Salary Negotiations. Negotiating the Package. | No BS Job Search Advice Radio

Salary Negotiations. Negotiating the Package.

 

EP 2071 People are afraid of negotiating yet it is often essential to obtaining your value in the market. My guest today, Claudia T. Miller and I discuss negotiating in a way that you will understand how to do it for yourself.

Support for today’s show comes from Fiverr. https://thebiggamehunter.us/fiverr At Fiverr, you can hire a freelancer to do work for you or do freelance work for others.

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snow vs job search advice radio episode
2070
one i'm your host jeff often the big
game hunter
and welcome sorry i forgot the number i
apologize
today's show is an interview that i did
with claudia miller a couple of weeks
ago that i just got around to releasing
where we talk about salary negotiation
she is a negotiation strategist that's
her work
and i think she did a nice job on the
show hope you find this helpful give it
a great review wherever you listen to it
please give it a good review it does
help other people discover the show
and if you wouldn't mind could you
consider sharing it on linkedin
or facebook or twitter wherever you do
that kind of stuff
just share it and say something
effective for those of you who might be
looking for work
i thought you might find this interview
helpful is that so hard
now let's get going okay
so my guest today is claudia miller a
career
negotiation strategist who helps serious
professionals
secure dream jobs with dream salaries at
their dream companies
including fast-growing startups rockstar
mid-sized companies
and fortune 500 firms and tech giants
like
amazon google facebook some of these
people have received as much as
fifty thousand dollar bumps income
business insider selector is one of the
top most
innovative career coaches of 2020
and her work has been featured in forbes
msnbc
yahoo finance as well as other major
news outlets
claudia welcome glad to have you on
appreciate you making time thanks jeff
thanks for having me
you're very welcome so here we are one
of those complicated times
in the world and there have been other
complicated times and there'll be
more complicated times so when the
economy is in turmoil
you know crisis blowing up
pandemic panic all those sorts of things
is it even possible to negotiate a
better comp for yourself
yeah of course it is jeff um you know i
always like to say
that even in turmoil there's going to be
companies in huge need of talent
especially to
withstand with what's happening in the
industry or within the companies
so with that knowing that there's a need
and we're going to talk today folks
about you know some of the myths
and fears that job hunters have about
negotiating
because i know a lot of you you work
real hard to get those offers
and you're afraid to blow it that's not
the way you think if
you're afraid of blowing it by
negotiating like they're suddenly going
to say
this person can solve our problems and
help us make or save 10 million dollars
but we're going to rescind the offer
because they ask for 5 000 more so
what sort of myths or fears that you
tend to see people have
with regard to negotiating yeah so
there's a lot of
myths and fears happening around sound
negotiation especially
when we don't actually do this whether
it's weekly
monthly even annually i've actually
worked with a lot of professionals who
are
in executive positions have been in the
industry for 20 plus years and have
never negotiated their salaries
and it all comes around this fear the
unknowing
most the most common myths and fears
that i've seen is
you know what if i lose the job offer if
i negotiate what if they pull back the
offer
um or will they think that i'm being
greedy um or is
maybe they think that i'm not really
interested in the role in the company
and i'm just more after the money i
don't want to be seen like that person i
don't want to seem pushy and i don't
i'm not dealing well with confrontation
and i don't want to have
a confrontational conversation whether
it's the hiring manager
or someone in hr where do you think
people
get that idea from well i mean
it's very common especially here within
the us where we don't discuss salary
it's very hush hush like we never talk
about money
and if you do you're seeing as you're
boasting or you're trying to show off or
you look sleazy
so i get it a lot of us don't talk about
money especially how much we make or how
much do our peers make
so they like to keep um a lot of us
don't discuss it as much
and therefore we're kind of suffering
silence we figure out am i getting paid
enough
maybe you heard potentially a co-worker
or a peer that does the same work as you
um is getting paid you know a lot more
than you are then you see the stats and
figures saying
you know this is how much you're being
underpaid but there's also that fear
of we don't negotiate so it's not
something we do comment every day and
let alone
at such a big level of where you know we
