Comments on: Terrible Interview Advice http://lancehaun.com/terrible-interview-advice/ Life between the brackets Wed, 08 Feb 2012 14:42:02 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Following Happiness Probably Isn’t The Path to Career Satisfaction : Brazen Careerist - A Career Center for Generation Y http://lancehaun.com/terrible-interview-advice/#comment-599 Following Happiness Probably Isn’t The Path to Career Satisfaction : Brazen Careerist - A Career Center for Generation Y Tue, 19 Aug 2008 11:21:15 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-599 [...] to Penelope (if you read through her comment sections, you’ll begin to understand) but despite my disagreements, it always seemed like she was interested in contributing to the overall careers discussion in a [...] [...] to Penelope (if you read through her comment sections, you’ll begin to understand) but despite my disagreements, it always seemed like she was interested in contributing to the overall careers discussion in a [...]

]]> By: Following Happiness: 60% Of The Time, It Works Every Time | YourHRGuy.com http://lancehaun.com/terrible-interview-advice/#comment-598 Following Happiness: 60% Of The Time, It Works Every Time | YourHRGuy.com Mon, 18 Aug 2008 17:17:53 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-598 [...] (if you read through her comment sections, you’ll begin to understand) but despite my disagreements, it always seemed like she was interested in contributing to the overall careers discussion in a [...] [...] (if you read through her comment sections, you’ll begin to understand) but despite my disagreements, it always seemed like she was interested in contributing to the overall careers discussion in a [...]

]]> By: Rhonda http://lancehaun.com/terrible-interview-advice/#comment-597 Rhonda Thu, 13 Mar 2008 04:21:46 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-597 I love the negotiation part of the employment offer. It is really how you find out about the person you think you want to hire. I've seen them all - from the ones who do themselves harm by throwing out a number that's too low, to the ones who think they make themselves more attractive by 'playing hardball' (we're a sales company). The approach that's worked best for me is to give them a choice: you can tell me what your expectations are, or I can tell you what the range is. Then we go from there. Almost always, they want to hear the range, which is the right option. They certainly don't always accept the range, but I make sure they know negotiating doesn't offend me and as long as we're open and honest (where Ms. Trunk and I seem to differ), it will work itself out. I have had people say no, and I've said no to them. I shake my head at the new college grads - and the colleges themselves - who are told by their advisors and their parents that they're worth $70k from the day they graduate. Alan and HRGuy are right - we're in a 'buyers market' and some people should be happy with whatever they're offered. I love the negotiation part of the employment offer. It is really how you find out about the person you think you want to hire. I’ve seen them all – from the ones who do themselves harm by throwing out a number that’s too low, to the ones who think they make themselves more attractive by ‘playing hardball’ (we’re a sales company). The approach that’s worked best for me is to give them a choice: you can tell me what your expectations are, or I can tell you what the range is. Then we go from there. Almost always, they want to hear the range, which is the right option. They certainly don’t always accept the range, but I make sure they know negotiating doesn’t offend me and as long as we’re open and honest (where Ms. Trunk and I seem to differ), it will work itself out. I have had people say no, and I’ve said no to them. I shake my head at the new college grads – and the colleges themselves – who are told by their advisors and their parents that they’re worth $70k from the day they graduate. Alan and HRGuy are right – we’re in a ‘buyers market’ and some people should be happy with whatever they’re offered.

