​Whether we’re starting a new job or gunning for a promotion at our current one, we all know that we should be negotiating the salary.

Or do we?

A survey by Salary.com revealed that only 37% of people always negotiate their salaries—while an astonishing 18% never do. Even worse, 44% of respondents claim to have never brought up the subject of a raise during their performance reviews.

The biggest reason for not asking for more? Fear.

And we get it: Salary negotiation can be scary. But what’s even scarier is not doing it.

Here’s a good example: A famous study done by Linda Babcock for her book Women Don’t Ask revealed that only about 7% of women attempted to negotiate their first salary, while 57% of men did. Of those people who negotiated, they were able to increase their salary by over 7%.

That may not sound like much, but as Stanford negotiation Professor Margaret A. Neale puts it: If you get a $100,000 salary and your co-worker negotiates up to $107,000, assuming you’re treated identically from then on, with the same raises and promotions, you’d have to work eight years longer to be as wealthy as them at retirement.

So, whether you’re male or female, in your first job or your fifth, it’s time to learn how to negotiate. And we’re here to help, with a roundup of expert tips and further reading to get you totally prepped.

 
Salary Negotiation Tips 1-11

Getting Prepped

1. Know Your Value
If you’re going to get the pay you deserve, it’s crucial to know the going rate for your position in your specific industry and in your geographic area. As I Will Teach You to Be Rich’s Ramit Sethi points out, if you walk into a salary negotiation without a number, you’re at the mercy of an experienced hiring manager who can simply control the conversation.

You can do this by doing an online search or by asking others in your field.

 
2. Talk to Recruiters
Another way to do some research? Pick up those calls from recruiters. They know what people with your experience and expertise are worth, so use it to your advantage! The next time one reaches out to you, engage in a conversation about the position’s responsibilities and pay. You may not get a specific number, but even a range is helpful.

Get in touch with us if you need help !

 
3. Organize Your Thoughts
To organize all of your thoughts and research in one place, check out the free resources on line.

 
4. Pick the Top of the Range
As you’re doing your research, you’ll likely come up with a range that represents your market value. It can be tempting to ask for something in the middle of the range, but instead you should ask for something toward the top.

First of all, you should assume you’re entitled to top pay, says She Negotiates founder Victoria Pynchon.
Second, your employer will almost certainly negotiate down, so you need wiggle room to still end up with a salary you’re pleased with.

 
5. Know the (Exact) Number
According to researchers at Columbia Business School, you should ask for a very specific number—say, $64,750 rather than $65,000.

Turns out, when employees use a more precise number in their initial negotiation request, they are more likely to get a final offer closer to what they were hoping for. This is because the employer will assume you’ve done more extensive research into your market value to reach that specific number.

 
6. Be Willing to Walk Away
When considering your numbers, you should also come up with a “walk away point”—a final offer that’s so low that you have to turn it down. This could be based on financial need, market value, or simply what you need to feel good about the salary you’re bringing home.

Walking away from an offer will never be easy, but it’s important to know when to do it—and powerful to be able to say “no.”

 
7. Make Sure You’re Ready
Before you ask for a raise, you’ll want to ask yourself a few questions.
Have you been at your job for a year? Have you taken on new responsibilities since you’ve been hired? Have you been exceeding expectations (rather than just meeting them)? The answer to all of these should be “yes.”

 
8. Plan the Right Timing
Turns out, timing is everything. Most people wait until performance review season to ask for a salary adjustment, but by that time, your boss has probably already decided what raises will be doled out to the team.

Instead? “Start talking to your boss about getting a raise three to four months in advance,” writer and former human resources professional Suzanne Lucas of EvilHRLady.org told LearnVest. “That’s when they decide the budget.”

 
9. Prepare a One-Sheet
Prepare a “brag sheet,” recommends Kathleen O’Malley of Babble. “It’s a one-page summary that shows exactly how awesome you are as an employee. List any accomplishments, awards, and customer or co-worker testimonials (“You saved me when you did XYZ!” emails definitely count as testimonials!) you’ve received since your last review. You want to demonstrate your value to your boss.”

 
10. Remember Practice Makes Perfect
Rehearse, rehearse, rehearse. Write down what you want to say, and practice to a mirror, on video, or with a friend until you’re super comfortable having the conversation.

 
11. Set the Meeting for Thursday
Studies show that you’re more likely to get a raise if you ask on Thursday.
We tend to start off the week more hard-nosed and even disagreeable, but become more flexible and accommodating as the week wears on. “Thursdays and Fridays find us most open to negotiation and compromise because we want to finish our work before the week is out,” reports Psychology Today.

 
Salary Negotiation Tips 12-20 

Starting the Conversation
 
12. Power Up
Before you go into the negotiation, try Amy Cuddy’s tip of doing a “power pose”—in other words, going into the bathroom and standing tall with your hands on your hips, your chin and chest raised proud, and your feet firm on the ground. Doing so raises testosterone, which influences confidence and reduces the stress hormone cortisol.

 
13. Drink Some Coffee
A study by the European Journal of Social Psychology found that caffeine made people more resistant to persuasion—meaning you’ll have an easier time holding your ground during the negotiation.
 

14. Walk in With Confidence
“The way you enter a room can dictate how the rest of an interaction will be,” says James Clear. “Ever see someone slump through a doorway with a scowl on their face? Not very inspiring. Keep your head high and smile when you enter. Starting things off with a positive vibe is very important, no matter how small it is.”

