Finding a job is hard and most people make it even more difficult than it actually is. But, wait. It gets worse. They make it harder still by being incongruent with what they want, how they market themselves on their resume, and the job interview stories they tell.
Do you feel a little nauseous when the recruiter asks you what you want to be paid? Do you fumble when you get down to the end of the job interview process when it's time to negotiate your salary? Join career expert and award-winning author Andrew LaCivita as he discusses why you don't get paid what you deserve and how to change that!
I thought it’d be fun to share a few non-compensation factors I consider more beneficial over the course of an entire career. Even if compensation were extremely important to you, I’m suggesting these 9 career opportunities would be worth a pay cut because the return on their investment should be far greater than short-term cash.
When negotiating your job offer, there is a single factor that supersedes the rest that includes these six most important words. It actually makes no difference what you’re negotiating. That factor remains the same assuming you want whatever’s being negotiated to actually benefit both parties. Anything that doesn’t benefit both parties isn’t even worth negotiating.
Get free download of the milewalk 2016 Annual Employment Survey Results to learn the latest employment market trends that will benefit hirers and employees. 880 people weigh in with their thoughts on the job searching, employment, hiring, and more!
One of the most critical aspects in evaluating your current professional financial worth is to fully understand your compensation package. This goes well beyond the often easily understood salary or hourly wage and the sometimes not-so-easily understood bonus program. Enjoy this free download to help you gather your complete compensation picture!
I remember cringing as boss after boss gave me glowing performance review after glowing performance review. Yes—I actually cringed at these inane things that were something on the order of 20 pages, usually extremely late (according to someone’s schedule), and wildly inconsistent as they related to my “merit” pay increases. Those observations
In an environment of lean workforces and overworked employees, companies face significant challenges keeping their staff motivated. This is a special concern as it relates to top performers. Employers simply cannot afford to lose them. To address these issues, many leading companies are transforming themselves into "Pay for Performance” organizations. The concept
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