How to get a Higher Salary – Start High and Be Bold

There are a lot of tips out there on how to negotiate to get a higher salary however much of the information is inaccurate or don’t have any scientific research supporting it.

In this post psychological research will be introduced that reveals 10 strategies that will help you increase the amount on your payment check, earlier presented in a post from Psyblog.

So this is what you need to know to thicken your wallet:

Have open negotiations
Always be prepared to negotiate! A study (Gerhart & Rynes, 1991) found that the participants that were prepared to negotiate acquired a higher starting salary. Might be considered to be a given but far from all are prepared to negotiate their salary at an interview or their salary raise when employed.

You should say the number first
It’s mostly common for sites that have recommendations on how to negotiate your salary to say that the employer should give the first salary offer. The reason being avoiding cutting short. However research shows that it is better to set the anchor yourself when the negotiation is about salaries. The reason why is because the first number mentioned is important since it sets the anchor (reference) against all other numbers mentioned. Therefore if you were to allow the employers to say the first figure they will set it low and take control over the negotiation.

Start high
To continue with the subject anchor, when you mention a number make sure it’s a high one. The number should of course be high in regards to the industry and job you’re applying. This is supported by the findings of a study by Thorsteinson, 2011 where the final negotiated amount was higher when the anchor figure was set high.

Make a joke
Opening with a high salary request can be perceived in different ways. If perceived as negative, tension can arise. However you can diffuse the tension by making a joke. A high opening salary request framed with humor can influence the end result in your favor (Thorsteinson, 2011).

Compete
Research proposes that competition is a successful negotiation strategy (Marks & Harold, 2011). Negotiating your salary is a game and therefore you should be as competitive as you are when playing any other game.

Collaborate
However, you don’t have to compete all the time because collaboration can work. By finding out what the employers interests are you can have a collaborative negotiation. But…

Win win feels better, but nets less
Collaborating might make you feel better about the negotiation but it leaves you with substantially less money. According to Marks and Harold (2011) people with a win-lose approach felt worse but negotiated themselves a higher salary.

Avoid compromise and accommodation
The research presents to us that being reasonable and flexible leads to less money. If you compromise and accomodate you will get less money.

Forget gender stereotypes
The research shows that there is little difference between the way men and women negotiate their salaries. It is even so that women sometimes are more competitive than men in negotiations (Walters et al., 1998).

Be bold, Take a risk
Those who are risk avert (avoid taking risks) are worse negotiators. They are not as competitive and being competitive as we know lead to higher salary. Therefore you should embrace the risk and make sure to be competitive.

Believe that you’re worth it
It’s common to think that you’re not worth it but it is crucial to convince yourself that you are.

To ease the negotiation find out what other people are earning either in the industry and type of job your applying for or what other people with the same kind of job within the company are making. This will help you with determining the anchor. In Sweden you can check out Lönestatistik to compare salaries.

Make sure to have your arguments ready as to why you deserve the requested salary or the pay increase. Armed with that you can enter the negotiation with an anchor already in mind, charged with a joke to ease the tention and willing to take a risk to get more money.

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by elina on August 29, 2011 • Permalink

Posted in Uncategorized

Tagged Salary negotiation

Posted by elina on August 29, 2011

http://www.jobylon.se/blog/how-to-get-a-higher-salary-start-high-and-be-bold/

How job seekers search for jobs and get them

According to Kelly Global Workforce Index: The Evolving Workforce one out of four job seekers look for jobs using social networking sites. The index also shows that 26% of job seekers secured their latest job through online job boards. Why not combine both?

The Index shows that the most dominant source for securing a job is through online job boards. Roughly one quarter of the respondents secured their latest job through a job board. Generation Y (age 18-29) use online job boards to a greater extent than Generation X (age 30-47) and the Baby Boomers (age 48-65), 31% compared to 24% and 19%. To see what other means where used to secure a job see graph below.

