What Salary Should I Ask For?

What is a fair salary to ask for? This is a question that many job seekers face when job searching.  As career author, Alison Green, puts it in her article How to Determine What Salary to Ask For “At some point in your job search, you’re going to be asked what salary range you’re looking for. You’ve probably read that you should try to avoid naming a number first, but the reality is that employers are going to ask you and you’ll usually have to answer. In fact, many online applications these days won’t even let you apply without naming your salary expectations.”

There is no way around this question, and only one way to prepare for it – Research!  By efficiently preparing for the salary question ahead of time, you can accurately evaluate your market value and provide a confident response. 

We often work with clients who are fearful of two different situations regarding salary in the job search. On one extreme, clients do not want to low-ball themselves. On the other hand, they do not want to price themselves out of the employer’s range. As Goldilocks would say, you want to find a salary range that is “just right” for the target position and company. 

Three strategies to ramp up your salary research:

1.) Salary websites. Research your target position on websites that provide salary information. (NACE Salary Calculator, Salary.com, Glassdoor.com, Payscale.com, CNN’s Cost of Living Calculator.) This can be a good place to start your research, but don’t strictly depend on this strategy. Job titles commonly represent widely different latitudes of responsibility, and salary websites don't always reflect this.

2.) Ask professionals in your target industry. I am not suggesting that you ask others what they make. That can be awkward for both parties involved. Rather, you could say something like this “Based on my research, I have found $ - $ to be a fair range for this position. Given my experience and level of education, would you agree?” Are you about right, too high, too low?

3.) Check out similar positions on online job boards. Some companies will list a salary range with the position. Target similarly sized companies in your desired geographic region to gather additional data.

Do as much research as possible. This will allow you to identify consistent salary patterns in your industry to generate a fair salary range. After you have explored all three forms of salary research, you can provide an informed response based on facts. What strategies would you add?

Keep in mind, salary is just one piece of the compensation package. Though some companies have set ranges that allow little wiggle room, don’t let this discourage you. You’ve still got benefits, bonuses, vacation days, etc. to negotiate! Click here to hear what Dr. Joe Labianca, UK Professor of Economics, has to say about salary negotiation. 

Posted by Kelly Allgeier

HR and Recruiter 2012 Social Recruiting Survey Results

Sometimes clients just need some data or statistics to further convince them of the merits of using social media for their job search. The recent Jobvite's Social Recruiting Survey for 2012, shared some fabulous statistics. They polled more than 800 human resource and recruitment professionals regarding their social recruitment activities. Here are some highlights.

- 92% of U.S. companies are using social networks and media to recruit talent (up from 78% five years ago)
- LinkedIn is still the most popular recruiting network and is used by 93% of the respondents
- Facebook and Twitter have seen significant growth in the past year
- 2/3 of polled companies now use Facebook to recruit
- More than half of polled companies use Twitter to find new talent

As for what employers like to see (or not see).

- Over 75% positively reacted to candidates listing professional organizations and volunteer work
- As could be expected, candidates using profanity in posts and tweets, making reference to drinking and illegal drugs or using poor grammar or misspellings all received negative responses from employers

Recruiters and HR professionals say they like social recruiting because it is inexpensive, they receive a better pool of candidates and it takes less time to hire. Interestly, the survey also found that 2/3 of surveyed companies offer referral bonuses to current employees who make a  successful referral. In summary,all professionals need to actively use social media tools in their career development and job search activities.

You’re Doing What With Your Major?

 

Spotlight on UK Alumnus John Henry

Major: Art

Current Career: Sculptor

Please provide a short summary of your career path from college to present.

Went to University of Kentucky 1961-62, transferred to School of the Art Institute of Chicago graduated in 1969 with honors. 

Professor of Sculpture at University of Iowa, University of Wisconsin and University of Chicago. 

Became an International Artist by 1990 exhibiting and in collections worldwide.

Did you have a mentor? If yes, how was this helpful for you?