were discussing 5 10 15 even 20k
salary increases i think it's funny i've
always thought employers are behind this
behavior
because information is power and
it's the people who work on the payroll
systems who are always advantaged
because they get to see what the comp
level ranges are
and who's making what and i know
historically people i've known
on payroll systems have always gone oh
my god that
idiot is making 15 000 more than me
what's wrong with these people but they
didn't have the information
so i've always thought that employers
are behind this
because if you keep the masses quiet
and not talking about this stuff no one
knows any different
so what do people do in order to
negotiate given their
well let me back up for a second here
you know
they're afraid of that they're going to
lose
the job they don't want to look greedy
they don't want to seem as though
they're bad
people how do you break that
i know there's other things that people
are afraid of doing how do you start
breaking that mentality
yeah so it's all around mindset one
thing i recommend to my clients is to
write down what fears
or what thoughts do they have around
sound negotiation
like we mentioned oh my god they're
going to think i'm greedy
i'm not i don't want to deal with the
confrontation i rather just take my job
offer and
be grateful and then you know start
working maybe they'll recognize all the
great work that i do and they'll just
promote me or give me a salary increase
and you know there's different ways of
approaching um sound negotiation so
whether it's internally within a company
or you're a job seeker so
one of the best ways to really increase
your salary especially as a job seeker
is being prepared you want to make sure
you
do a lot of research within the company
listen to the company earnings
what is going on with their press
release what are their competitors doing
um you know do they have a very a
product or service that
you know their you know whether clients
or customers are raving about so do a
lot of this research and
you know when job seeking people tend to
practice maybe
one or two maybe three days before the
interview and trying to get a lot of
this information as possible but
three days you can't compete with
someone that's been prepping for two to
three months
with you know just two three days of
work so those people are always going to
have the advantage because they have
time in their favor
and they've had time to practice get
company insights
build almost like a great business case
that will set them apart from the
competition
and the competition i mean all the other
candidates they're competing against
and i love that idea of developing a
business case and
i'm wondering you know sometimes i'll
tell people that i
coach have you considered speaking to
some of the people who work there to get
a sense of salary ranges
because institutionally these days
there's some places in the country
where a firm can ask you what you're
making and there are other places where
they can't
good news for those who can't uh because
you're hired based upon value but
as opposed to the previous salary but
for those places where you're
trapped by the so how much are you
looking for
and uh how much you're making now that
seems like a pretty big increase
you know i tend to think in terms of
speaking to people internally beforehand
to just get a sense of ranges
so you know how to play the cards out is
that what you tend to suggest to people
or do you approach it differently
no jeff i totally i'm in agreement um i
actually tell my clients to reach out to
two to three levels above
within the company itself and why is
that is because
if you ask a person that'll be your peer
they're not going to want to
tell you about their salary or how what
range they're in
but if you ask maybe one person that
used to be in that role or now they're
two three levels up they can say oh yeah
for that role
um you know typically you should expect
between this average
um and it should fall within those lines
especially here within the company
um it becomes easier to disclose as
opposed to like oh i
make anywhere between this number people
are tend to be more honest
if you go two to three levels above
that's a that's a good point because
you're right people are reluctant to
talk
and if you have an ally within the firm
like if they happen to introduce you to
the organization
as someone i coached recently stepping
into a cmo royal head
you know he was approached by someone
that he knew who joined this firm
who knew they would get an employee
referral bonus
if he was hired and thus they were
walking him
through everything along the line
including
what the concerns were now was he going
he was coming from a larger firm to a
smaller firm
would he feel challenged what you know
all the sorts of worries that
organizations have
and thus we were able to strategize
walking in about how to communicate with
them
including the salary material is a
terrific success
and i'll just simply say folks you know
