Many Australians want to work overseas, whether it is for a holiday, work experience or to get away from university life fore a while.Regardless of your goals and objectives, working overseas can provide you with opportunity, and cultural experience that you simply cant get at home. But where do you start?This can be especially difficult when the country that you are traveling to does not speak English.

We talked to several Australian Executives about their overseas experiences to see if we could find any advice about what to look out for when traveling.Here’s what Mark Bignel Manager of the Logan City Council had to say about his overseas experience –

When looking to work overseas it seems obvious but it is always best to have a job confirmed before you actually leave home.  Many people arrive in the country and then look for work which can take weeks and chew up one's savings money before they even get started.

With many countries the difference can be in the visas - work visas v. working holiday visas and this can effect the type of work you can get and how long you can work for a particular company.  Working visas are fine if you want to work shorter term and travel at the same time, but if you are looking for some sense of security in your work, then work visas mean that the company is committed to employing you much more than in the other case.  Although this comes with its challenges as often companies are required to sponsor workers to enable them to get work visas so there is a hurdle to jump here.

Good sources of information can be the actual embassies and consulates for the country you wish to work in as they can explain all the conditions for working on the different visas available, as well as any government programs providing opportunities for work.  (My stint of working in Japan was directly through the local consulate on a program sponsored by the Japanese government which came with a great sense of assurance that you would be looked after at every stage - not just employment, but visas, travel, accommodation and any other arrangements were all taken care of).

These days, whatever country you wish to work in, there are jobs available working in English in almost any field of occupation.   There are an increasing number of websites in these destination countries that specialise in advertising positions vacant for expatriates looking to work in the country.  So the best advice is to plan early and make all the necessary arrangements to secure a job you'd like well before you leave home.  Make sure you know everything about tax requirements, medical and travel insurance arrangements and everything else you'd need working in your home country - as just because you're overseas, it doesn't mean you can ignore the essential parts of life you consider when working at home.

Things to watch out for:
- Dodgy operators - unfortunately there are many overseas businesses that mislead people into work environments far worse than what are initially reported.  Sometimes companies can wait until you arrive before giving you the contract which then puts you at a disadvantage of having spent money and given up your previous employment to get to their country.  What to do - make sure you have your work contract and all the finer details secure before leaving your home country.  Also arrangements for accommodation, work hours, work tasks and the life can be changed so make sure all these details are received in writing before you leave.  Also run searches on the internet to see if other people have had bad experiences with the company you are looking to work for.

- Traveling and working overseas with partners - in many international surveys, the number one reason for expatriates not succeeding is the difficulties faced by their partners and family adjusting to the overseas lifestyle.  What to do - the decision must be one made equally and designed to suit both partners otherwise it just won't work.  Also determining the timeframe for which the overseas work term will end helps both parties accept what they are getting in to.
- Laws of countries - make sure the work you are undertaking is abiding by the laws of the host country.  The very worst thing that can happen to you overseas is to get thrown in jail or deported for doing the wrong thing - especially if you are unaware that this is the case.  What to do - Again, the best places to check this are the embassies and consulates.

- Language and customs - although it is quite possible to obtain employment and work overseas simply using English it is a very good idea to learn the local language and culture as this is makes every aspect of living and working in the destination country more enjoyable and successful an experience.Sometimes working in another country can cause culture shock

We also asked Miranda Beninger, a journalist in Taiwan, for a few thoughts about her experience so far.Miranda writes a regular blog as a way of keeping in touch with friends and recording her experiences both good and bad.It is well worth a read.Here is what she told us –

I came to Taiwan working with Hess Educational Organization. Hess is a big company - in fact I think it’s the largest employer of teachers in Taiwan. As such, they hold sway with the government here in Taiwan, for whatever reason. In every workplace here there is a lot of illegality, a lot of exploitation of employees, and a lot of taking advantage of naive college graduates from North America, England, Australia and especially South Africa when it comes to teaching English. It’s a wicked place to live! There is a lot here to explore and do!