 
15. Start With Questions
You should start the negotiation conversation by asking diagnostic questions to understand more about the other party’s true needs, desires, fears, preferences, and priorities. Professor Leigh Thompson at the Kellogg School of Business at Northwestern University says that 93% of all negotiators fail to ask these “diagnostic questions” in circumstances where getting them answered would significantly improve the outcome of negotiations.

Asking questions like, “What are your biggest priorities right now?” can help you understand where your negotiation partner is coming from—and offer up solutions that will help.

 
16. Show What You Can Do
Before you start talking numbers, talk about what you’ve done and—more importantly—what you can do.
Remember that brag sheet? Now’s your chance to walk through your accomplishments with your manager. If possible, print a copy for your manager to look at while you summarize what you’ve achieved this year. You’ll want to specifically highlight times when you’ve gone above and beyond in your role, which will build the case that you deserve a raise. Then, be prepared with a few thoughts on what you’re excited to take on going forward—whether that’s freeing up some of your manager’s bandwidth by taking on an existing project, or proposing a new idea that you’re excited to own.
 

17. Focus on the Future, Not the Past
When negotiating the salary for a new job, it’s not uncommon for the company (or even a recruiter during the job search process!) to ask about your current salary. (Note that in many localities, doing so is now illegal.)

It can be a tricky situation, especially if you’re being underpaid at your current job or looking to make significantly more, but it’s never a good idea to lie.

Instead, give your current number (including benefits, bonuses, and the like) and then quickly move the conversation along to explain the number you’re looking for, focusing on explaining your new skills or responsibilities, your market value, and how you’re looking to grow, explains Pynchon.
 

18. Think About the Other Person
When preparing for negotiating, get in the mindset of thinking about the situation from your opponent’s perspective, recommends career expert Steph Stern. Research by Columbia psychologist Adam Galinsky shows that when we consider the other person’s thoughts and interests, we are more likely to find solutions that work well for both of us.

 
19. Try Thinking About Someone Else
Research from Columbia Business School shows that people—especially women—tend to do better when they negotiate for someone else, reports Stern.

“So, in preparing to negotiate, think about how what you’re asking for will impact those around you: It’s not just for you, but also for your family and your future. It’s even for your employer! After all, if you are happier with your position and compensation, you’re more likely to work hard and be successful.”

 
20. Stay Positive, Not Pushy
Negotiation may be scary, but you should always keep the conversation on a positive note, recommends Forbes. “[Kick] off the conversation with something like, ‘I really enjoy working here and find my projects very challenging. In the last year, I’ve been feeling that the scope of my work has expanded quite a bit. I believe my roles and responsibilities, and my contributions have risen. I’d like to discuss with you the possibilities of reviewing my compensation.’”



Salary Negotiation Tips 21-31

Making the Ask
 
21. Put Your Number Out First
The anchor—or the first number put on the table—is the most important in negotiation, since it’s what the rest of the conversation is based off of. If it’s too low, you’ll end up with a lower final offer than you probably want.

You should always be the first person to mention a number so that you, not your counterpart, controls the anchor.

 
22. Ask for More Than What You Want
You should always ask for more than you actually want. Psychology shows that your bargaining partner will feel like he or she is getting a better deal if he or she negotiates down from your original ask.

And don’t fear asking for too much! The worst that can happen if you give a high number is that the other party will counteroffer—but the worst that can happen if you don’t negotiate is that you’ll get nothing.
 

23. Don’t Use a Range
Mike Hoffman suggests that you should never use the word “between” when negotiating.
In other words, never give a range: “I’m looking for between $60K and $65K.” That suggests you’re willing to concede, and the person you’re negotiating with will immediately jump to the smaller number.

 
24. Be Kind But Firm
Negotiating for a new job? Here’s a great script to try, courtesy of Rebecca Thorman at U.S. News & World Report:
“I’m really excited to work here, and I know that I will bring a lot of value. I appreciate the offer at $58,000, but was really expecting to be in the $65,000 range based on my experience, drive, and performance. Can we look at a salary of $65,000 for this position?”

 
25. Focus on Market Value
Rather than discussing a raise or new salary based on what you make now, keep the conversation focused on what the market is paying for people like you (your “market value”). Re-frame any metric your negotiation partner uses—like percentage differences—as market value, re-focusing the discussion on hard dollars.

 
26. Prioritize Your Requests
As part of your conversation, lay everything you’re looking for out on the table in rank order.
Explains Wharton professor Adam Grant on Business Insider: “In a job offer negotiation, for example, you might say that salary is most important to you, followed by location, and then vacation time and signing bonus. Research shows that rank-ordering is a powerful way to help your counterparts understand your interests without giving away too much information. You can then ask them to share their priorities, and look for opportunities for mutually beneficial tradeoffs: both sides win on the issues that are most important to them.”

 
27. But Don’t Mention Personal Needs
Don’t focus on your personal needs—like that fact that your rent’s gone up or childcare expenses have increased. (Chances are, your co-workers are dealing with similar situations.) You make a much better case to your boss (and his or her boss!) that you’re worth more when you focus on your performance and achievements.

 
28. Ask for Advice
After you’ve sold your benefits, talked about your value, and made your ask, Grant recommends asking, “I trust you, and I’d very much value your recommendations. What would you suggest?” By doing so, he says, you’ve flattered your negotiating partner, you’ve encouraged him or her to take your perspective, and you’ll (hopefully) persuade him or her to advocate for you and your request.