she's telling you some good stuff here
pay attention
don't click away it's really worthwhile
so
the first thing is talk to people a
couple of levels
up so you get real information
what else can people do to strategize on
the way in
in order to deliver well
yeah and you kind of touch on it a
little bit too it's
having someone refer you you know almost
give you the red carpet because they get
paid out on bonuses so
there's a lot of companies especially
like these bigger companies where
if an employee refers someone and they
work there for at least 90 days they can
get paid anywhere between 300 and 3 000
dollars so that's the fastest way for
you to go through that process and then
be able to get a lot of that company
insight that allows you to prep and
bring
over like a lot of these challenges and
pain points that the employer
is currently um going through and then
you could be that person that savior to
say
i know you're currently going through
this or you're looking to achieve x y
and z
i can help you with that the best way
the best strategy that
i've been able to get clients i mean up
to fifty thousand dollars in salary
increases and this doesn't even include
any salary
um doesn't include commission and bonus
my i apologize
um so this is just base salary around 50
000 and it's through that strategy i
just talked about being so prepared
being able to stand out from the
competition that
um i like to use this analogy that you
never offer the same salary you do to
michael jordan
than to someone that's just coming out
of college um with some you know rookie
experience
there's you just can't compete with
michael jordan he's at a whole nother
level
and that's how i like to position my
candidates to be at a whole nother level
that
they automatically command and get those
higher
you know end of that salary range and
all they have to do is negotiate maybe
an extra 5 10
15 000 salary increases but the employer
doesn't know that they just made a 50k
salary bump right
it's funny we had the same thing with
that person i mentioned earlier
where ultimately he and two other
finalists had to present to
a panel uh their thoughts about
how to do the role what the challenges
were and how they were going to tackle
it
they walked out of the meetings after
the three and said this guy was so well
prepared
he had some very clear ideas about what
to do use their language
which is another little thing in the
presentation speak the language of the
organization
so they wanted him the president of the
firm wanted him
very badly and everything they did from
that point
on including the negotiation when they
lowballed him a little bit
he was able to say but you told me he
was a range of this to this
and you've offered me the low end let's
come back to the high end
yeah and a good oh sorry no please
oh i was gonna say i know some people um
are shy
or they don't want to be confrontational
a negotiation conversation should never
be confrontational it's a conversation
with another person
and a quick line that anyone can use
even if you're an introvert or shy
is you know i'm actually looking for
let's just say it
the salary can pay anywhere between 60
to 100k
and they offer you um you know 75.
you can say well i'm actually looking
for a salary of 95
000 you know is there any way we can
close this gap
and then just stay quiet let them figure
it out let them get creative with that
solution
let the silence do the work
you know it's kind of like when people
make offers i
have a video out called the the single
the easiest way to negotiate a higher
salary for yourself
and though the technique i suggest to
people is when you get the low
offer you suddenly go huh
and you're quiet and they know there's a
problem right away
especially when you say i'd like a
little bit of time to think about it can
i get back the day after tomorrow
so that in this way they know there's a
problem
so they started to get ready for the
negotiation which isn't a bad approach
the stall and put the pressure on them
yeah even when they tell you well you
know this is really what we have
budgeted for
you can say no i'm very excited about
the role um you know i just need a few
days to
look over the offer letter as well as
the total comp plan do you happen to
have
a resource where i can reference that
because there's so much more you can
negotiate than just your salary i would
say always negotiate your salary but
there's also
whether it's pto or bonus commission
professional development
now that we're working from home a work
from home allowance so that way you know
you can have for your wi-fi your phone
and
maybe a monitor that you need to buy a
desk or whatever that may be there's
just so much more
and i even had a client where they
typically didn't go through the comp
plan or the benefits and then they
realized
their their child had you know
had to do a lot of medical cost and
their current health insurance was
covering a lot of it
this new company they would have had to
pay almost an additional 600
a month because it wasn't covered
