand how important it is to let employees voice their opinions and feedback. Transparency and trust are deeply anchored in our company culture. We strive to ensure that our employees are aware of the many open communication channel s including through Glassdoor & our Life at SAP social media channels, all-hands meetings, annual People Surveys, coffee corner sessions with senior leadership, virtual collaboration & discussion spaces, and mora. These channels and tools are available to ensure we foster dialogue among and beyond individual teams, leaders as well as to ensure we give our people platforms to express their concerns, share their ideas and discuss their questions with leaders.We also have internal departments focused specifically on helping our employees and leaders succeed in their roles and build their careers particularly Mentoring Programs, Learning & Career Development programs, Business Network Groups, Success Counseling Centers at our offices, and more. Glassdoor Is there one stand-out thing you and your team did in 2017 to help build a great company culture? Stefan Ries Its hard to break it down to one single aspect. Employee trust and engagement do not come overnight. This is the result of many efforts over years and the journey continues each new day. We cant take trust for granted. And it must come from both sides the top leaders and our employees. If I have to narrow it down to one thing that we have developed over the past years, I would say its that SAP runs with purpose. At SAP, we have a vision we are committed to helping every customer become a best-run business. Now more than ever, being the best means making a difference. It means connecting people and information to address the worlds biggest challenges. This is what we do. Thats why we engineer solutions to fuel innovation, foster equality, and spread opportunity across borders and cultures. Every time our customers turn their ideas into action, we help improve peoples lives. Together, we can transform industries, grow economies, lift up societies and sustain our environment. Glassdoor Your employees love working here as we see the strong rating on Glassdoor. How do you make this a great place to work day in and day out? Stefan Ries Candidates and employees can afford to be choosier than in the past, which means employers must learn how to market their open positions in ways that resonate with what todays jobseekers are looking for. Our employee value proposition (EVP) Bring Everything You Are, Become Everything You Want, is designed specifically to appeal to the desire among todays candidates to get a genuine sense of what its like to work at a company. The campaign includes video testimonials from a diverse group of SAP employees explaining what drew them to the company and what keeps them here. The best way to communicate our EVP is to have employees speak on our behalf in their authentic voice. As such, our employees provide tangible examples of how SAP fosters a culture of openness, encouragement, and innovation, and how we challenge and inspire each other. The company has also invested in continuous learning, mentoring, development opportunities and flexible working hours. By listening and keeping a close eye on our culture, career opportunities, management, and compensation & benefits, we can give back to employees to ensure they are in a healthy environment with inspirational leaders, room for growth, and reward them appropriately. Glassdoor is a critical tool to help us do that. Glassdoor Good leadership is not just one person. How do you work w/ your management teams to make sure employees have great leadership here? Stefan Ries Leadership performance and development are important topics for us at SAP. We look for leaders who embody the SAP leadership principles drive simplicity, ensure customer success and develop amazing talent. Throughout the year, we encourage our leaders to engage in their personal development plans. To help our leaders execute successfully in their roles, we invest a lot in learning. Some years ago we have built leadership training curricula for each level that are mandatory for all managers. Ultimately, at SAP, we have a culture that embodies transparency and open dialogue between colleagues of all professional levels to build a firm environment of mutual trust and respect. Additionally, we have many unique programs to foster our employees development, such as the Women Leadership Excellence Acceleration Program (LEAP) , which is designed to maximize the unique value women bring to the workplace. LEAP addresses the specific leadership development needs of females and equips participants with the right skills, knowledge and leadership behaviors. Thanks to programs we have like LEAP, we have a stronger pipeline