First of all, there are many levels in the larger companies in Taiwan that hire for teaching. The person you talk to at home, ‘the recruiter’ probably has very little knowledge of what life is like here. They probably haven’t been here for up to ten years, and they possibly have the recruiter job because no one else wants to do it. I’m pretty certain they are paid according to how many people they get to come to Taiwan. So that means, they will tell you ANYTHING to get you to come! For example, I was told by both a recruiter at home and by upper management at the training course in Taiwan that after six months I wouldn’t have to work weekends. Others were told their medical bills at home would be paid for or their flights would be paid for. If you are coming to Kaohsiung, that is pretty much a lie! Illegal? No. Immoral? Definitely! Everyone here works a six day week with Hess. There are other companies in the city that offer more money, the same support, and weekends off and better hours! But the catch? You have to come here to find it! You can’t set it up from home. And the jobs vary. Sometimes you will have larger classes. Maybe you’ll be lucky, but maybe the school will not be as nice. Maybe you will have to discipline more because the kids pay less and they aren’t from families that are as good so they aren’t as well behaved!

You must come on a visitor visa and find work when you get here, do a visa run, and take your time looking for a job. In the meantime you can try couch surfing, hostels (which by the way are illegal in Taiwan, technically) or camping to live on the cheap! Once you are here, legally your visitor visa can be changed to a work visa. You work visa will then be changed to a resident visa. Your resident visa will then become an ARC card…or something like that! Eventually you will even get health care.

But…

If you are like me, and you come from overseas with very little money, maybe you want some insurance. Maybe you want a guaranteed job that will give you a lot of money up front, that you will pay back over time! This is very possible with Hess. You also get a TEFL certificate valid in over 30 countries. BUT don’t let them fool you! They will tell you that you are working legally when you get here, and really you’re not! It’s impossible. The time it takes to process an ARC is MONTHS! So technically you will most likely be working illegally at first. Once your visa is changed to a working visa, you are okay. But a lot of people are working illegally and they will not even know it!

I can give is, just be aware! Look at what you are signing! If you have the money, come on your own dollar, and have an adventure. See if you like it! Out of a Hess training group, more than half leave by the end of the year. I don’t think it’s the company people don’t like so much as the fact they are ill informed and have false expectations. If you’re coming to Asia for a year and want to save a load of money, Taiwan might not be right for you. But for someone willing to invest in the connections, or not concerned too much about HOW much money they are making, it’s an awesome choice!

The lifestyle in Kaohsiung is unbelievable! Where else can you get an all-day pass for a massage spa for $7 Canadian/Australian? Where else can you drive 20 minutes and be in the mountains or on the beach? Granted things are hard at first. At certain times of the year, pollution is very bad and cultural differences are difficult to overcome. But the payoff, in my opinion has been worth it. I love my coworkers and my job. The lifestyle is great so far. I’m on a dragon boat team where I get a free gym pass and after six months I’m finally starting to save more money! I’m taking Chinese classes and learning what I never thought I would learn! More opportunities open up here the longer you stay and commit, so it’s good to keep an open mind about how long you will be here. A lot of people here for only a year end up staying four, and there is a reason why. But not everyone has the same experience and if you sign a contract with a company not even knowing where you are going to live in Taiwan it can make all the difference. Your location and home are everything! The people you meet are everything! So if you want to come to Taiwan, come but do it knowing that it’s not always easy and it will take several months for the reality to set in and for you to feel welcome here!

I hope that some of the people thinking of coming to Taiwan can read this and make the right choice! Regardless, it’s an interesting experience here and I don’t regret a second of it!

Should you have any feedback about your own overseas experience please dont hesitate to share it as it may help others think9ing about taking the plundge.

The Jobjett Team

The revolution at work

There is a revolution going on in the workplace. As the final members of one generation of employees leave, the next group is thinking about following them but are realising their plans for early retirement might not work out. Another generation is arriving on the scene with a mission to transform the workplace and they are impatient! Caught in the middle is a generation who've been patiently waiting their turn to shine only to find that the newcomers have other ideas.

Welcome to a workplace with multiple generations! Builders, Baby Boomers, Generation X and Generation Y are what we're calling them. I'm sure you will recognise these terms and will have seen the effect these different generations are having on the workplace.

As a manager your next challenge is to find a way to get these 4 diverse groups working together. If you've read anything on the topic you may be disheartened with the constant references to "generation gaps" and "conflict management strategies". Sure, each generation has it's own ideas on how work should be, but I believe this is the wrong approach. Instead of focussing on the downside we need to start focussing on how we can harness the power of their individual strengths to create more successful organisations.