 
29. Use Email Where Appropriate
Most negotiations are done in person or over the phone, but if most of your communication with a recruiter or hiring manager has been over email, don’t be afraid to negotiate over email, as well. It ensures you stick to the script and can be a whole lot less scary.

If you do negotiate over email, try to infuse as much empathy, pleasant conversation, and openness as possible into your message, mimicking a real-life conversation.

 
30. Don’t Forget to Listen
Listening to the other party during a negotiation is almost as important as your ask and argument. By really paying attention to what the other person is saying, you can understand his or her needs and incorporate them into finding a solution that makes you both happy.

 
31. Don’t Fear the “No”
You may be afraid of rejection, but according to Pynchon, a negotiation doesn’t actually start until someone says “no.”
She explains: “It’s not really a negotiation if we’re asking for something we know our bargaining partner also wants. Negotiation is a conversation whose goal is to reach an agreement with someone whose interests are not perfectly aligned with yours.”

So understand that the “no” is just part of the process—not a statement on how you’re doing.



Salary Negotiation Tips 32-37

Getting an Answer
 
32. Use Stalling to Your Advantage
“When you hear the other person’s first offer, don’t say ‘OK.’ Say ‘Hmmm,’” recommends executive career coach Jack Chapman. “Give yourself some time, and in the seconds of silence, the other person is more likely to improve in some way.”

 
33. Ask Questions
Does the person you’re negotiating with flinch or otherwise react negatively to the number you put on the table? Don’t let that deter you; instead, ask open-ended questions to keep the conversation moving and show you’re willing to work together.

Pynchon suggests things like: “Seems like that took you by surprise. Tell me more…”; “What is the budget for this position based on?” or; “How can I help you move more in my direction?”

 
34. Don’t Be Afraid to Counter
If you ask for a higher salary and the employer says no? Doesn’t mean the conversation’s over.
Try this, says Thorman: “I understand where you’re coming from, and just want to reiterate my enthusiasm for the position and working with you and the team. I think my skills are perfectly suited for this position, and are worth $65,000.”

 
35. But Don’t Make Threats
Again, you ideally want to work (or keep working) with this person, so it’s important to keep the conversation positive. “Whatever you do, don’t threaten to leave if you don’t get the raise,” Smith reports. “You also shouldn’t threaten your boss with other job offers, interviews, [or] recruiter conversations.”

 
36. Consider Other Options
If your boss (or the hiring manager) really, really won’t budge? Try negotiating for flex time, more vacation time, a better title, or plum projects and assignments.

 
37. Keep Negotiating
If this seems like a lot—well, unfortunately, it is. Negotiation is a complicated process with volumes of books on techniques, tactics, and scripts.
​
The good news? The more you do it, the easier it becomes. Even better, the more money you’ll bring home! So, get out there and start negotiating. You’ve now got the skills to do it right. 

What messages the dates on your resume are conveying to prospective employers ?

​"If you leave one job within a year on your own, it doesn't look too bad. But if you have many non-contract, full-time jobs that didn't last a year, it's a bad sign regardless of why you left," That's because turnover is one of the biggest expenses that a company can have, meaning hiring managers are less apt to choose candidates who have a track record of not sticking it out.


How long should you stay at a job?

In an ideal world, you should try to stay at each job for a minimum of two years, according to career advice expert.


What if you're stuck?So what happens if you're currently dealing with a horrible boss, severe workplace stress, or simply have a change of heart about the type of work you want to do? "If all signs indicate you made the wrong choice when accepting a certain job, there's no harm in getting out of there." That is, as long as it makes sense in the context of your overall career goals. And be sure to start your job search as soon as you're having doubts.


Questions to ask before job-hoppingWhat does the rest of your job history look like?
In other words, is this the first time or the fifth time that you're unhappy at a job? The problem arises when it seems like there's a pattern of short stays, says Philip. "I would say among our 500 clients, three jobs in 10 years is what they are OK with. They want to see you stayed at one job at least three to five years because it says you're somewhat stable," he adds.

What is acceptable in your industry?
"Different industries and functions view job hopping differently," says Augustine. For instance, it's more commonly accepted that professionals in advertising, technology, or those in start-up environments will move around more frequently, she says.

Do you have job prospects?
Ideally, if you can hang in there until you have another job lined up, it puts you in a stronger negotiating position. "You can take a risk and leave, but keep in mind you're often worth less on the job market when you're not currently employed," says Philip.

How old are you?
Employers are more forgiving of professionals who jump from job to job early on in their career when they are still discovering the right path, says Augustine. As someone becomes more seasoned in their career, however, prospective employers will expect you to know what works best for you and thus they will be less willing to bend.


How to put a positive spin on short tenuresIf you end up with a couple of short-term gigs in your work history, it doesn't necessarily mean your job hunt is doomed. Just be prepared to adjust your resume and then talk your way through it. The following strategies can help you tell a compelling career story.

Describe what you've learned from your job experiences.
"Discuss how each job helped you to clarify your career goals and identify exactly what you're looking for in a company and position," says Augustine.

Focus on the upsides.
If you left a job because of a terrible boss or poor treatment, try not to sound too bitter about it. "No one likes a negative person, especially when your potential future employer is interviewing you," Philip says. Instead, say something like you felt misled about what the position entailed, or you realized early on that it wasn't a good fit since their values didn't align with yours.

