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Strategic Career Management
MENTORVIEWGerardo Seeliger
Gerardo Seeliger Co-founder of Spain’s largest human resources consulting and executive search firm, offices in Latam, USA. Interviewed over 12000 Executives during 20 years in Executive Search. Business experience in innovation and technology, Sports business administration, Global banking. Attended 16 Olympic Games in different functions.
RELEVANT PROFESSIONAL EXPERIENCE
IE Business School: 2007-PresentAcademic Director, Master in Sports ManagementAssociate Professor, Career Strategy.
Management Consulting, Executive Search: 1980-Present
Heidrick & Struggles INC: 2003-2005 Managing Director, Spain and Portugal. Vice Chairman, New York.Seeliger Y Conde, Spain: 1990-Present Co-founder, Managing Partner. 1990-2003 Chairman of the Seeliger y Conde Foundation 2007-presentRussell Reynolds Associates Inc, New York: 1980-1990 GM, Spain: 1980-1985 Managing Director, Los Angeles: 1987-1990
Strategic Career Management
Interview Skills, Working with Recruiters Influence & Convince, Personality Types, Body Language, Interpersonal skills, Negotiating the Offer
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This is an active interview session
Watch your (and my)body language
The First 2 min Impression
Lasersharp Focus
Before we start some initial recommendationsYou don't get a second chance to make a good First Impression
With your academic and business background, you are interviewed for a Leadership Position
think strategically, show insights
In your responses, play to your strengthsUse every opportunity to express your talent
Speak with clarity, brevity, impact
Physical presence intellectual substance
Take home value•Life in uncertainty•Learning agility•Skills transportability•Prepare for a job that may not exist today
For professional success, overlap your
Passion Talent
Job
EEE
Energy, Engagement, Exploring
Talent Search AAAAptitude , Attitude, Altitude
”knowledge of data structures, algorithms,
operating system, some mathematics and of course logical reasoning”*
Aptitude
(*) Fuente: Quora
”Collaboration isn’t just about working together to solve problems or overcome challenges. At Google, it’s also about sharing knowledge and
helping your fellow Googlers grow their skills”*
Attitude
(*) Fuente: Google Careers
Strategy, Vision, Ethics, Values
Altitude
Passion
Hard skills
Curiosity
Perseverance
TALENT SEARCH
TALENT SEARCHStrengths, Motivation, Fit
Skills expire, therefore Learning agility and continuous learning culture
Feel comfortable with change and uncertainty
Weave together unrelated pieces of info
Skills transferability- change of sector or function
•Use your gifts
•Build yourself a great, interesting
story
•IMPACT
Interview Skills
A great performance at the right moment will change your life
A great performance at the right moment will change your life
• Convert interview into job offer• High Performance—Communicated• Expose your true, authentic personality• Prove your competence• Create trust, Convince• Influence the process, deliver your agenda• Create a win-win environment• Determine if you truly want this job
Your Objectives in the interview:
1. Preparation
2. Introduction
3. The Interview
4. Closing Remarks
5. Follow up
5 Steps:
1. PreparationFirst of all: Know yourself!• Strengths, areas of development• Passion• Aspirations• What is special, unique about
you?• Why are you the best for this
job?• Why do you want this job?
• Deepen your Self-Understanding (3 key points)
• List alternative companies you consider working for
• Prepare in-depth your interview Q/A
• Bring Career Leader evaluation
• Your personal branding
At the beginning of the process…
• History• Locations• Strategy• Growth ( Organic, Acquisitions)• Financial Structure• Revenues, size, employees• Management structure• Stability• Competitors• Status in the sector
Read todays relevant newspapers Research your interviewer
If the process continues….
• Culture• Employee Benefits• Dress Code• Ethics, Integrity, Governance• Training Policy• Promotion policy• Innovative, new product• Reputation
Important Company Facts to Investigate:
Preparation
How to get this info:• Google/LinkedIn
• Your Network
• Inside information
• Related news stories/ current events
• Appearance
• Eye contact
• Entrance & Handshake
• Opening Statement
• Body language
• Personal Branding
2. Introduction
Personal Branding
Create your authentic personal brand,Values, Skills, Action,Attitude, Attributes,Express your opinionBuild and refine your networkDefine and manage your brand: differentiate and increase valueIt will facilitate decisions about youIt will generate resources to reach goalIt will grow you professionallyIt will help you to remain relevant
• Prepare a short overview of your career. “Tell me about yourself”, highlighting key strengths, hard and soft skills and competencies.
