Desired Salary Quoting and Salary Negotiations
Desired Salary Quoting and Salary Negotiations, available at Free, has an average rating of 4.55, with 19 lectures, based on 57 reviews, and has 2982 subscribers.
You will learn about Know what to put for ‘Desired Salary’ on the application and phone screen How to Impress HR with Your Salary Negotiation Perform a Salary Survey Alternative Salary Negotiation Methods and Items How to Reach the Top Salary When They Say Yes How to Save the Negotiation When They Say No New Hire and Existing Employer Salary Negotiations This course is ideal for individuals who are Entry to Experienced Professionals or Earners between $30,000 and $120,000+ or New Hire and Existing Employees It is particularly useful for Entry to Experienced Professionals or Earners between $30,000 and $120,000+ or New Hire and Existing Employees.
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Summary
Title: Desired Salary Quoting and Salary Negotiations
Price: Free
Average Rating: 4.55
Number of Lectures: 19
Number of Published Lectures: 19
Number of Curriculum Items: 19
Number of Published Curriculum Objects: 19
Original Price: Free
Quality Status: approved
Status: Live
What You Will Learn
- Know what to put for ‘Desired Salary’ on the application and phone screen
- How to Impress HR with Your Salary Negotiation
- Perform a Salary Survey
- Alternative Salary Negotiation Methods and Items
- How to Reach the Top Salary When They Say Yes
- How to Save the Negotiation When They Say No
- New Hire and Existing Employer Salary Negotiations
Who Should Attend
- Entry to Experienced Professionals
- Earners between $30,000 and $120,000+
- New Hire and Existing Employees
Target Audiences
- Entry to Experienced Professionals
- Earners between $30,000 and $120,000+
- New Hire and Existing Employees
Salary Negotiations Introduction and Desired Salary Quoting
It is estimated that 85% of employers expect job candidates to negotiate salary. The reality is that only 37% to 44% of candidates enter into some type of negotiation. The lack of salary negotiating in your career can cost an average of $500,000 in lifetime lost earnings. In addition, women are much less likely to negotiate than men. Not negotiating is a primary contributor to the female gender pay gap where women make 77 cents of every dollar a man earns.
Let’s explore some salary myths and common beliefs.
Myth 1. Salary negotiations begin after interviews when the offer is made.
In the past, salary negotiations were the final step in the hiring process or, for existing employees, a part of the performance review. Now salary negotiations often begin at the point of application to a job.
The following list presents the five points where a salary negotiation may occur:
- At the time of application,
- During the phone screen,
- In the first in-person interview,
- At the point of a job offer, and
- During a performance review.
When “Desired Salary” is used early in the process, the question is essentially turns into the “Guess What the Job Pays” Game.
Here are the rules of the game:
Negotiations don’t even happen if you cannot guess what the employer has decided the job is worth.
Myth 2. Salary is not used to screen out a candidate.
When applying for a job, the employers may elect to create pre-programmed fields inside the applicant tracking systems to eliminate candidates that do not meet a certain range of salary amounts. These same questions may also be asked during an initial telephone screen or first in-person interview. If salary is discussed this early, the employer is using this information as a way to screen candidates
Myth 3. Once the employer makes the offer the interview process is complete.
Actually no. When the employer is ready to make an offer, the salary negotiation process is used as the final interview in the process. It is important to know that you are still being evaluated for the job based on how you perform the salary negotiation.
Myth 4. The candidate will lose out if they throw the first number.
As long as the candidate knows the value of the job, understands the prevailing wages in the professional category, and demonstrates the ability to state their value, a candidate should be in a better position even if they state a range early on.
Guessing what an employer is willing to pay is a critical skill set in income growth.
Please join me in learning what to put for ‘desired salary’ and how to successfully negotiate salary.
Course Curriculum
Chapter 1: Desired Salary Quoting and Salary Negotiations Course Agenda
Lecture 1: Share a Job Posting for Analysis
Lecture 2: Salary Negotiations Introduction
Lecture 3: The 5 Points of Salary Negotiations
Chapter 2: Desired Salary Quoting and Salary Negotiations
Lecture 1: Desired Salary Quoting Introduction
Lecture 2: Salary Components and Quoting Example
Lecture 3: Salary Survey and Quoting Ranges
Lecture 4: Salary Survey Tutorial
Lecture 5: Salary Survey Recap
Chapter 3: Salary Negotiations: New Hire
Lecture 1: Salary Negotiation: New Hire Introduction
Lecture 2: Salary Negotiation: Who You Need to Make Happy
Lecture 3: Salary Negotiation: Alternative Negotiation Items
Lecture 4: Salary Negotiation: More Alternative Negotiation Items
Lecture 5: Salary Negotiation: The HR Approved 6-Steps to Success
Lecture 6: Salary Negotiations: New Hire Commitment
Lecture 7: Salary Negotiation: New Hire Scripts
Chapter 4: Existing Employee Salary Negotiations
Lecture 1: Salary Negotiations: Existing Employee Introduction
Lecture 2: Salary Negotiation: Commitment
Lecture 3: Salary Negotiation: Existing Employee Scripts
Lecture 4: Bonus: Linkedin, Resume, Interview, and Job Search Strategy
Instructors
-
Karen Gurney
Executive Search Consultant
Rating Distribution
- 1 stars: 2 votes
- 2 stars: 4 votes
- 3 stars: 7 votes
- 4 stars: 18 votes
- 5 stars: 26 votes
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