Redirect the conversation to the future.
"Emphasize your desire to find a company where you can put down roots and truly grow," says Augustine. Then, make the case as to why the company considering you is the right place.
No matter how badly you want to leave your job or move onto something bigger and better, you don't want to be branded a serial job-hopper, says Augustine. When in doubt about the right time to leave, try to stay long enough so that you can at least say you learned a new skill or gained valuable experience that will benefit your next employer. 

Here are a few guidelines that can be used to prepare you for the salary discussion:
 
How long you have been in the role?
A good rule of thumb is once you have had a tenure of 12 months or more.
 
The results you have achieved whilst in your role – are these measurable and demonstrable?
Highlight 2-3 key outcomes you have achieved and how this positively affected the organization. 
 
Feedback received on previous discussions with your manager
Have you received positive feedback and acted positively to the constructive feedback? 
 
What is market rate for your current position?
Do your research in terms of your position and what the market rate is.

* This Inc. story was originally published on Business Insider June 23, 2019.
 
A company could spend all the money it wants recruiting, interviewing, and hiring the best people around. But if the boss is a jerk, those people will leave the first chance they get.

In contrast, if you have great managers and team leads, not only will you get the best out of your people, but they'll also be more likely to stick around.
 
For over 10 years, Google has conducted research under the code name Project Oxygen. The goal? Figuring out what makes the perfect manager, so it could train its leaders to develop those behaviors. The research has paid off, as over the years Google has seen marked improvement in employee turnover, satisfaction, and performance.
 
Interestingly, technical skill mattered much less than you might guess. What was far more important for managers were emotional-intelligence skills, the ability to understand and control emotions, both their own and those of their people.
 
According to Google, a good boss ...
 
 
1. Is a good coach
Rather than solve every problem as soon as it arises, the best managers use problems as teaching moments. They guide their teams and share insights when needed. This allows their team to gain valuable experience and grow.
 
 
2. Empowers team and does not micromanage"I love to be micromanaged," said no employee, ever. 
In contrast, great managers give their people the freedom they crave: freedom to explore their ideas, to take (smart) risks, and to make mistakes. They also provide the physical tools their people need, and allow for flexible schedules and working environments.

 
3. Creates an inclusive team environment, showing concern for success and well-being
In another research project, Google discovered that the single greatest key to a team's performance was creating a "psychologically safe" environment.

As Google puts it:
In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
In other words, great teams thrive on trust — and great managers help build that trust.

 
4. Is productive and results-oriented
The best managers are more than star players — they make their teammates better, too. 
They do so by setting the right example and getting down and dirty whenever necessary. They're not afraid to roll up their sleeves and help out, and that motivates their team.
​
 
5. Is a good communicator — listens and shares information
The best managers are great listeners. This helps them to better understand their teams, and show appropriate empathy. Additionally, good managers realize knowledge is power. That's why they are transparent and willing to share information with their teams, so their people know the "why" behind the "what."

 
6. Supports career development and discusses performance
Great managers encourage their people by sharing sincere and specific praise. But they aren't afraid to share critical feedback, too — making sure to frame it in a way that is both tactful and constructive.
They also invest in their people by helping them reach their personal career goals. By doing so, they naturally motivate their teams to give back.


7. Has a clear vision/strategy for the team
Great managers know exactly where the team is right now, where they are headed, and what they need to do to get there. Through good communication, they help keep the team on track.
They also make sure each team member understands their individual role in executing that strategy.

 
8. Has key technical skills to help advise the team
Great managers understand the jobs of their people, including their everyday tasks and challenges. 
If the manager is moved into a new department, he or she will take time to get to know how things are done, and work to build trust before making drastic changes or offering advice.

 
9. Collaborates effectively
Bad managers view their team as a silo, working against or even sabotaging other teams within the same company.
In contrast, great managers see the big picture. They work for the good of the company as a whole, and encourage their teams to do the same.

 
10. Is a strong decision-maker
Great managers aren't impulsive, but they are decisive. After getting to know the facts and considering the thoughts and perspectives of their teams, they move things forward — even if that requires making a decision not everyone will approve of.

Then, they commit to those decisions.

If your company can train and promote managers who do these 10 things, you'll build trust and inspire your people to become the best versions of themselves.
​
They'll follow, not because they have to. But because they want to.

Job interviews can be nerve-wracking experiences, particularly if you have been searching for a new job for a long time. It might come as a surprise to you when a potential employer asks you how long you might plan on working for them. Thinking about how you would respond to this question before your interview will ensure that you are prepared with a strategic answer.


What the Interviewer Really Wants to Know

An interviewer may pose the question in one of several ways:

• How long do you expect to remain employed with this company?
• How long do you think you will be in this role?
• Where do you see yourself in five years?

Do not be caught off guard. Sometimes, candidates will blurt out that they are only looking for a short-term stint while looking to move across the country or go back to school. While up front, those responses are not likely to impress an interviewer and can swiftly get you removed from the candidate list.
Hiring and training new employees is an expensive process. By bringing you on, the company is investing significant time and money into you. They want to know that their investment will pay off, not that their money will be wasted if you plan to quit in six months.


How to Answer “How Long Do You Plan on Working Here?”