• Market Yourself: Use Personality Descriptors and Action words. Know your USP (Unique Selling Point). Show your attitude
• Use short anecdotes for support, use %, numbers, be specific, use PAR statements for your performance.
• Anticipate negative questions, minimize negative aspects of your background.
• Focus on your short and long-term future contributions to the employer.
• Answer always with your objectives in mind and the position you want to fill. Go back and forth: what you offer-what they need.
3. The Interview
• Be concise, clear and to-the-point• Communicate energy and confidence• Don’t be afraid of silence, pause• Read the body language of your interviewer • Control your body language• Be an active listener, focus• Connect with your interviewer – Empathy• Don’t speak for more than 2 minutes• Answer questions coherently, well structured
Your focused communication
• How do you think? • Can you plan & achieve results?• How will you interact with others, team player,
motivator?• Are you motivated to become a top performer?• How soon will you become productive?• Are you a high-potential hire? • Education, experience, knowledge, intellect,
interpersonal skills, motivation• Competencies, Strengths and limitations• Communication skills• Passion, Talent, Hard work, Experience
What Interviewers Look For:
Use PAR Statements to Highlight Achievements
• Problem faced………..situation, challenge faced
• Actions taken…………what you did: analysis, decision, execution, delivery
• Results…………..……. what you learned from experience
Deliver quantifiable achievements, %, $
An Interviewer isolates several “Key Competencies” to look for in candidates.
You will be graded in terms of each competency based upon you answers to competency-based questions.
• Teamwork Creativity and innovation• Commercial awareness Decisiveness• Decision making Delegation• Style / Communication Learning agility• Entrepreneurial personality Flexibility• Sociability Independent thinking• Leadership Influencing• Results Oriented Integrity, Ethics• Problem solving Resilience, Tenacity• Organization Risk taking• Adaptability Sensitivity
Key Competencies
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Digital competency profile
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Digital competency profile
Examples of competency questions interviewers may use to find out about
candidate’s skills are:TEAMWORK
• Tell me about a time when you worked successfully as part of a team. Give me some obstacles you faced.
• Describe a situation where you were successful in getting people to work together effectively.
• Describe a time when a team member has annoyed you.• Tell me about a time when you have had to modify yourself
(or a way you do something) to take into account someone else’s views.
• Tell me about a situation where you found it necessary to help another person improve their professional skills.
• People sometimes feel the need to give us ideas or suggestions about how to solve a problem or do our job. Could you give me an example of how you respond in these situations?
.
Examples of competency questions interviewers may use to find out about
candidate’s skills are:
LEADERSHIP
• Describe a time when you had to lead a group to achieve an objective.
• Describe a work based situation where you had to lead by example to achieve an objective.
• Describe a situation where you inspired others to meet a common goal.
• How do you motivate team members to do something they decide they do not want to do?
• How do you go about convincing someone to accept you ideas?
• How should supervisors and subordinates interact?• In what ways have you been a leader?
Examples of competency questions interviewers may use to find out about candidate’s skills are:
RESULTS ORIENTATION• Are you successful? How do you describe your success?• Give me an example of a time you have been very successful.• Why do you think people aren’t successful?• Give me an example of a time you were not successful. Why
do you think this happened?• How hard do you work to achieve you objectives?
DECISION MAKING,PRECISION, DILIGENCE• What is the toughest decision you have ever made? Why was
this so difficult?• How do you come to conclusions?• Tell me about a decision you made that affected other people.• Do you find decisions difficult?• Give me an example of a bad decision you have made.
Why was this a bad decision? What did you learn from this experience?
Examples of competency questions interviewers may use to find out about candidate’s skills are:
SOCIABILITY
• Tell me about a situation or project where you had to work with or manage a person very different from you. What did you learn from the experience?
• Most people prefer either to work alone or to work with others. Give me an example of a situation that reflects your preference.
• Give me an example of a time when you decided that your work unit needed some "spirit", or a lift in morale. Tell me in detail what you did.
• What have you done to develop your network of contacts. Tell me about one contact you've made that has been long-lasting and mutually helpful?