through that service so
that's what i mean you don't want to
have to go negotiate your salary and
then say oh and by the way here's some
additional things you kind of want to do
it all at once so that way
it becomes a total package and you're
able to express you know what you're
looking for overall
given the fact that there's so many
things that can be negotiated
which things should the person start
with
in the negotiation so that you know
they can escalate get some easy wins
and go from there yeah so i mean for
you know people that are working at a
non-profit and it's very grant based
it's going to be a little bit harder to
negotiate your salary um
just because it's all grant-based it's a
non-profit if you're going to non-profit
especially the smaller ones
you're probably not going there so much
for the salary more for you know you're
able to contribute
you know to the community and be able to
do a great thing um so that might be a
little bit limited now you can always
say
for example if you're a grant writer you
can say you know i you know i'm
very interested in this role and i'm
more excited about the mission that i'll
be able to work with
you know within the organization um what
if we were to discuss this within six
months and then from then on we can
discuss again compensation um based on
my performance so if you were
able to bring i don't know an extra 500
000 in grants
then you can negotiate your salary um so
it's different strategies depending on
where
um the person is going um now if you
know that there's
the market is paying 20 to 30k salary
uh higher than what you're currently
being paid that should probably be your
primary focus now if it's a line within
like five to 10k of what they're
offering do that but also look at
additional benefits like i mentioned
the health insurance especially if you
have a loved one that
uses a lot of those medical benefits
that you don't want to incur
those costs and it outweighs what you
might have received in your salary
increase
yeah it's funny um so often people are
afraid of raising these subjects
especially the benefits ones where
third-party recruiters basically tell
them
oh no that's off the table
they do it for you they got to do it for
other people yes so
yeah then let's do it right
but all they're trying to do is close
the deal folks and i just remind
you of that because especially when you
get to offer time
if you're working with a third party
recruiter all they care about is
collecting the check
at the end of this and you're the easier
person to beat up so
just be aware of that folks at that
point they are not your friend even
though they've been sweethearts up until
that point
all they care about is let's bring the
deal home
okay and i can move to the next hire for
the next role
exactly right so we're talking here
about
negotiating the secondary items
before we get to the money did i get
that right
um well i mean it's you want to look at
the total comp plan you want to make
sure that you're
when you give a range to like you're
discussing salary don't give the salary
range that the market is paying
start with the lowest being with what
you want and then the upper range of
that salary
when having these conversations and
you're able to know what that upper
range
is by doing your research and to talking
to people
like we mentioned that have been in
those roles that should know
you know what is part of like that
payment or that salary for that specific
role
um and then looking at other benefits
that the company offers
glassdoor does a great job of like
letting you know
um here's what the base salary is more
than likely plus bonus and commission
there are companies that are known for
giving sign-on bonuses maybe you didn't
get offered one and that could be a good
way to close that gap
or through stock a lot of companies
don't really increase much in base
salary but you get a lot of that
increase your benefits through stock or
restricted stock units um where i've
seen where clients
are you know making 250 000 and maybe
they made a jump and they're now making
260 000 but now
they get a you know monthly not monthly
but maybe quarterly or an annual check
of an additional 40 50 000
all because they focus also on those
additional
benefits that are happening so again
this is part of still the comp plan it's
still money in your
pocket that you can do with whatever you
wish to do um
but it's again looking and realizing
what are you most interested in
what do you what should you be focusing
on um
and i always think about like what is
your worst alternative that you're
willing to take
and your best alternative also if you're
going to
back to school do they have a
professional development stipend will
they be pay for your
um schooling as well like those are
things you want to take into
consideration because again it
impacts your well how you get to spend
your money and you want to make sure
that you take a holistic
overview of what your lifestyle is and
what your goal is and how the company is