The interviewer can incorporate three questions within this question. First, the interviewer could ask, “How long do you expect to be employed with this company?” Don’t say the first thing that comes into your head. Before your interview, give this question some thought. If you want the job, don’t say that this is just a short-term gig for you.
Even if you do not plan to be with the company for the long-term, there is no need to lie or give the wrong impression.
Everyone knows plans can change and that the unexpected happens. Instead of misrepresenting your intentions, focus your response on saying something positive about the employer, your level of engagement, and your enthusiasm for the position.

Let the employer know why working for them is very attractive to you. Note specific aspects of the job which appeal to you and would encourage you to stay on for a long time.

If you know you are going to be relocating to another city in two years and you work, for example, in retail, you should say so (although you might also add that you hope, if you do excellent work for their store, that the retail chain might ultimately find a position for you in the city you are relocating to).

Plans change, but you want to make sure that you are honest about what can be expected of you. On the other hand, if you plan on it being a long-term position say so.

If you are asked, “How long do you think you will be in this role?” or “Where do you see yourself in five years?” you can mention that you would hope that there would be opportunities for advancement for you in the future.


 
Examples of the Best Answers
Try out these responses to the question, "How long do you expect to work at our company?" These answers are good responses to the question. They do not give a specific timeline but demonstrate your enthusiasm for the role and the company.


I'm excited about the research and innovations your company has delivered in the past few years. I've been looking for a position with a dynamic company engaged in the community and your organization certainly fits that description. I think this role is a great match for my skills and experience and offers me a chance to grow professionally. I expect to be here for as long as I can make contributions.

Why It Works: This answer works because the applicant ties a forward-looking organization’s research and development to the skill set the applicant possesses to let the interviewer know that they plan to remain with the company as long as it is a good fit. 


Because my spouse is in the military, we will likely be moving in two years, but I would like to work here steadily until then.

Why It Works: This answer works because you are being honest with the interviewer about your situation, but you are also expressing your desire to work.


I would prefer to stay long term, if possible. I like the flexible hours you offer, which would work well with my other commitments, like my studies (or children, family, etc.).

Why it Works: This is a good answer because it reflects the applicant’s good fit with the company culture.


I don't have any immediate plans to move on. I'd like a job where I can have continuity and be part of a team.

Why It Works: This expresses commitment to the company and the team that you’ll be working with. It also shows the interviewer that you plan to stay with the company.


Tips for Giving the Best Answer
Focus on the Positives. Say something positive about the company, that you are excited to interview for the position, and that you would be happy working there.
Talk about the aspects of the job that appeal to you and would encourage you to stay.

Mention Company Culture. Mention that the company culture seems to be a good fit for your skill set.

Discuss Recent Developments. Talk about a recent industry or company development and how that fits in with your goals.

Consider References. If you are applying for a retail or service position, be as honest as possible when you answer. You don't want to mislead a potential supervisor, as you may need to use him or her for a reference at some time in the future.


What Not to Say
Don’t Misrepresent Your Intentions. Above all, don’t lie. If you know you will only be at the company for two years, say so. Everyone knows that plans change, and things happen in our lives. We can’t say anything with certainty because anything can happen. All you can be is as honest as possible.
​
Don’t Volunteer Too Much Information. While being honest, make your answer short.

When you accept a new job offer and hand in your notice, it’s possible that your current employer will make a counter offer to incentivize you to stay. This typically comes in the form of an increased salary and benefits package and is often a substantial increase on your current remuneration.

In today’s competitive job market, counter offers are becoming more common as companies strive to keep their valuable talent. However, in many cases the counter offer benefits the company more than the employee. Accepting a counter offer can seem appealing if it means a higher salary at your current firm; however, 70 to 80 percent of people who accept counteroffers either leave or are let go within a year.
While accepting a counter offer may be beneficial in the short term, you may still be better off moving on to a new opportunity.


Why do companies make counter offers?

Hiring new employees can be challenging and expensive.1 Research has shown that it can cost as much as 213% of annual salary to replace a senior executive.2 Replacing staff with new employees is more expensive than retaining existing staff. The time taken to find, interview, and on-board new hires is widely underestimated, and there is also no longer someone in that position. The actual recruitment of a new employee can be expensive and uses valuable resources; but, the lost productivity of the previous employee can be even more costly.
Existing staff have the specific skills and business understanding to carry out the job. In particular, for positions requiring niche skills, it can be arduous to find and train new team members. Some industries have a candidate-led market due to a limited talent pool, making finding someone to hire with the relevant experience for the role in hand even more difficult.
Many employees, especially those in leadership roles, have a wide impact on the business, causing an increased loss of productivity across multiple employees if that leader were to leave. A counter offer can be a way to avoid this widespread cost to a business in the short term.


Assess their motives

Although on the surface, a counter offer may make you think that your company is finally pulling out the stops to make you feel appreciated, this is not usually the case. A counter offer is not about the business reaching out to meet your needs, it’s about meeting the needs of the company at that point in time.
Counter offers are frequently used as retention tools, in particular for times when a particular employee leaving is inconvenient. This could be for a multitude of reasons, perhaps because a significant project is yet to come to fruition, or because several other team members have recently departed. Equally, in special circumstances, such as hiring freezes, a manager could be keen to retain you rather than have a gap in their department.
Although on the surface it seems by increasing your salary the company is taking a financial hit, in actual fact they are saving money overall.
Often counter offers are delivered alongside emotional leverage about your value to the team and your time spent there. Perhaps your manager will insinuate that elusive promotion was in fact imminent or that the team would struggle without your expertise. While many of these comments could be genuine, a good business that values its staff would have made you feel appreciated before you felt the push to leave.
In simple terms, because you have the skills and experience for the position already, your value as a commodity is now higher.