Examples of competency questions interviewers may use to find out about candidate’s skills are:
STYLE/COMMUNICATION, PERSUASIVENESS
• Tell me about how you manage a team on a project from start to finish. Describe your communication style and the way you give direction to your team.
• Tell me about a time when you disagreed with a manager or a coworker and how you managed communication?
• How would your direct reports and people you've worked with describe your style and communication capability?
• I'm sure you realize the importance of reference checking in making a hiring decision. Tell me what you think your references will say about you.
ENTREPRENEURIAL PERSONALITY, RESOURCEFUL APPROACH
• What have you done to either promote or discourage an "entrepreneurial spirit" within your work group or your organization?
• Describe a major change that you either started or had to manage. Tell me about entrepreneurial actions you took from start to finish.
• Tell me about a time when rapid change or shifting direction created an entrepreneurial challenge for you at work.
• Sometimes we don't have all the information we'd like when trying to make a decision or solve a problem. Tell me about a time when you had to make a key entrepreneurial decision based on incomplete information, and what was the outcome of this decision?
• Tell me about a time when you had more problems to deal with than you had time for. How did you handle it?
Examples of competency questions interviewers may use to find out about candidate’s skills are:
YOU, INTELLECTUAL HONESTY, DISCRETION, OBJECTIVITY• Give me a 3 minute overview of your career. Tell me about yourself. • Tell me about 2 trends in your field or area that are creating progress or
that are more relevant at the moment.• What do consider to be your core strength?• What differentiates you, or sets you apart, in the discipline of (finance,
marketing, creative, business development, operations, legal etc.)
• What are the 2 biggest or most interesting projects that you've worked on in your career?
• What's your greatest achievement in your current or last role? What do you consider your biggest failure and why?
• What do you want to be doing in 2 years, in 5 years?• In what areas have you grown the most over the past 3 years
(weaknesses)?• What are some of the most creative things you have done?• When have you been most intellectually challenged?• Do you feel qualified to be successful in this role and why?• How do you think you can contribute to this Organization?
Examples of competency questions interviewers may use to find out about candidate’s skills are:
TECHNICAL COMPETENCE, ANALYTICAL THINKING• Tell me about an assignment you had which required you to own
the product from start to finish.• Think of a complex problem you had to solve on your job. Tell me
about what you did to find the primary cause of the problem.• Let's assume I'm not familiar with your area of expertise,
educate me on the latest developments in ….(logistics/procurement/offshoring/ outsourcing/web design/engineering, etc.).
Examples of competency questions interviewers may use to find out about
candidate’s skills are:
Most Common Interview Questions
• What are your strengths?• What are your areas of development?• Why are you interested in working for [insert company name here]?• Where do you see yourself in five years? Ten years?• Why do you want to leave your current company?• What can you offer us that someone else can not?• What are three things your former manager would like you to improve on?• Are you willing to relocate?• Are you willing to travel?• Tell me about an accomplishment you are most proud of.• Tell me about a time you made a mistake.• What is your dream job?• How did you hear about this position?• What would you look to accomplish in the first 30 days/60 days/90 days on the job?• Discuss your resume.• Discuss your educational background.• Describe yourself.• Tell me how you handled a difficult situation.• Why should we hire you?• Why are you looking for a new job?• Would you work holidays/weekends?• How would you deal with an angry or irate customer?• What are your salary requirements, expectations? • What questions do you have for me?
Give a time when you went above and beyond the requirements for a project.Who are our competitors?What was your biggest failure?What motivates you?What’s your availability?Who’s your mentor?Tell me about a time when you disagreed with your boss.How do you handle pressure?What is the name of our CEO?What are your career goals?What gets you up in the morning?What would your direct reports say about you?What were your bosses’ strengths/weaknesses?If I called your boss right now and asked him what is an area that you could improve on, what would he say?Are you a leader or a follower, innovator?What was the last book you’ve read for fun?What are your hobbies?What is your favorite website?What makes you uncomfortable?What are some of your leadership experiences?How would you fire someone?What do you like the most and least about working in this industry?Would you work 40+ hours a week?What questions haven’t I asked you?
Interviewer Questions for MBA Graduates
Why did you choose to get an MBA and why IE?
What did you get out of business school?
What makes you stand out from the crowd of MBAs?
Have you ever been put on the spot by a professor or felt unsure of yourself? How did you respond?