]]> By: Alan http://lancehaun.com/terrible-interview-advice/#comment-596 Alan Tue, 26 Feb 2008 16:48:13 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-596 I think you have left out a couple of factors in your analysis. First, if you are interviewing for a position that was held by another person, the company is going to use that person's salary as a benchmark for the replacement. Of course, you could have a candidate come in with more or less experience and knowledge that would either up the salary figure or decrease the salary figure. This, of course, would be determined by the hiring manager and would not be privy to the applicant. Second, the company culture will also influence the going rate. Our company is in the retail industry and we pay a little lower than the going rate. If an applicant tries to dictate being paid what other retail organizations are paying and it is higher than we'd had in mind, we'll pass on the applicant. Especially in the current environment, the balance of power is now in the employer's corner. If a person needs a job, then they need to make sure they match up well with what the hiring manager is looking for, are a good fit for the company's culture and is willing to consider the salary range that the company is offering. If the candidate is the right fit for the company, then there should be a little flexibility on the starting pay rate, but there isn't going to be much negotiation. The applicant must be careful not to run out their opportunity by making more of the starting pay than is necessary. I think you have left out a couple of factors in your analysis. First, if you are interviewing for a position that was held by another person, the company is going to use that person’s salary as a benchmark for the replacement. Of course, you could have a candidate come in with more or less experience and knowledge that would either up the salary figure or decrease the salary figure. This, of course, would be determined by the hiring manager and would not be privy to the applicant.

Second, the company culture will also influence the going rate. Our company is in the retail industry and we pay a little lower than the going rate. If an applicant tries to dictate being paid what other retail organizations are paying and it is higher than we’d had in mind, we’ll pass on the applicant. Especially in the current environment, the balance of power is now in the employer’s corner. If a person needs a job, then they need to make sure they match up well with what the hiring manager is looking for, are a good fit for the company’s culture and is willing to consider the salary range that the company is offering.

If the candidate is the right fit for the company, then there should be a little flexibility on the starting pay rate, but there isn’t going to be much negotiation. The applicant must be careful not to run out their opportunity by making more of the starting pay than is necessary.

]]> By: Michelle Rafter http://lancehaun.com/terrible-interview-advice/#comment-595 Michelle Rafter Tue, 26 Feb 2008 00:22:36 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-595 Columns like this are why I have YourHRGuy.com and Brazen Careerist side by side in my RSS reader, so I read one and then the other one, point and counterpoint, career-centric view and HR-centric view. Thanks for the reality check, and keep up the good work. Michelle Rafter Contributing Writer Workforce Management www.workforce.com Columns like this are why I have YourHRGuy.com and Brazen Careerist side by side in my RSS reader, so I read one and then the other one, point and counterpoint, career-centric view and HR-centric view. Thanks for the reality check, and keep up the good work.

Michelle Rafter
Contributing Writer
Workforce Management
http://www.workforce.com

]]> By: Your HR Guy http://lancehaun.com/terrible-interview-advice/#comment-594 Your HR Guy Mon, 25 Feb 2008 19:23:13 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-594 You're right about that. Companies that have set ranges for positions and aren't going to waiver from that range are probably much different. There is probably no negotiation there. I think she spoke more to the fact that some jobs require negotiations. In those types of positions, I don't think the method she prescribes is the best. You’re right about that. Companies that have set ranges for positions and aren’t going to waiver from that range are probably much different. There is probably no negotiation there.

I think she spoke more to the fact that some jobs require negotiations. In those types of positions, I don’t think the method she prescribes is the best.

]]> By: hrwench http://lancehaun.com/terrible-interview-advice/#comment-593 hrwench Mon, 25 Feb 2008 18:51:57 +0000 http://www.yourhrguy.com/2008/02/25/terrible-interview-advice/#comment-593 It all depends on the company's theory in regards to recruiting, compensating and retaining employees. The County is different from your local Office Depot which is different from Google which is different from Bank of America which is different from a publically owned utility. The bottom line is do you want a job or not and are you able to get one instead of being passed over for ticking people off? I don't give a darn who gives a number first - but that is because the company I recruit for doesn't care. They have a tight budget and the ranges are what they are, take them or leave them. This attracts less than the best talent (hey, they have ME doing HR for them so we already knew that!) but that is totally fine with them. It all depends on the company’s theory in regards to recruiting, compensating and retaining employees. The County is different from your local Office Depot which is different from Google which is different from Bank of America which is different from a publically owned utility. The bottom line is do you want a job or not and are you able to get one instead of being passed over for ticking people off? I don’t give a darn who gives a number first – but that is because the company I recruit for doesn’t care. They have a tight budget and the ranges are what they are, take them or leave them. This attracts less than the best talent (hey, they have ME doing HR for them so we already knew that!) but that is totally fine with them.

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