of leaders that are more prepared to take on business challenges and be role models to up and coming leaders.Glassdoor What is the best part about working here? Stefan Ries The people. Its not clich. I truly believe SAPs people are a diverse group who bring their own experiences and ideas to the table. They create this exciting work environment and together they can succeed in anything. We a re innovators and we strive to help the work run better and improve peoples lives. Glassdoor What do you look for in informed candidates? Stefan Ries Since our people are our greatest assets and the source of SAPs innovation and continued success we choose them carefully and hope to attract the right ones. We are always on the lookout for people with diverse personal and professional backgrounds who are true team players and think outside-of-the-box. We look for passionate, authentic and genuine individuals who are in turn looking for a place they can come to help make an impact.See our latest campaign Bring Everything You Are. Become Everything You Want or Business Beyond Bias. These campaigns features SAP employees who have achieved great things in their personal and professional lives and who have special pride in SAP. Reading these colleagues stories is something that personally motivates me. We hope that by featuring our own employees and their stories, we can inspire others to join our SAP family as well.Glassdoor How do you recruit talent? What are some of your best practices? Stefan Ries We realized if we want to attract the right talent, we have to be pro-active and be where our talent is. We are very active on social media, partner with key universities, and local schools to build relationships and expand our networks. This includes programs such as the University Alliances or our SAP Student Entrepreneurship Program . We have also developed unique applications like our virtual Get Home game and Perfect Match Facebook app , which help us identify potential fits at SAP. These provide instant personality profiles and match roles for the candidates. We also provide an immediate, 3-page feedback report for candidates, which go to the hiring manager with suggested interview questions and training plans for new hires so everyone is fully prepared and knowledgeable of what to expect. Moreover, we have developed a Recruiter Playbook for those HR team s that are hiring. This is our how to guide to recruitment at SAP. The playbook includes data points, facts, and figures but also includes personal stories and insights into our history, culture, strategy, and getting to know what it is like to work here. This ensures our recruiters are one of the first-line ambassadors to the company and ready to answer any company questions the candidates may have.Finally, our candidates can check out our award-winning careers website, browsing through the many content areas to make sure SAP is the right fit. The candidate can also very quickly join our Talent Community, even before starting any sort of interview process, ensuring they get the information they need via regular updates straight from the source. Once a candidate lands an interview, we provide them with our unique Brand Insights digital flipbook. This document helps outline SAPs culture, history, purpose but even more importantly highlights the employee and customer stories that have had a huge impact. Glassdoor How do you keep top talent at SAP? Stefan Ries It is a priority for us at SAP to foster a work culture that makes everyone feel valued, empowered, and trusted. By focusing on these criteria, coupled with our How We Run behaviors, we aim to maintain a work environment that is comfortable for everyone. How We Run was developed from employees for employees and these behaviors are the basis for how we operate and work with each other and our customersIn addition, our formal onboarding processes assigns each new employee a buddy to assist with the transitions for new hires. And we continuously invest into learning. In 2017, the learning budget was 185 Mio. Euros (2016 140 Mio. Euros). Glassdoor For many job seekers, their decision on where to work comes down to the benefits. What are some of the coolest or fruchtwein unique perks and benefits you offer? Stefan Ries One of the coolest and most unique benefits SAP offers to its employees is the award-win ning Own SAP equity plan. Own SAP enables employees to purchase company shares with a generous employer contribution and low investment risk. On top of their own investment, participants benefit from a 40% matching contribution and an additional 20 per month (for non-executives). So far, more than 70% of SAP employees worldwide are participating in Own SAP, showing that its employees believe in SAP and want to become shareholders.