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IE MBA Advantages International networkingMulti-cultural, global exposureLeadership skillsTeamwork/ CollaborationUp-to-datednessEntrepreneurial focusProfessors with current business experience
Prepare Interesting Questions
• Ask Strategic questions• Ask about your future in the company• What other information do you need to make a decision?• Mentor• Fast track
GOOD QUESTIONS ARE MORE POWERFUL THAN ANSWERS
DO:
Demonstrate ConfidenceFormulate Answers with
2-3 key pointsStop talking when you
have answered a questionDo have a point of viewDo have your own agendaDo leave the interview on
a positive noteDo come with questions in
writing and take notes
AVOID:
Arrogance Improvising Giving too much
information Overtly disagreeing with
interviewer Making assumptions Criticizing former
colleagues, bosses, others
What to Do and What to Avoid
ApprovedAccounted forAdvisedAnalyzedAchievedAttainedBudgetedBalancedCreatedConvincedDirectedCoordinatedDesigned
DemonstratedEstablishedExceededExpandedEnhancedFacilitatedImplementedIdentifiedMotivatedOrchestratedPerformedProducedReduced
RepresentedResolvedRecommendedSpearheadedStrengthenedSupervisedSustainedTurned aroundIntegratedRevisedRecruitedProved
Replace “Managed” and “Did” with these words:
Use Action Words to Market Yourself
AwareAppreciativeAssertiveAdaptable Balanced CommittedCompassionateCooperativeDecisiveDiscreetDiplomaticMotivator EfficientEnthusiasticFlexibleForgivingGenerous
Personality DescriptorsGoal-OrientedIntegrityInquisitiveInsightfulMatureOptimisticPatientReliableResourcefulRisk-takingSelf-confidentSense of humorSincereThoroughQuick learner Creative Strategic
Start early on to get facts on Salary and Position
• Are they expecting me to negotiate? • How did they arrived at this offer? Was there a range?• With my background, can there be additional responsibilities? • Is this the highest offer made for this position?• Do I have a specific skill for this job that’s unique thus allowing
me to negotiate harder? • Who is the key decision maker?• Who else would be involved in negotiating the terms? • How long has this position been open? Urgency? • How many candidates have been interviewed for this position?• Were others in this job promoted or why did they leave the
company? • What was their background?• What is the value of this role to the department ? To the
company?
• Clarify, Correct, Summarize with vision and insight
• Express interest
• Don’t ask for a job or employment, offer your unique competencies.
• Find out what the next steps are, be specific
• Express gratitude - Say THANK YOU !!
4. Closing Remarks
• Keep in touch
• Email a thank you letter and send articles of interest
• Send updates regarding your
projects, CV
5. Follow Up
Check your image in the Web!!
PERSONAL BRANDING
What should I do to be in the radarscreen of the Recruiter?
EXECUTIVE SEARCH INDUSTRYIn the search of new opportunities there's plenty of things to do:
• Headhunting, Selection, Agencies,…
• Professional Network
• Internet, Social networks
• Personal Network
• and in the future …….
Salary Surveys
Management Audits Executive Coaching
Board Member SearchCompensation & Benefits
PoliciesExecutive Search
Performance Management Consulting
Organization Surveys Organization Advisory Sevices
EXECUTIVE SEARCH ACTIVITY
EXECUTIVE SEARCH INDUSTRY• The are several types of Executive Search firms:
Fully integrated: Heidrick & Strugles, Korn Ferry, Spencer Stuart, Egon Zehnder, Rusell Reynolds….
Networks: AMROP, Signium, Agilium… Boutiques: hundreds
• Except two firms that are public (HS, KF) all the others are partnerships.