The statistics speak for themselves

Figures from the National Employment Association reveal that 80% of those who accept counter offers end up leaving within the next 6 months – either because they accepted another offer or were let go.3 Pay increases often don’t fix the other pre-existing issues that led you to look for another job initially, meaning many candidates that do accept counter offers resume their job search relatively quickly.4
 

Consider the future

There are some important factors to take into account before accepting a counter offer:

1) Broken trust
In many ways, leaving a job is a little like leaving a relationship. Once you have handed in your notice and expressed your desire to leave, you’ve had apalpable effect on the trust of the relationship which cannot be reversed. Consequently, your relationship with your employer may be irretrievably altered, in particular if you planned to move to a competitor. This could impact on the projects you are given or potential pay increases in the future.

2) It’s not all about benefits
Although it’s possible you will be happy in your existing role, it’s probably more than just money that led you to initiate your job hunt.5 The truth of the matter is that you were looking for a new job for a reason. An increased salary or improved benefits package from your current employer might present an attractive offer, but there’s more to job satisfaction than a salary.

3) Deal breakers
If you expressed potential issues to your employer before you handed in your notice – perhaps you wanted a pay rise or increase in responsibility – and these were not dealt with effectively, then it’s likely that issues will persist in the future. These so-called ‘deal breakers’ that made you look for a new role will likely persist if you stay.

4) Expendable
Your job security will drastically decrease; if redundancies happen in the near future, you might inadvertently find yourself at the top of the list, after all – you’ve already expressed a desire to leave. Equally, could your company be developing a contingency plan, keeping you on in the meantime while they find a replacement?
Always consider your employer’s motives for the counter offer carefully before making a decision about the next step in your career.


Understand the value of new opportunities

It’s not just about assessing the potential pitfalls of a counter offer, but about considering the value of new opportunities. Will staying at your current company offer you the same long-term personal career development as moving to a new role? Your new employer has likely shown by their job offer and salary that you are valuable to them – could they offer opportunities and experiences that your current employer cannot?
While your existing employer might have offered you more money to stay, these small gains in the short term might not pay off in the long run. From an advancement perspective, you may be better taking a new role that can offer you the progression you are looking for, which may have not been offered in your current role.
​
If you’re a candidate looking to progress your career, get in touch with us to see how we can help.

As someone who has interviewed probably thousands of job candidates in my career, I’ve long been surprised by how many people don’t ask good questions when their interviewer gives them the opportunity. A surprising number of candidates don’t have many questions at all, or simply use the time to try to further pitch themselves for the job. To me, this is crazy — after all, this is a job that you’re considering spending 40 or more hours at a week, a job that might have a huge impact on your career and your quality of life for years to come. You should have questions!
 
But people understandably worry about what to ask. They stress about seeming demanding or nitpicky, or that they’ll be negatively judged for things they want to know. They also worry that they don’t quite know how to draw out the information they really want about the job or the manager or the company.
So here are the ten best questions to ask in an interview when it’s your turn to ask the questions — to both impress your potential employer and help you get useful insights into whether or not this is the right job for you.
 
 
Questions about the Position

1. “How will you measure the success of the person in this position?”

This gets right to the crux of what you need to know about the job: What does it mean to do well, and what will you need to achieve in order for the manager to be happy with your performance?
Initially, you might think that the job description already laid this out, but it’s not uncommon for a job description to be the same one an employer has been using for the last ten years, despite the job having changed significantly during that time. Organizations often post job descriptions that primarily use boilerplate language from HR, while the actual manager has very different ideas about what’s most important in the role. Also, frankly, most employers just suck at writing job descriptions (which is why so many of them sound like they were written by robots rather than humans), so it’s useful to have a real conversation about what the role is really about. You might find out that while the job posting listed 12 different responsibilities, your success really just hinges on 2 of them, or that the posting dramatically understated the importance of 1 of them, or that the hiring manager is battling with her own boss about expectations for the role, or even that the manager has no idea what success would look like in the job (which would be a sign to proceed with extreme caution).


2. “What are some of the challenges you expect the person in this position to face?”

This can get at information you’d never get from the job description — like that you’ll have to deal with messy interdepartmental politics, or that the person you’ll be working with most closely is difficult to get along with, or that you’ll need to work within draconian budget restrictions on your program.
It can also create an opening for you to talk about how you’ve approached similar challenges in the past, which can be reassuring to your interviewer. I don’t recommend asking questions just so you can follow up with a sales pitch for yourself — that’s annoying and usually pretty transparent — but if asking about challenges leads to a real discussion of how you’d approach them, it can be genuinely useful for you both.


3. “Can you describe a typical day or week in the job?”

If the job description mentioned a combination of admin work and program work, it’s important to know whether 90 percent of your time will be spent on the admin work or if the split is more like 50/50. Or you might find out that the part of the job that you were most excited about actually only comes up every six months. But even barring major insights like that, the answer to this question can just help you better visualize what it will actually be like to be in the job day after day.
Tip: Some interviewers will respond to this question with, “Oh, every day is different.” If that happens, try asking, “Can you tell me what the last month looked like for the person in the job currently? What took up most of their time?”