Life, Death and Resume Maker Proffesional

Life, Death and Resume Maker Proffesional Life, Death, and Resume Maker Proffesional That means it has to be perfect. The website also hosts a network for employers searching for new talent. Ultimately the decision is yours. In order to acquire your fantasy job, you want to get an impressive resume which may bedrngnis guarantee you a job but still can have an enduring influence on the employer. You may also execute an internet job search or earn a price of living comparison through its online offerings. Get the exklusivmeldung on Resume Maker Proffesional Before Youre Too Late A resume isnt merely a must-have paper. Its possible to be confident you will secure an adequately organized and well-researched paper written in the best scholastic criteria. Possessing a thriving paper is different procedure for each of us. Now that weve got gotten all the tiny nitty-gritty details from the fashion, its time to place pen to paper. 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Key Things to Remember While Hiring Online - Spark Hire

Key Things to Remember While Hiring Online - Spark HireWith the economy bouncing back more slowly than wed like, and tzu siche being, in many cases, hundreds of applicants for every job opening, employers are truly enjoying a buyers market. Qualified and highly-motivated employees are eager to fill any position available. But employers would be wise not to put too much stock in how favorable the available labor pool is to them right now, and need to stay just as smart as they have been when the prospective employees were in the catbird seat.Despite ansprechbar employment websites having been around for awhile, the erreichbar job search universe has expanded and changed dramatically, even in the last few years. New tools are available for both employers and job seekers which, if used correctly, can make the matchup process easier than its ever been. Like any tool, however, their improper use can make the process more difficult, and even result in not-so-minor disasters for both partie s. Here are a few things to consider when looking for new employees online.Pick the right online job listing resourceThere are online job listing sites to fit virtually any employers needs and budget. The biggest one is Monster, with employment listings and online resumes worldwide. It is an especially good resource for companies that are looking to fill positions in multiple locations, or have offices in many cities, and their database of potential applicants rsums is huge. The cost for listing your job runs anywhere from about $200 to about $400.If yours is a small local company especially if you have a tight budget you might find that Craigslist job postings are a better fit. By clicking through to your state and citys page, you will limit your candidate search to your own area, thereby weeding out potential applicants that arent in your immediate market. Especially for middle management, skilled and unskilled blue collar positions, Craigslist is often the first go-to for job s eekers. And the cost for employers is low from free to about $75, depending upon the individual market.Another good resource is Linkedin. This professional networking site has over 135 million members, and you can safely assume that millions of them are open to considering a job switch, even if they arent actively looking. One benefit is that the site offers you the ability to perform at least a cursory pre-screening of applicants by looking at their own Linkedin pages, their online rsums, and their participation in various Linkedin groups of which they are members. The cost for listing a job is reasonable, generally about $200 or less in a large market, somewhat lower in smaller markets, and slightly higher in the hottest job markets.There are lots of other job listing resources that you can discover with a quick search far more than will fit in a short article.Get to know an applicant a bit beforehandBackground checks have become the norm for companies applicant screening process . All too often, however, a hintergrund check offers an incomplete picture of the applicants character and personality. Another resource that many if not most employers are using is to check an applicants social network pages. Facebook and Twitter, for example, offer a less-sanitized overview of what an applicant is like when he or she doesnt think the boss is looking. Though asking the applicant for full access to their pages is controversial, browsing through their public postings is perfectly acceptable.In addition to their social networking pages, a preview of an applicants professional networking page can be helpful, as well. While individuals tend to be more reserved in their LinkedIn postings, for example, employers can compare the applicants resume against their online professional information to see if there are any discrepancies, and observing their online affiliations and network associations can be quite revealing.Help applicants get to know your companyThe flip side of doing a bit of online detective work is to also provide potential applicants with a better picture of your company, what its like to work there, and what job opportunities are available. Hiring and training a good employee is expensive, but not nearly as expensive as hiring and training someone who just doesnt fit into your companys objectives and culture. It is, therefore, just as important to give prospective employees an accurate perspective on your company as it is for you to make an accurate assessment of them. Post job openings on your website that are reasonably detailed. Give an accurate description of your company, its mission, its management approach, and its culture. In short, give prospective applicants the information they need to determine whether you are as good a match for them as they are for your company.The online hiring process offers both employers and applicants more information that has ever been available previously. It can make a difficult task less challeng ing for everyone involved, so long as both parties are smart about their online activities, and up-front about their expectations and what they have to offer.About the AuthorDaphne Holmes is a writer forwww.ArrestRecords.com. You can reach her at daphneholmes9gmail.com.Image Jakub Jirsak/Bigstock.com