• Operations: Global scale to very local• Turnover: from 500M€ to …• From very generalist to very specialized • Specialization by Industry or Position
Documentation on the client
Job description and competences definition
Definition of the Search Strategy
» Search Strategy» Target companies
Market research
Candidate Approach and Screening
Preparation of a long-list of candidates
Candidate Interviews
Preparation of a short-list of final candidates
Preparation of final reports
Reference checking
Presentation of short-list to client
Support on negotiations between client and candidate
Follow-up on candidate’s fit and integration to client
» Offer negotiation» Follow-up on client
and candidate satisfaction
» Short list» Final Reports
» Target Candidates» Long list of
Candidates
Planning Search Evaluation Closing and Follow-up
Proc
ess
Out
com
eM
etho
dolo
gyHOW RECRUITERS WORK
TYPICAL CANDIDATE PROFILE• Age: aprox 40 years onwards• University degree + MBA + specific training• Languages: Local plus English• Compensation: more than 100.000€ gross per year• Experience: managerial level, managing multicultural teams
• COMPETENCIES:• Leadership capabilities• Team work• Management
• Values:• Ethics, Integrity• Loyalty, Trust
• Personality and attitude• Cultural Fit• Interpersonal skills• Entrepreneurial spirit
CONNECTING WITH RECRUITERS
• Recommendations • Cold Calls, Send CV• Offer support, insights• PR• Get the attention
• Interesting CV• Academic or business performance• Specific, unique skillset and/or knowledge
• Networking
WHERE TO FIND YOU
• Own database• Previous client searches• Linkedin and other websites• References
INTERNET
• GOOGLE• Articles• Publications• Seminars• Blogs• Legal information
• LINKEDIN OR SIMILAR• Your cv updated and more• How many contacts• Who they are• References• Links to profesionals of your sector
Help the Recruiter – be his ally
Put yourself on-line. Linkedin
Write, speak, publish…on-line and off-line
Get recommended
Work with the Recruiter: contact them, give
references and business opportunities,
recommendations, ideas, offer your network, give
industry insights,..
BE VISIBLE & BE PROACTIVE
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Personality types
Body language
How to convince and influence
Interpersonal skills
Part 2.A brief introduction into:
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PERSONALITY TYPES
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Voice38%
Words7%
Body Lan-
guage55%
Intellectual aproach
Emotional aproach
Physical aproach
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1. Be energetic, straight open posture
2. Be in sync with Interviewer3. Prudent, controlled hand
movements4. Give physical feedback, engage,
show facial expression5. Eye contact6. Energetic handshake7. Coordinate verbal and non-verbal
messages8. Smile9. Active listening, be alert
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Face and fingers
How to influence
& convince
Influence and Convince, Build Trust
• Read and adapt to your audience
• Communicate effectively with the different personality types
• Syncronize your Body Language
• Build Credibility
• Use solid Arguments
Read your Interviewer:
• Show Empathy
• You have 2 mins to read the personality of your interviewer
• Adjust your dialogue and behaviour
Empathy
is the ability to recognize, understand, respect and
value feelings and circumstances of other
people
Influencing Tools1. Reciprocity
People tend to return favors,Use reciprocity to give things and people will return.
2. Get Commitment
Once people commit to what they think is right, they are more likely to honor that commitment, The moment you decide on something, you start convincing yourself it’s the right choice.People want to be engaged, therefore make it as easy as possible for them.
Influencing Tools
3. Social Proof
People will do things that they see other people are doing. In a world of ever increasing information, we rely on other people’s choices to make our own.
Influencing Tools
4. Establish Authority
People will tend to obey authority figures, even if they are asked to perform objectionable acts. Establishing authority makes it easy for people to choose you over others.Once your authority is established, you win.
Influencing Tools
5. Be likable
People are easily influenced by other people whom they like. If people like you, they will buy from you.
Influencing Tools
6. Prove Scarcity
Perceived scarcity will generate demand. Offers are available for a "limited time only" encourages sales.When something is scarce, people automatically perceive it as more valuable.
Influencing Tools
Speak with…..
• Honesty• Authenticity• Integrity• Use your Voice: depth, power, pace, silence, volume, change.
Influence the Brain
• Emotion is the secret language of the brain.
• People choose emotionally & justify logically.
• Facts alone don’t convince, use emotions
Improve and develop your interpersonal skills: Kindness
Question, Listen actively, have time for others, Control verbal and nonverbal communication Understand why Communication Fails Concede winning points, be generous Clarify, settle disputes Be positive, smile, happy face, relax, laughUnderstand stress, concerns, show empathy Be assertive, Reflect and improve, be considerate, careShow social, cultural sensitivityShow responsibility and accountability
Negotiating the Job Offer
Your compensation is not what you want or deserve, its what you negotiate
Negotiating the Job Offer
Last opportunity to build trust, confidence, respect, show competence and social skills.