The respondents where also asked if they search for jobs on social networking sites and the result shows that a total of 24% search for jobs on social networking sites. There is no great distinction between the different generations. The highest use of social networks when searching for a job is in the EMEA, 25% (Europe, Middle-East, Africa) compared to 22 % in the APAC (Asia, Pacific) and 23% in the Americas (North and South America).

The Index shows that a total of 33% use Facebook when searching for jobs on social networks (Generation Y, 40%, Generation X, 20% and Baby Boomers, 22%). LinkedIn is used by 32% (Generation Y, 23%, Generation X, 36% and Baby Boomers, 39%). The graph below shows the most popular social networking sites for job seekers, all generations.

When asked if they feel that it is essential to be active on social media in order to advance in your career 34 % of Generation Y answered yes, 26% of Generation X answered yes and 20% of the Baby Boomers answered yes.

The data shows that social media/networks are changing the way we search for jobs and choose to advance in our careers. The emerging of social media and the online job boards take a great part in the job seeking process. It is clear that Generation Y is a generation comfortable with the online world and use online job boards and social networks to a great extent when searching for and excelling in their careers.

Jobylon has all the job ads from over 1,000 companies and has integrated the job seeking process with social networks. You can login through Facebook and/or LinkedIn and in less than a minute searching for jobs is integrated with your social networks and you can easily see where everyone in your networks works and you can use that to know more about the company and get a referral from your friend.

Share your thoughts!

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by elina on August 5, 2011 • Permalink

Posted in Social network

Tagged job search, online job boards, Social network

Posted by elina on August 5, 2011

http://www.jobylon.se/blog/how-job-seekers-search-for-jobs-and-get-them/

Visumé: Both for the employer and the employee

Technology today allows us to do so much more than what was possible only a few years ago. Technology changes the way we are applying for jobs. Moving away from the written word to the recorded. Visumé is the term for a video recorded CV and is becoming more common when applying for a job. In the U.S. and in the UK visumés are quite common however in Scandinavia using visumés isn’t ordinary, yet. In 2010 a company in Sweden, Kooperation utan gränser, announced an almost voluntary job in Africa and the way to apply; record and publish a visumé om youtube.com. They received 123 visumés and you can find them here.

With the use of visumés the person behind the paper-CV comes forth and personal attributes are considered to a greater extent. You won’t necessarily be waved off just because you don’t fulfill the necessary qualifications that the company is seeking. On the other hand it raises the question of greater focus on fixation in appearance. The visumé however is not considered to be a substitute to the traditional paper resumé, it is sooner considered as a complement.

Visumés aren’t just for the job applicants, they are also used by companies. Companies use visumés to show potential employees how it is to work at their company. They enable a better understanding of how it is to work there. Smart Media has a company visumé at jobylon.se, check it out (it’s in swedish)!

What do you think about visumés? Could you consider applying for jobs using a visumé? Share your thoughts!

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by elina on July 27, 2011 • Permalink

Posted in CV, HR

Tagged job search, Resumé, Visumé

Posted by elina on July 27, 2011

http://www.jobylon.se/blog/resume-vs-visume/

Non verbal communication: the importance of posture and pitch

Verbal communication is interconnected with non verbal communication (NVC). So what you say is accompanied by non verbal elements such as tone of voice, facial expressions and gestures. NVC can emphasize or contradict your verbal communication. During an interview you should therefore prepare yourself so that what you say is emphasized and not contradicted by non verbal elements. At an interview consider backing up what you claim with how you behave. If you make a statement saying that you are the best candidate for the job, support that claim by having the same corresponding NVC.

To have the same corresponding NVC make sure to have eye contact with the recruiter, someone who looks you in the eye is generally seen as reliable and honest. Have an open posture and sit up straight but be comfortable, this will communicate that you are comfortable and confident in the situation and that you are open to other people. Have a steady pitch in your voice and speak in an average pace, not to slow and not to fast. Don’t rush because then you can come off as nervous or unprepared and don’t talk to slow because you do not want to perceived as boring. Show the recruiter that you are interested and that you are paying attention by using backchannel communication such as ”uh-huh” or ”um”.