going to help you get there
did i ask you to back up one second for
those people who don't know what an rsu
is
restrictive stock unit could you explain
the basics
of what an rsu is yeah so some companies
typically whether it's like in sales
or um big companies like google
microsoft
nvidia amazon a lot of them what they do
is since they have
stock that is worth a lot um they might
say okay we're gonna give a certain
amount of stock
during this time or during your
performance reviews we may not
give you a salary increase but maybe
we'll give you this amount of stock
and it's restricted so it it works on a
schedule
so you might not be able to tap into
that maybe for one year
and then after that you get a check not
a check but these are stocks that become
available
um once a quarter or monthly however the
company has that set up
and then you can go ahead and sell that
so if you get
um let's just say five like five stocks
and they're each worth a hundred dollars
you can sell though and that could be an
extra 500 every quarter or monthly or
however that system is set up
i used to negotiate with uh one of my
consulting clients
uh and rsu's became the successor of
stock options
in the days after sarbanes-oxley when
firms just didn't know how to account
for stock options anymore
so it got converted to the idea of an
rsu
and what i would negotiate there is what
the vesting period was
yeah often i wasn't able to get it for
them
but sometimes i could and you know
what happens is let's say that grant is
25 000 rsu's
at the time that you join based upon the
public stock price of
whatever it is it invests
annually in 20 increments
well you can sell that it's actually
yours
you know at the annual milestones and
different firms structure it differently
so try and
negotiate those amounts as well as the
one the vesting period is
so what else should we talk about in
terms of
how people should negotiate you're the
expert for today
yeah so i mean for sound negotiation
there's a lot of preparation that needs
to happen it's not something that you do
once you get the job offer and then you
say all right let me google how to
negotiate my salary offer
um by that you might be able to get a
small increment but you're
left a lot of money on the table at this
point best way to get those big seller
increments is
get doing your research getting to know
the company like you said the voice of
the company
using their language getting company
inside what are they currently
you know what are their challenges what
are their pain points they're a public
company
what are they saying on their earnings
call is their goal for the next
quarter or six months or the next year
that you can use that as ammo during
your business case but the next part
also
is you being comfortable you should be
practicing
having these conversations um there are
people that you know
like i said most of us don't negotiate
we're if i were to say
you know go to starbucks next time you
go to starbucks um
you know go ahead and ask them if you
can get a 10
discount just or any store whatsoever
most people won't do it just because
like again it's not
part of our culture it's not something
we do very often
so you definitely should be practicing
sound negotiation conversations just
like i mentioned earlier you know
i'm actually looking for a salary um a
salary base of a hundred thousand how
can we close that gap
and being comfortable not um so i
um uh so a hundred thousand that's what
i'm looking for it can you
is there a way that all of a sudden
your turn out your tone your body
language
is speaking for you and you're less
likely to get
that increase or for them to take you
seriously they can already say
you're right clearly this person is not
comfortable negotiating they're going to
take whatever we give them they're just
kind of
you know just trying to play the game
but they're doing a horrible job at it
that's what you want to practice whether
it's with um
in the mirror and then with a partner or
a friend
i have clients that actually you know
talk to their pets
uh probably not cats but dogs or their
bird or whatever that is just so they
can start practicing feeling comfortable
saying it out loud
and i even have my clients record
themselves listen to the audio only do
you sound confident
um do you actually wait or do do you
feel very uncomfortable with silence
that all of a sudden you start
rambling on also with video how do you
come across like
this might be conversations during a
video call or they might ask you during
the interview
what salary range are you looking for or
for this world we're looking to pay this
much
is that aligned with what you're looking
for so it's just getting comfortable
with that and being able to have those
conversations that
are not very common and every time a
firm
asks you a question about money that's
when the negotiation has begun
it's not at the back end they're
collecting data from you
about what you're willing and unwilling
to do so even if they say
you know this job will pay uh 125 to
150.