Keep in mind
• Negotiating is an Art, not a Science
• You a did a formidable interview process
• You are outstanding in your area or have great potential-therefore you have the “right” to negotiate
• You are in negotiations with other companies
• Knowledge is power
• Choose your battles wisely
• Choose the win-win option
• Choose the right timing of your moves
• Come very well-prepared
• Identify your three unique qualifications for this particular job
• Create “your” job
• Explore job extensions, additional responsibilities
Compensation• Base salary• Bonus• Fringe benefits• Training & Development• Tax efficient
Elements of CompensationSalaryBonuses - signing, minimum, benchmark performance, KPIRelocation allowance Stock options Retention planHealth BenefitsClubs, T&EPension PlanCar, Parking, Family day careSeverance payment, Contract, Expatriate package.Cell phone & laptopProfit sharing
Reputation, ethicsProfessional development PlanCareer Path, PromotionNew skills-job contentNew clients, new countriesReporting Relationships, Exposure inside & outside the company.ResponsibilitiesNetwork DevelopmentWorkplace Flexibility Job SecuritySafety issuesMentor, internal, externalTitleVacationRelocation opportunitiesTax and legal advice feesWork permit
Create a “Wish List”1. Increase base salary by XX%2. Signing bonus of X,000 Euros3. Relocation allowance or one time bonus of X0,000 Euros4. One trip home for me and spouse paid for by the company5. Car allowance of X00 Euros a month6. A Review in 6 months based on results from the first 120 days 7. Two executive workshops or Leadership Development courses
each year paid by employer, x days of Training and Development, Mentor.
8. Subsidize current or continuing educational expenses9. Start date X weeks after graduationAlways have more points on your “wish list” than you know you will get. It must be a give and take on negotiating points in order for both parties to feel good about the process. Know what’s taxable, tax benefits, before you start negotiating.
Do Your Research, 1• Build knowledge through your professional
network – MBA colleagues, alumni, search firms, friends, former employees, LinkedIn
• Salary surveys, Salary.com, Glassdoor.com… • Hiring manager priorities• Urgency to fill position• Time position has been open• Other candidates, their profile• Final Decision maker• Build on Conclusions of your previous
interviews
Do Your Research, 2
• Industry salary trends• Research your negotiation power• Weigh the offer and see the big picture• Understand all elements of compensation• Decide on your priorities, Wish list• Try to identify a mentor
Know the Facts before Negotiating
• Are they expecting me to negotiate? • How did they arrive at this offer? Is there a range?• Are they willing to review the total terms when the economy picks up? • Is this the highest offer made for this position?• Do I have a specific skill for this job that’s unique thus allowing me to negotiate
harder? • Who is the decision maker, hiring manager, HR or other? • Who would need to get involved for me to negotiate outside of the parameters
they have set? • How long has this position been open, difficulties in filling it?• How have they been finding candidates for this position?• Were others in this job promoted or why did they leave the company? • What were their backgrounds?• What is the value of this role to the department, to the company?
Sensitive questions
Focus on your priority of building - your career,- life / work balance
10 Things to Remember during the Negotiation Process
1. Try to have alternative job offers2. Be accessible, 24/73. Be flexible4. Be honest, clarity5. Back-up and substantiate6. Focus on total rewards7. Get it in writing8. Focusing on the right things, your
priorities9. Come well prepared, do your
research10.Be realistic with your market worth
Negotiation Tips, 1Always stay calm, express enthusiasm for the opportunity first and then review salary constraints. Have calculator, wish list, pen and notes in front of youSuggest added responsibilities for the position in order to get to higher compensation. Justify with logic, facts and researchKnow possible tax benefits of different compensation elements Know the ultimate decision maker – make him your ally if possible
Negotiation Tips, 2
Be persuasive, convincingNegotiate face-to-faceKnow your realistic goalBe clear when stating your interests and requestsCreate numerous optionsDon’t take it personally
Anticipate the company’s response and objectionsBe firmRestate your value to the positionNegotiate a Win-Win scenario
Negotiation Tips, 3High performance- deliveredShow interestBe sincereCommunicate well: words and bodyShow substantial arguments, be smartShow Self confidence, Credibility, AuthorityShow you want the job Negotiate special terms last – start date, vacation, leave time etc. Check your emotions and ego at all timesRefer to your wish list during the process
Negotiation ToolsAttentive listening, Verify, Clarify and Confirm Paraphrase what is heard to gain clarity, confirm feelings are understood.