NVC is often automatic however you if you reflect upon it you can control it to a certain extent. Try it and share your thoughts!

* NVC Source: Duck & McMahan (2009) The basics of communication: A relational perspective

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by elina on July 26, 2011 • Permalink

Posted in Job interviews

Tagged communication, job interview

Posted by elina on July 26, 2011

http://www.jobylon.se/blog/non-verbal-communication-the-importance-of-posture-and-pitch/

Money vs. Purpose: What motivates employees more?

What really motivates people? How can employers make their employees perform better? According to Dan Pink talking @ the RSA there are three factors which lead to better performance and personal satisfaction.

1) Autonomy

2) Mastery

3) Purpose

Curious to learn more? Watch this RSAnimate which illustrates what really motivates us, at work but also at home. Don’t forget to share your thoughts!

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by elina on July 25, 2011 • Permalink

Posted in HR

Tagged Motivation

Posted by elina on July 25, 2011

http://www.jobylon.se/blog/money-vs-purpose-what-motivates-employees-more/

How to get a new job? Use your network!

When looking for a new candidate recruiters often take great consideration to referrals. But how will you manage to be referred? It’s not easy to know where your entire network works, until now. Jobylon enables you to find out where your network works and it only takes a minute.

The first step is very easy and only takes a minute or so. When visiting jobylon.se you log in through your Facebook and/or LinkedIn account and then you are done. Know you can easily see where people in your network work.

You can then continue in a couple of different ways. Either you decide which companies you want to work at or you find a job that you are interested in. When you know what company you want to work at or job you want, you see if and who you know working there, and just like that you have your inside info about the company, contact at the company and potential referral.

At jobylon.se you’re able to pick the company and search for available jobs. You can search amongst 1,000 of different companies and you have all relevant information you need when searching of an employer. Jobylon has collected financial data, number of employees, news articles about the company, blog entires about the company and what’s being tweeted in real time.

You can also search amongst available jobs. Jobylon not only gathered information about the companies, we also collect all their available jobs and update them every day to ensure high quality job ads. Because Jobylon collects the jobs you find all available jobs and not only the ones that companies pay to post. So when you find a job you want you quickly see if and who you know working at that company.

By integrating social media in the job searching process you are one step ahead of getting the job you want. 1 out of 10 referrals leads to an employment compared to 1 out of 100 applicants (2011 Social Recruiting Survey).

So what are you waiting for? Go to jobylon.se and log in through your social networks and find your new exciting job!

No Comments

by elina on July 22, 2011 • Permalink

Posted in Social network

Tagged job search, Jobylon, Referrals, Social network

Posted by elina on July 22, 2011

http://www.jobylon.se/blog/how-to-get-a-new-job-use-your-network/

Is Google+ a better recruitment tool than Facebook?

Ever since the launch of Google+ there has been a lot of talk and buzz around it. Recently there has been discussions about the impact Google+ can have on recruitment. The feature of circles allows users to create networks separate from each other and the user can choose what information to share with the different circles. The circles can be created according to different genres so you can separate personal friends from co-workers. Therefore with Google+ you can share your weekend activities with your personal friends and your co-workers and boss won’t know a thing about it.

Justin Miller writes in “What Google+ Means for Recruting” that what this basically means for recruiters is that they now can target specific groups and broadcast jobs and news that are specific to that network. According to Miller, Google+ works like Twitter because you can choose to follow people but they are not obligated to following you. Miller argues that this is positive because then you don’t have to worry about spam because people choose to follow you.

Drew Koloski in his post “Why Google+ will be better for Sourcing & Recruiting than Facebook” compares Google+ to Facebook when it comes to recruiting. According to Jobvite’s 2011 Social Recruiting Survey there has been a 0 percent growth in recruiters using Facebook as a sourcing method. According to Koloski recruiting on Facebook is not easy. He argues that it’s difficult to find and reach out to candidates.