are you okay with that oh
i don't know you want to be a little
question about your flexibility is
always a negotiation question
their question about what you're earning
and whether you're willing to work
within this range they do it in the
first conversation with you you don't
know anything about the job and
they're negotiating you have to be able
to respond to that in graceful ways
that deflect it so you can get on to the
assessment to collect information and
thus
how do you tell people to deflect
at that first conversation well i
and like you said you just talked about
that you don't even know what the
responsibilities entail
so you know if you have like a recruiter
or hiring manager or someone in hr
whatever the first interview and before
you even know about the world they're
saying
you know what what is the total uh what
is the compensation that you're looking
for in this role or what is your salary
range before we move forward
so that way we know we're on the same
page that's typically what they tell you
then you say you know what jeff you know
i'm you know i'd definitely be happy to
um discuss that but first i really want
to get to know a little bit more about
the roles and responsibilities
that way i have a better insight and
better overview of
what that's going to take or what you're
looking for in your in the person in
xyz row you're deflecting and saying hey
by the way i want to know more about the
role
um international showcase is that you're
more interested in the role than just
the compensation
and again if let's just say you're a
manager and
you're applying for a senior manager
role and you've only managed let's just
say 30 people
um and then you asked i don't know 15
20k
dollars in increase or you're looking at
least around that saturday range and
then afterwards
you realize that you're gonna be
managing a team of 300 with a budget
two to three times and probably big
responsibilities
then is it that 20 30k probably
lowballed yourself at this point so you
want to get more insight into the world
what is this going to take
how are you measuring success you know
how many people will i be working with
what are your current challenges within
the organization or the department
and do you have the resources to be able
to meet those demands
that information is going to be vital in
order for you to assess
where should how much more can you be
asking for and how much
should you getting a paid that will make
you happy with the world because the
last thing
you want is negotiate let's just say you
make a 10 000 or 15 000
increase from your previous job and now
you move into a role and then you within
two three months you're gonna say i'm
being underpaid
this is so much work this is ridiculous
and you're just going to beat yourself
up and
the company and the job
seeker or the candidate are both going
to be miserable because
you're not going to be performing to
part or you're going to be miserable or
you're going to be
impacted and then you're also going to
be hating the company because
you know you're you're being underpaid
at this point
and folks just remember that the goal
when you join a firm is not to have
regrets
is to be able to walk in cleanly and
excited
and you know be in a flow state when you
when you join the organization
and not feel as though oh they beat me
up to take this
job okay i'll do it and
harbor that resentment and many of you
have told me
oh i would never do that but you do
it's human nature people wind up being
resentful
and it poisons the well for the new
organization
so better to tackle it proactively
than to tolerate because
you really don't so i just want to
reiterate one thing
that that we've said and that is there's
lots of opportunity to deflect that
opening question about money
and put it back on the i need to learn a
lot more
and it also suggests to me that one of
the things that i think a person might
consider
doing is not just simply review
what their salary range might be
if they were static and joined an
organization at the same
level with the same responsibilities
but a step up in class as well like you
gave the example the person who manages
30 35 people versus the 300
of the new role which is a great
opportunity but carries a bigger scope
of responsibility
more effort and is a step up in class
for the person
so it suggests researching that
too when you walk in just in case you're
surprised
did i did i read between the lines
correctly there
yes yes you did jeff um and you know one
of the things
too that i've seen happen
is um people usually ask like well when
do i know i can negotiate
you know do i even bring this value and
my thing
is a good way to know is you're getting
the job offer
you should always negotiate they already
brought you in for an interview that
makes you qualified and good enough to
be able to negotiate and start
having those conversations especially
when it comes to the process of when you
do get that job offer
that means that they see you as a
valuable candidate that can bring a lot
of value to the company and like you
mentioned anytime they start discussing
that that's when the negotiation is
starting
and i even say it happens even before
the way you submit your resume the way
if you're able to be referred that
already elevates you as a candidate
throughout your interview process you're
elevating yourself
and building a stronger business case
that makes you the most desirable
candidate
among every other person out there and
if you're able to really touch on their
pain points and
what they're looking to achieve the
people will pay more money so
an example is i had a client and they
actually told her that the
job paid anywhere between 120 to 130.