4. “How long did the previous person in the role hold the position? What has turnover in the role generally been like?”

If no one has stayed in the job very long, that could be a red flag about a difficult manager, unrealistic expectations, lack of training, or some other land mine. If just one person left after a few months, that’s not necessarily a danger sign — after all, sometimes things just don’t work out. But if you hear there’s been a pattern of people leaving quickly, it’s worth asking, “Do you have a sense of what has led to the high turnover?”


Questions about Your Success in the Position

5. “What are you hoping this person will accomplish in their first six months and in their first year?”
This question can give you a sense of what kind of learning curve you’re expected to have and the pace of the team and organization. If you’re expected to have major achievements under your belt after only a few months, that tells you that they likely won’t give you a lot of ramp-up time. Which might be fine if you’re coming in with a lot of experience, but it might be worrisome otherwise. On the flip side, if you’re someone who likes to jump right in and start getting things done, you might not be thrilled to hear that most of your first six months will be spent in training.
This question can also draw out information about key projects that you wouldn’t otherwise have heard about.


6. “Thinking back to people you’ve seen do this work previously, what differentiated the ones who were good from the ones who were really great at it?”

​A job candidate asked me this question years ago, and it might be the strongest question I’ve ever been asked in an interview. The thing about this question is that it goes straight to the heart of what the hiring manager is looking for. Hiring managers aren’t interviewing candidates in the hopes of finding someone who will do an average job; they’re hoping to find someone who will excel at the job. And this question says that you care about the same thing. Sure, it doesn’t guarantee that you’ll do extraordinary work, but it makes you sound like someone who’s at least aiming for that — someone who’s conscientious and driven, and those are huge things in a hiring manager’s eyes.
Plus, the answer to this question can give you much more nuanced insight into what it’ll take to truly excel in the job — and whatever the answer is, you can think about whether or not it’s something you’re likely able to do.


Questions about the Company

​7. “How would you describe the culture here? What type of people tend to really thrive here, and what type don’t do as well?”

If the culture is very formal with lots of hierarchy and you’re happiest in a more relaxed environment, this might not be the right match for you.
Similarly, if it’s a really competitive environment and you’re more low-key, or if they describe themselves as entrepreneurial and you prefer structure, it might not be an ideal workplace for you. If you don’t have a lot of other options, you still might decide to take the job anyway — but you’ll usually be happier if you know what you’re signing up for, and aren’t unpleasantly surprised after you start.


8. “What do you like about working here?”

You can learn a lot by the way people respond to this question. People who genuinely enjoy their jobs and the company will usually have several things they can tell you that they like about working there and will usually sound sincere. But if you get a blank stare or a long silence before your interviewer answers, or the answer is something like “the paycheck,” consider that a red flag.


9. Ask the question you really care about.

Sometimes people use their turn to ask questions in an interview solely as an additional chance to try to impress their interviewer — asking questions designed to reflect well on them (by making them look smart, thoughtful, or so forth) rather than questions designed to help them figure out if the job is even right for them in the first place. It’s understandable to want to impress your interviewer, but interviewing is a two-way street — you need to be assessing the job and the employer and the manager, and figuring out whether this is a job you want and would do well in. If you’re just focused on getting the job and not on whether it’s the right job for you, you’re in danger of ending up in a job where you’re struggling or miserable.

So before you interview, spend some time thinking about what you really want to know. When you imagine going to work at the job every day, what are the things that will most impact whether you’re happy with the work, with the culture, with the manager? Maybe it’s important to you to work in an informal culture with heavy collaboration. Maybe you care most about working somewhere with sane hours, where calls and texts on the weekend or in the evenings are rare. Maybe you’ve heard rumors about the stability of the funding for the position. Whatever’s important to you or that you’d want to have answered before you could know if you’d really want the job, think about asking it now.
Of course, you shouldn’t rely only on your interviewer’s answers about these things. You should also do due diligence by talking to people in your network who might have the inside scoop on the company’s culture or the manager you’d be working for, reading online reviews at places like Glassdoor, and talking to other people who work there.
​


Questions about Next Steps

10. “What’s your timeline for next steps?”

This is a basic logistics question, but it’s useful to ask because it gives you a benchmark for when you can expect to hear something back. Otherwise, if you’re like many people, in a few days you’re likely to start agonizing about whether you should have heard back about the job by now and what it means that you haven’t, and obsessively checking your phone to see if the employer has tried to make contact. It’s much better for your quality of life if you know that you’re not likely to hear anything for two weeks or four weeks or that the hiring manager is leaving the country for a month and nothing will happen until she’s back, or whatever the case might be.
Plus, asking this question makes it easy for you to check in with the employer if the timeline they give you comes and goes with no word. If they tell you that they plan to make a decision in two weeks and it’s been three weeks, you can reasonably email them and say something like, “I know you were hoping to make a decision around this time, so I wanted to check in and see if you have an updated timeline you can share. I’m really interested in the position and would love to talk more with you.”

Job interviews are nerve-wracking. And sometimes, despite being prepared and getting a good night's sleep, they just don't go well.
 
Here's the good news: It probably didn't go as bad as you think. Interviewers know the process can make your palms sweat and cause you to lose your train of thought.
 
