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Reader Questions – Salary Concerns – Twin Cities

2021-02-13 10:00:37 –

Second Sunday Series — Editor’s Note: This is the fifth in a row of twelve, focusing on the reader’s question, and is displayed for twelve months, one on each second Sunday from September to August. The questions in the previous column followed these themes: stay in a difficult work situation during COVID-19 or leave. Navigating age issues during job hunting. How much will you reveal in the interview? COVID-19 Resume Strategy; Finding a Job After Long Term Unemployment.

Amy Lindgren

In response to the confused and confused job market, I devote a year of “second Sunday” to job seekers’ questions. This month, I’ll give you a summary of three salary questions. Please let us know what you think.

1. Situation — The candidate is excited to have an interview scheduled after a few months of searching. She wonders when and how to do it, given whether payroll negotiations are no longer a “thing” and her enthusiasm for accepting offers.

Advice- Currently, the job market may seem very sparse, but wage negotiation practices are very lively. In most cases, the process hasn’t changed since before the pandemic. For example, it is still strategic to wait for an offer to be made before changing the state of the package. At that time, the candidate has both knowledge and leverage, so it is easy to create a counter-proposal that suits the situation.

However, one thing that may have changed is the extent to which candidates can push during negotiations. It can be difficult to approve higher salaries than originally planned, as some companies cannot predict more than a quarter of their sales at a time. To overcome this barrier, candidates can propose small increases over the long term or request early reviews to adjust future payments.

A light touch makes sense for this candidate who wants to get back to work. In this case, securing a job is prioritized over improving wages.

2. Situation — The worker has been with the same company for over five years and is looking for new opportunities within the company. Last week he talked to a manager who likes to work with him and learned that his new role would be a lateral move without increased wages. He is interested in that position, but is concerned about the impact on his career path if he makes an internal transition without raising his salary.

Advice- There is logic in the classic idea that wages should always go up, but life isn’t that complicated, especially when moving within the same company. Different companies (and departments) have different financial ecosystems, which makes direct comparisons difficult. Needless to say, a particular job is important enough for the candidate and less wages may be justified.

In this case, the employee is ready for a new challenge and ready to switch managers. But at the same time, he is not keen on testing waters with new employers. There you can do a “last in, first out” if something goes wrong.

The decision seems easy when he takes into account his interest in new roles and his affinity for new managers. Unless he is currently struggling to achieve his goals (and not), he will have to make a switch, even though there is no salary increase. It doesn’t make sense to stay dissatisfied with his current job when there are alternatives available. Also, there is no risk of compromising his overall career success due to lateral movements, especially as he will learn new skill sets in new areas of the company.

3. Situation — Early recruitment is compelling for senior college students. However, this does not include any salary. Only the commission paid after selling a certain number of units. If he accepts, this candidate will start with a week of paid training after he graduates, but then he will be himself. Is this a good deal?

Advice- Well, that’s not the case. On the one hand, commission income easily exceeds wage and salary income. This is one of the reasons why successful sales reps often stay in this plan. However, there are many caveats to consider. Is the company stable? Is the product available for sale? Does he have his own territory? Can he be given a lead to work with? And does the company respect his commitment to him and his customers?

With so many unknowns, it may seem wise to decline a job. But as always, the real answer may not be so clear. For example, if this remains his only offer as graduation approaches, this candidate may decide that it is worth a try. If you have an invoice to pay, it won’t work, but if he isn’t disturbed, giving it for months can provide a valuable learning experience.

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