Several mentors – Kenneth Campbell famous stone carver, showed me how to work.  Richard Hunt taught me the professional artist regimen.  Steve Urry gave me the principles of freedom to go beyond the boundaries. 

Describe your best boss/supervisor.

My father when I worked for him as a teenager.

What do you do for networking and professional development?

Stay in touch with colleagues and clients who have become friends and supporters.  Networking is probably the most important activity which supports the career day by day.

How would you describe a successful job search strategy?

Have never looked for a job but have hired many.  Go first for a job that you know you can do successfully and then stretch out and work toward things that challenge your abilities. 

When going through the hiring process, what do you look for in a job candidate?

Straight forwardness and honesty, and of course, ability.

What career advice would you give to students and alumni?

There is no substitute for hard work and knowing everything possible about the career you intend to pursue.  Learn the language, the history, the players and the nuances of the matrix of the profession.  No matter how talented you might be don’t try to be a professional artist without having a strong foundation in art history and how the art world functions. 

Career Killers to Avoid

Career Killers to Avoid

According to a survey of top executives and hiring officials conducted by career counselor Robin Ryan and author of What To Do With The Rest Of Your Life, there are some common ways that people tend to sabotage their own careers. Ms. Ryan identified several traits, standards and characteristics that successful leaders seek in developing their workforce. Take the time this year to look closer and focus on goal setting in these strategic areas.

Not producing results or solving company problems. According to top executives, you must not only be good at what you do, but you have to be able to proactively solve company problems, get things done, and produce. When it comes to promotions or avoiding a layoff, these are critical factors. In essence, does your resume contain quantifiable statistics (i.e. #, $, %)?

Not working at a job you’re passionate about. By discovering your passion and then finding a way to work in that area, you will be not only healthier and happier, but much more successful. Life is too short to waste it on an unfulfilling job

Seeking job security. In today’s world of work, there is no such thing as job security! Each of us must not only constantly build and nurture our network, but we must also consciously develop a portfolio of marketable skills that we take from job to job. The Bureau of Labor Statistics estimates that Americans will make a job change (by choice or not) about every 3.5 years. This equates to twelve or more job or career changes during your working lifetime. What skill or talent do you possess that employers desire?

Thinking that money is everything. Through working with hundreds of career clients, it doesn’t take long to see that money does not buy happiness. Most people are willing to take a salary cut in order to obtain more job satisfaction or a better quality of life. Be cautious of chasing money only.

Waiting for employers to notice you. Too many clients timidly wait for a raise or promotion, and then are disappointed when they are overlooked. Often it takes being much more proactive. Have direct conversations with your supervisor or mentor about your career path and clearly articulate your desire for advancement or other opportunities. This may result in rewriting your job description, taking on additional responsibilities, updating your resume, and testing the job market. 

More Job Search Advice from Fellow Alums

Another alum recently landed a new position and passed along the following advice.

1) "Always be conscious of building and nurturing your network. If I had done this years ago, I would have been in a much better place."

2) "Take time to think about the job and ask if this job will provide career satisfaction."

3) "Join Toastmasters. Even for a small amount of time this can really help you think on your feet and answer interview questions better."

What job searching or career advice would you add or share with fellow alums?

Alumni to Alumni Job Search Advice

From an alumnus who made a major career change

Fail. Fail often, fail fast. Try again.