um we had her prep she did a lot of work
behind the scenes and by the time they
came to it they actually offered her 138
000. that's eight thousand dollars more
than from the sally range they said the
position was willing to pay
why because she was a desirable
candidate
and they didn't want to lose the
opportunity of losing her
and they also don't want to offend they
are you know nobody wants to go with
their second option
especially when you made such a big
impression um you want to carry that
throughout the entire process so that
way
when it does come time for them to offer
them to give you the job offer and then
you're negotiating
you're you'd rather be on the higher end
of that salary range
and negotiation 10 15 20k maybe
additional bonuses
or whatever that may look like then to
have to
justify why you should be on the upper
range of that salary and not even be
able to tap into these
additional benefits um that you could
have been exposed to had you prepared in
time
and what form did the preparation take
that you put the person through
uh so we looked through the company so
like i said i
i always like to check the health of the
company as well
so just because they're interviewing you
you know i know most people feel like oh
they're interviewing me
but it should really come across as
you're interviewing them you want to
make sure
especially with everything happening
right now you want to take pulse of that
company make sure that it's
viable it's going to be somewhere that
you can go into and be successful
so i had this person look at their press
release
even the day of their interview it
actually got released that this
company um had just been acquired by a
bigger company so
she came in prepared saying you know i
understand that this company just
just got acquired you know do you see um
you know what it's going to look like
based on like responsibilities or the
goals
due to this new acquisition or this
merger
and they were she was able to have a
candid conversation with the vice
president of the company
and it just was able to build rapport
and it showed that she was on top of it
it had just been released that same
morning
it was like around i don't know six
seven in the morning and she had the
interview around 9
30 in the morning so she knew to be
prepared
and she already had built a business
case and had come up with a story bank
of everything that just went align it
just felt perfectly
and we identified in the first
interview from the hiring manager that
you know she was able to
ask you know am i your top candidate for
this role do you have any hesitations in
me
fulfilling this job successfully and he
was like no i think you'd be great i
would love to have you on board
but i also need to get the approval of
my manager
and my boss i will tell you that they're
looking for someone more with a
consultant background
so we had time to prepare and we
positioned her and showed her
consultation
or consultative skills that all of a
sudden they're like oh
well you're perfect and you have
experience consulting
what she did in different aspects of her
previous jobs just never had the
consultant job title it's interesting
how packaging really makes a difference
in every step of of an interview process
so i love that that you outline that
especially the press release part
because so few people do that i know
i'll periodically tell people to
to set up google alerts for press
releases related to firms that they're
interviewing with
but sometimes those come out a day late
so so
the notion that you're up to date with
what's going on because
surprises are really good
in job search yeah so what haven't we
covered yet that we really should
yeah so um another thing that i feel
that with
when it happens to sell our negotiation
is
you know there's just so many aspects to
it we talked about mindset preparing
yourself knowing that you do
are a great candidate should be
negotiation negotiating and going behind
the scenes and
talking to people within the company to
give you insight
as well as prepping during the interview
um
you know making sure that you're making
a case of why you're the top candidate
as well as being prepared and practicing
over and over again so that way you come
across as very comfortable
the other thing is is reframing your
thoughts and this is kind of tied to
mindset as well
where people think that negotiating your
salary is gonna make you look greedy
it's gonna it's just sleazy of you and
what i tell my clients is that
negotiating your salary
actually gives a glimpse into the
company of how you're gonna be vouching
for the company themselves
especially if you're looking to move
into you know roles above
um is you know they're not going to see
you as sleazy they're seen as you know
your value
and you're willing to have a very candid
but very
calm conversation or this seller
negotiation and that also
shows the company that when you are
representing the company themselves
whether you're negotiating vendor
contracts you carry yourself the same
way
if you're not negotiating yourself
especially if you're going for a manager
position up
how can i trust you as a manager to take
care of the company and manage or
negotiate these contracts when you can't
even do it for yourself
are we going to be paying additional
because you're so uncomfortable
negotiating at this point so you want to
showcase your negotiating skills
and there's a stat out there now i can't
remember if it's 79 or 80 percent
um so don't quote me on that but it was
something around the lines of
70 79 of candidates that negotiate their
salary
got the salary increase and they
actually
stayed longer within their companies
because they were happy like they came
in happy
knowing that they were going to get paid
what they're looking for
what they're valued at and there was a
company they're excited about
so that's just kind of a also a little