Empathy Understanding what’s not being said, sharing and identifying concerns, working around barriers, creating opportunities
The Power of Questions - Inquire and summarizeAsk for more information, Be open to other options, possibilities
Have a contingency plan if your
demands are not met
Some Tough Q/A to practice:
What did you make in your last job?What would it take to bring you on board?We think we can hire MBAs for X0,000 this year. Would that number get you excited to come to work with us?What are your salary expectations now that you’ve completed your Masters Degree?If we were to give you an offer today, would you accept it?
Smart Answers“It’s always important for me to determine that I’m a great fit for a job before negotiating salary.”“Salary is not my first concern. I’m really more interested in the opportunity and the people I’ll be working with. Can we come back to this later?” “I hope this means that you’ve decided I am right for the job since you want to discuss my salary expectations?”“I think I’ll be able to do A, B, & C for you in the first year which I believe warrants a better offer that this.”
“I’m sure you have a range that you’re working with, but I think it is premature to get into details before you’re sure you want my services, and before I’m sure it’s a good match between my skills and interests your co. has to offer. When you’re ready to make an offer, I’ll be eager to discuss the details, but until then I’d rather concentrate on the job responsibilities, performance, future.”“I like to focus on the opportunity and responsibilities first and foremost and at the same time my goal is to earn between XX,000 and YY,000.”
“Based on my research on the market conditions, I really feel that my experience and the value I can bring to your group warrants a starting salary in the high X0s but if you could bring the base salary up to YY,000 I’m sure I can make the difference up in my performance bonus.”
“I’m thrilled to receive an offer from you and although money is not the only factor, it is important. I had intended to accept a salary a bit higher than you propose. Considering my experience and how I can immediately contribute, I’d like to talk about where you have flexibility and if added responsibilities might allow an increase in the salary by 10%? If it is possible I would be willing to accept on the spot since your company is my first choice.”
“Thank you for the offer. Several aspects of the offer are appealing. However, in the area of vacation, my research among colleagues at this level, a few recruiters and professional society journals indicate that three weeks is more the norm. Can we discuss ways to adjust this part of the package.”
The Final Offer• Reflect before you give a response • Monitor and control your first
reaction to the offer• Evaluate the CAREER opportunity, • Is it in line with your career strategy• Try to discuss with future boss and
mentor first• Are you passionate and proud?
When You Decline the OfferDecline gracefully – the business community is smallBe appreciative and grateful for the experience, hard work, time and interest invested in you. Your paths will cross againAsk for immediate feedback and advice as you move forwardAsk for those you met to refer you to 1 or 2 contacts relevant to your background if the feedback is positiveNetwork with all of those whom you met….send thank you notesCreate opportunities…ask for name of successful candidate and congratulate and get referrals from him/her since he’s been interviewing for similar jobs
Useful links and sourcesInterview questions https://www.youtube.com/watch?v=iMS16PUKwCshttp://www.wikihow.com/Interview-Someone?utm_source=wikihow&utm_medium=bottom_related&utm_campaign=gcrabhttp://www.wikihow.com/Interview-Someone?utm_source=wikihow&utm_medium=bottom_related&utm_campaign=gcrab http://www.interview-skills.co.uk/competency-based-interviews- questions.aspxhttp://www.glassdoor.com/blog/common-interview-questions/?utm_medium=email&utm_source=newsletter&utm
Convincing and Body languagehttp://www.wikihow.com/Persuade-Peoplehttps://www.youtube.com/watch?v=jbxXhWD8TUsTed Talk, Julian Treasure: How to speak….http://www.ted.com/talks/amy_cuddy_your_body_language_shapes_who_you_are?language=enPresence, Amy Cuddy, Little, Brown and Co, NY, 2015Steve Jobs, Stanford Commencement speech Salary and HR Trends InformationSalary. comGlassdoor.com Deloitte , Human Capital Trends 2016
TALENT IDENTIFICATION AND EMPOWERMENT POR CVwww.tumarcasladiferencia.es
After Accepting the OfferContact all your interviewers by email or phone to let them know of your transition (…be prepared if other opportunities suddenly arise!!)Send thank you notes with new job information to all of your contacts and continue to be a resource for othersUpdate your resume immediately and send it out.Congratulations, celebrate and ………… enjoy a new life! .............
Thank you!