For all my deep introspection, curiosity, critical thinking, and mindfulness, I find that fear tends to have the upper hand. Not letting fear win takes a lot of hard, difficult work. Cliché as it sounds; it’s going to take time to make a transition. For me, I took the slow road, 5-6 years.  During the last year, however, things did move really quickly. Several years ago, I was lucky to find a friendly, supportive group of people (mostly paid professionals) in my targeted field who had a similar interest in a particular programming language. They’ve encouraged and taught me valuable lessons. I was able to attend regional and national conferences related to this field (on my own time and out of my own pocket).  During this time, I acquired understanding and skills in a field that I had not truly considered to be a viable career option because I thought that I didn’t have the right stuff (limited paid experience, wrong education, confidence). I continued to keep my day job, while I worked on side projects on nights and weekends.  I read books, blogs, biographies, documentaries and listened to podcasts – looking for information and inspiration. The confidence of my business partner saying “it’s time to stay or go, choose, but choose soon” and the death of Steve Jobs both were great inspiration/motivation to make a move. Finding confidence and courage can be really difficult.  I should have tattooed this somewhere – “Decide what to be and go be it” (The Avett Brothers).

From an alumna who recently changed employers
I had a pretty typical interview.  I was asked some standard interview questions, as well as several behavioral questions that were to be answered using the STAR method, which I anticipated, but never seem to be totally prepared for.  I had familiarized myself with many questions before I went.  Of course the behavioral questions weren't exactly what I practiced being that they were more specific for my title and job description.  One of the biggest surprises occurred during the screening call.  I wasn't prepared to answer what I expected (or needed) my salary to be...it just caught me off guard. 

I would tell other alumni to really prepare for an interview.  This includes taking the time to create a good resume.  I didn't realize how outdated my resume (and format) was since the first time I made one.  I think it's very important to be familiar with the company and understand the position you're applying for.  Sometimes the job listings aren't very specific so I felt like it was necessary to reach out to a contact for more information.  Don't be afraid to use them, you want to be as prepared as possible.  Plus it's easier to ask questions when you know more about what you'll be doing.  I think it's important to review sample interview questions.  At least have some scenarios in mind that you can use when they ask those behavioral questions.  Also make sure you can answer them fully using the STAR method.

I know it's hard to move out of your comfort zone and apply for jobs, it took me a very long time. It pays to really take time to work on your resume, brush up on interview skills and make an appointment with your alumni career counselors! 

Resume Renovation

Is it time to give your resume a face lift? Whether your actively job searching or not, it’s always a good idea to have an up-to-date resume. The resume that served as your golden ticket to your last position may not cut it in today’s job market. On average, employers devote less than 30 seconds to peruse a resume. They are scanning opposed to reading. Today’s resumes should be clear, concise, and keyword rich.

At a glance, what is the employer going to learn about you? Are your relevant experience, skills, and accomplishments easy to identify?

Your resume has two main goals:

1.) Make it through the company’s Applicant Tracking System (ATS)

2.) Hook the reader’s attention

§         Organize your contact information in a concise manner. Include one email address, one phone number (even if you have more than one!), and your LinkedIn URL.  Hyperlink your email and LI URL to make it easy for the employer to reach and research you. Your physical address is optional, but recommended when applying for local positions.

§        Replace the outdated “Objective” with a Headline and Professional Profile. Use a Headline for immediate impact, giving the reader a good understanding of your industry/goal (i.e., Nonprofit Marketing Executive). Incorporate short branding statements in place of paragraphs. Focus on two to three things you want the reader to know about you. Keep the content on-brand with the position you are seeking.

§        Maximize the space in your Experience section. Concisely illustrate skills, action, and results. Omit full sentence paragraphs (they will be overlooked) and day-to-day tasks. Don’t reiterate your job description. Rather, emphasize your individual contributions and successes. Help the employer see what makes you good at what you do. Polish bullet point statements to highlight results.

§        Bring your format into the 21st Century. Avoid “old-fashioned” fonts (i.e., Bookman, Times New Roman).  For alternative fonts, view this List of Fonts Common to Windows and Mac Systems. Limit bullet points to three to five in a row (long lists of bullet points tend to look like paragraphs and get skipped). To keep your resume to 2 pages, minimize page margins and make blank lines a smaller font size.

In today’s job market, your resume is just one piece of the job search puzzle. It is a critical tool, and in combination with strategic networking, can help you stand out from the crowd!

Posted by Kelly Allgeier