bit of background with sound negotiation
how to reframe yourself
in the movie the godfather al pacino
has a moment where his older brother
character
uh is making it seem like he wants to do
the hit
because it's personal to him and he
looks up
at his brother and says it's not
personal it's all business
and folks take a lot of things
personally in negotiation
because of their own anxiety so
comment calm yourself down recognize
it's just
business on their part and get you a few
dollars less
they've got more money in the budget for
other people
so since you're responsible for yourself
as the ceo of your own organization with
your own
shareholders of your wife husband
partner the kids
the dog the cat whomever you're the ceo
of your own organization
with shareholders at least ask the
questions
at least give it a shot if they say no
they say no
and then you have another decision to
make as to whether or not to say yes
or whether you say no
and sometimes i know with clients of
mine negotiating for them
began at the no not before that they
they pretend but they really didn't
negotiate until they
kind of know so
is there anything else yeah so um
i wanted to give a kind of a case of
what might look like behind the scenes
so i actually had a client like you said
everyone in
paper knows what people are getting paid
and i had some
insight where they were telling me how
prominent it or how common it is for
people not to negotiate especially women
um they're less likely to negotiate and
so this is at a company where um they
had different divisions
and it was vp so there was a
gentleman who was getting paid around
225
000 for a vp level and this person
um was getting hired in she happened to
be a woman
and was going to be vp of a different
department both value
really great backgrounds education
everything was there
and she didn't negotiate her salary and
she got
180 000 while her peer is getting
around 225 000. now as time goes on
those salary gaps will keep increasing
so now you're not only behind ten
thousand but as years go by now you're
behind thirty thousand
forty thousand fifty thousand or even
seventy thousand depending how far you
go in your
career but this is again a vp
level so don't feel that once you get to
that
director or senior director or vp role
then you're going to negotiate
you need to start now because as the
more you don't negotiate
the more money you're leaving on the
table and you're gonna be this person's
getting underpaid
almost forty thousand dollars doing the
same role
imagine what you can do with an extra
forty thousand dollars a year
and uh i want to take in one extra level
and make it concrete
over five years assuming a
three to five percent increase per year
we're not talking about forty thousand
dollars we're talking about more than
225 000
and most people i know can't afford to
leave that on the table
so you know and here's the extra piece
i'll just close out with and say and
you're going to be evaluated in the
future
not just simply based upon what you know
but firms are going to say you know
she's making 175 180 and
we'll talk about two
she'll be happy with that and you won't
be treated as seriously as
the 225 person it's just the way people
think
and thus it's important to cut it off
now
rather than let it linger this is good
i'm sorry i was just saying you just i
think touch on a great point too you
are seeing more valuable so if you were
to have
a i don't know a expensive hundred
thousand dollar car
you're gonna take more care of it than
you were to have a twenty thousand
dollar car
right it's just it happens with it there
are probably places you won't even park
in it you'll probably be careful and
same thing when you are talking about
employees or being
considered it that person that guy that
vp is going to be considered a higher
level
for whatever may be just because of
compensation because he happened to
negotiate
while the other person who didn't
negotiate is seen lesser of because she
didn't negotiate she's getting paid less
therefore you pay what you get for right
so get paid on the higher level and all
of a sudden it also brings that
um value command and respect that comes
with that salary pay because you do
happen to negotiate
and build a strong case for you and why
you're worth it
thank you this has been fun we got to do
this another time how do people find out
more about you and the work that you do
yeah so they can go to claudia t
miller.com so tias and tom so claudia t
miller.com and you know it's my website
and through there um
you know i'm offering 30 minute
complimentary calls where
you know whatever you want to discuss
whether it's sound negotiation job
search
is your resume working how can you
improve in your interviewing skills
um we can discuss that during the
complimentary session and i can give you
pointers and tips on how
you can optimize or get better results
and uh
it's all free like i said
claudettemiller.com
super it'll be in the show notes folks
so that's today's show i hope you found
it helpful
and if you did i've got a lot that's in
the show notes that will help you
go there take a look at some of the
things i highlight
i know it can help you with your search
but i want you to do one thing
for me and that is put in your phone
the big game hunter dot u.s jeff alpine
my name and when you need help when you
need advice
when you have a question come over to
the website go exploring in the blog
contact me for coaching or because you
have a question
i'd love to help you in the meantime i
hope you have a terrific day
and most importantly be great

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game HunterJeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2000 episodes.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a discovery call at my website, www.TheBigGameHunter.us

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