"We are all our own worst critics," said Kerry Hannon, author of "Love Your Job: The New Rules for Career Happiness." "Chances are the little voice in your head is a lot more critical than what the person observed on the other side of the table. Cut yourself a little slack."
 
But if you feel like you bombed an interview, and you're really interested in getting the job, there are still ways to recover.


You're in the hot seat and flailing 

​If you are sitting across from the hiring manager and find yourself rambling, tap the brakes.
The important thing to remember is not to panic. Take a deep breath (or three) and try to pivot the conversation away from you and back to the interviewer.
 
"You just need to stop the train of thought and pause. Shift the conversation back to letting them speak," said Hannon.
 
Ask a general question, such as: "What do you see as the biggest challenge for the person who takes this position?" Or "How would you describe the company's culture?"
 
It also helps to prepare statements about who you are as a worker, your skillsets and the unique contributions that you can offer — should you feel like you are going too far off track.
"Boil it down into a simple message and then just return to that if you notice you are talking in circles," said Anna Bray, an executive coach and career coach at Jody Michael Associates.


 
Put your thank you note to work 

Yes, you should still send a thank you note — even if you think you bombed the interview.
 
Not only does it show graciousness, it's also another opportunity to highlight your skills and experience or take another stab at answering a question that you missed during the interview.
 
Just don't apologize or admit to messing up during the interview, experts said.
 
"Approach it in a positive way," said Hannon.
 
Follow up and elaborate in the note on any questions that you don't feel like you answered adequately or details about your skills and experience that might not have been clear. Just be careful not to highlight something the interviewer might have overlooked.
 
"Follow up to elaborate, but don't admit you were a mess," said Hannon.


Put your references on guard 

If you feel like you didn't do an adequate job of highlighting certain skills or experiences, have your references help fill in gaps.
 
Let your reference know about the interview and alert them that (hopefully) they might get a call.
 
"Ask them to reiterate a point that maybe you feel like you didn't make well, or highlight something more that you and the interviewer discussed," suggested Bray.


Supplement your interview 

If you didn't put your best foot forward during the interview, follow up with additional support material that highlights your skills and experience.
 
Georgene Huang, CEO and co-founder of Fairygodboss, recalled a candidate who sent over a presentation that detailed what he envisioned accomplishing in the first 30, 60 and 90 days on the job.
 
"The candidate really went above and beyond, showing that he really wanted the job," she said.
 
 
Learn from your mistakes 

Not every interview is going to go perfectly, so it's important to learn from your mistakes. Sit down and review which parts went well and what areas need improvement.
 
For many people, taking a slower approach when answering will mitigate future problems.
 
"It's not a race," said Hannon. "Don't ramble, be confident and slow down and be calm."

​We’ve all been there, the dreaded rejection letter, email or phone call. It is never a pleasant experience, particularly if you’ve faced several rejections so far in your job search, it can be easy to feel dejected and disheartened.

You may have been well prepared for the interview and felt that it went very positively, yet the final outcome was far from what you were expecting. This, of course, can be frustrating.
It’s important to remember that the way you handle rejection is just as important as the skills on your CV when it comes to securing a new role. If you allow rejection to knock your confidence and make you doubt your abilities, it could negatively affect your performance in future interviews.
If a rejection email does ping into your inbox, here a few things to remember to help you remain positive, optimistic and motivated.

1) It Is Not All About You
It’s easy to take a rejection personally by blaming your personality or interview technique on your failure to land the job. Try not to read too much into your rejection, these decisions are rarely based solely on your performance. If you’ve prepared fully and tried your best, there’s little else you could have done.
Most of the reasons behind hiring decisions will not be made apparent to you. You may have performed excellently but there could be other factors at play. For example, there may have been a very strong internal candidate who is already familiar with the business, or another candidate with slightly more relevant experience than you. These are things you cannot change; they’re beyond your control.

2) Rejection Is Not Feedback
Don’t just assume that everything you’re doing is wrong because you didn’t get the job. It is perfectly acceptable to politely ask the recruiter or employer for more detailed feedback about your interview in order to help you improve. Remember though, interview feedback can sometimes be bland and unhelpful, so do seek out other genuinely useful feedback where possible. You could seek the advice of an HR professional and try out a mock interview in order to practice and get some constructive criticism.
As a recruiter, we endeavor to follow up on interviews and give feedback to candidates wherever possible. However, we are only able to pass on feedback that’s provided to us – which is not always forthcoming from busy employers.

3) A Fresh Approach
Don’t carry interview baggage around with you. Approach each new job opportunity with a fresh perspective and a positive attitude. Tailor your CV to best match a new opportunity and fully research and prepare for a new interview. If you made mistakes or felt unprepared in your last interview – learn from this but don’t keep it at the forefront of your mind, it will only make you nervous. Every company and hiring manager is different and will have a different idea of the ‘ideal candidate.’ Keep a fresh approach while remaining true to your personality and experience.

4) Keep Learning and Developing
Your confidence can take a hit when you get a rejection, so it’s important to work hard at keeping your morale and motivation levels buoyant.
Especially if you’re not in current employment, it’s a good idea to keep your skills sharpened and your experience up-to-date. This may take the form of a part-time training course (if relevant), a charity project, mentorship or a voluntary position in a company of interest. By keeping professionally active in this way, you can aid ongoing development, boost confidence, give yourself a focus outside your job hunt and provide a discussion point in your next interview.