Given that Google+ reaches a 100 million user base Koloski believes it to be a better recruiting tool than Facebook. He bases this claim on three main reasons:

1. People are reluctant to friend their co-worker on Facebook – This is not a problem with Google+ because of circles

2. Facebook’s search is insufficient – Google’s search has top notch algorithms and the way you can move between people within circles is very easy.

3. Employment Data is better on Google+ – With Google+ you can list both current and previous employments, which is also searchable.

What do you think? Is Google+ going to surpass Facebook as a recruitment tool?

No Comments

by elina on July 20, 2011 • Permalink

Posted in Social recruitment

Tagged Facebook, Google+, Social Recruitment

Posted by elina on July 20, 2011

http://www.jobylon.se/blog/is-google-a-better-recruitment-tool-than-facebook/

Main challenge amongst HR Managers is finding competent personnel

HR Managers in Sweden believe in an increasing employment, according to a measurement made by IC-potentials. The difficulty ahead is finding new competent personnel. Annika Ahnlund at hrbloggen has summarized the result in swedish.

The negative forecast of employment made by HR Managers was broken in the second quarter 2010 and has since then been positive. All industries and all sizes of businesses believe in a positive development during the near future. The most optimistic are the mid-sized businesses.

The 507 HR Managers interviewed also answered an open question regarding the biggest challenge for 2011 and the result indicates that the main concern for HR Managers is finding new competent personnel. As shown by the figures below almost half of the Swedish HR Managers are having problems with finding competent co-workers. This is further increased because the Baby Boomers are now retiring. It is difficult to find people with the right competence and experience who can replace them.

The challenges for 2011 accoring to HR Managers

The result also showed that the enhanced economic situation leads to an increased demand for traditional HR investments such as professional development, working environment and motivational activities. There is also a fear that the increased demand for competent people can lead to key figures leaving the company.

According to Annika Ahnlund to deal with these problems it is important for HR Managers to focus on Employer Branding, strategic competence maintenance and working environment and health.

No Comments

by elina on July 19, 2011 • Permalink

Posted in HR

Posted by elina on July 19, 2011

http://www.jobylon.se/blog/main-challenge-amongst-hr-managers-is-finding-competent-personnel/

Can you compliment your way to a job?

There are six principles of influence defined by the scientist Robert Cialdini*; reciprocity, commitment & consistency, social proof, liking, scarcity, and authority. The principles are used by many in different ways and to achieve different outcomes. The principle of liking is for example used by sales people. Sales people can make a person like them by finding similarities between them and pointing out these similarities. A coincidence such as as having the same name can make a person like someone more.

Is it not interesting to ponder on what other situations the principle of liking can be used in order to make another person more compliant? Can it for instance be so that it is possible to influence a recruiter into hiring you by applying the principle of liking. Make the person like you and you probably have a greater chance of getting the job.

We can probably all agree that we prefer saying yes to a person we like. One way of making a person like you more, according to Cialdini, is to flatter or tell a person you like them. Cialdini studied the power of flattery and affinity and did this by observing one of the greatest car sales men, Joe Girard. What Girard did was to express his affinity to his customers by sending out a post card every month of every year saying only: ”I like you” on a printed and impersonal card. Can this be right, was this the reason behind Girard’s success? Well, at least Girard thought so and he was one of the best car sales men. What Girard understood was the fact that humans are extreme suckers for flattery. There is certainly a limit to peoples gullibility, especially when we clearly realize that the flattery is a way to manipulate us. But more often that not we prefer to believe that the flattery is true rather than not.

So is it a good thing giving a compliment to the recruiter during an interview? Remember, it’s more fun saying yes to a person we like. Well as long as the compliment is true and not only a means to getting the job it shouldn’t hurt. Or could it? What do you think?

*Cialdini, R. (2001) Influence: Science and Practice. Needham Heights: Allyn and Bacon

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How to get a Higher Salary – Start High and Be Bold

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Money vs. Purpose: What motivates employees more?

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Can you compliment your way to a job?

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