Why this matters to managers
If you thought all the talk of generations was simply a strategy used by marketers, think again. These generational groups are having significant impacts on the role of managers. For example:

• The Builders have all but gone, however their legacy lives on and in some cases they are still the CEOs of major corporations. Can we afford to lose their knowledge and stabilising influence?

• Baby Boomers are getting ready to leave the workplace – or are they? The government has realised what a gap they would leave . . . in the workplace and in the social security system.

• Generation X want to move ahead but feel the Baby Boomers are in the way. The corporate world is losing a lot of them to family commitments or the lure of self employment.

• Generation Y are just starting out in their careers and are playing by their own rules. They know they are a small group and can afford to be fussy.

The differing needs of each generation are having a direct impact on a wide range of management issues including leadership styles, communication methods, change management strategies and customer service initiatives.

How it can help your organisation
IImagine you could find the model employee, one who demonstrated all the important characteristics you need to help make your organisation succeed. They would probably be someone who is:

• Confident
• Driven
• Enthusiastic
• Flexible
• Hard working
• Innovative
• Loyal
• Optimistic
• Practical
• Reliable
• Solutions focused
• Team player
  

Wouldn't it be fantastic if you could find all those qualities in one candidate. I'm sure some of you would love to get one of those employees and clone them! But that's a lot to ask and, if you are honest, you'll have to admit you rarely find it. I know in my experience as a recruiter it is a very rare find indeed. However, you can end up with a team with all these characteristics if you select the members of your team from across the generational groups.  Here's what I mean:

• With Builders    you get people that are hard working, reliable and loyal
• Baby Boomers bring their optimism, drive and team player attitude
• Generation X are flexible, practical and solutions focused
• Gen Y add innovation, confidence and enthusiasm to the mix

If you've studied personality styles you will know that all the models encourage organisations to have people with a range of styles rather than clones of each other because of the different points of view they can bring. The same is true with the generations.

Mature workers bring with them years of experience that can be invaluable. Younger workers bring with them new ways of thinking. These are both qualities that all organisations can benefit from. If you talk to your staff you'll find that many of them, young and older, get a lot out of working with people from another generation.

Now what?
The process of combining the talents of each generation starts with managers recognising the benefits of a multi-generational workforce and then requires some specific skills in managing staff who are older or younger than you.

My question to you is: are you reaping the benefits of a multi-generational workforce? Take a moment to think about the generational mix in your organisation, department or team.  Whether your staff are younger or more mature, think about the qualities they bring and how they can add to your success. Instead of talking about the "generation gap" start thinking about how you can harness the power of the generations and their individual strengths to multiple your business success.

Karen Schmidt from Let's Grow! is the re-engagement expert.
Her mission is to help you refresh, reignite and re-engage your team for success.
Contact her on  0411 745 430  or visit www.letsgrow.com.au

Here's my simple tip to change your life.  You don't need to spend heaps of money to make it happen either.
 
If you want to change your life, the first (and perhaps most important) thing you have to do is change the quality of your thinking. 
 
What do I mean by this?   Good question kemo sabi. 
 
The quality of your thinking can be measured in a number of ways, perhaps the most common is whether you are thinking optimistically or pessimistically... glass half full or half empty?  
 
Optimistic thinking can be learned and the benefits for learning this style of thinking are persuasive.  For example, optimistic thinkers report higher scores on life satisfaction tests, they experience fewer illnesses and some studies have demonstrated that they even live longer.  What's more, the time that they are on this planet for is characterised by a positive emotional state rather than a negative and depressed state. 
 
My favourite quality of thinking model is the Circle of Influence vs. the Circle of Concern (see graphic below). 

 
For those of you not familiar with this model, let me explain it to you.  The circles represent where you focus your thinking.  The outer circle (red) is your Circle of Concern.  This represents the things we worry about, that make us anxious, stressed, angry or worried.  Often these are things we have very little or even no control over (like what somebody may think about us, what's happening to the economy or whether a talk we have to deliver is well received).  When we focus our attention here we disempower ourselves, hence the negative symbols. 
 
The inner circle (green) is your Circle of Influence.  This is a mind-set that empowers you because you are focused on the things you can do something about, like being a better person, tightening your family budget, or preparing properly for that talk you were worried about.  The best thing about focusing on this space, apart from the fact that you often fend off the things you were most worried about, is that the more you focus on it the bigger it gets!  It is possible to have a great big green circle if you diligently work at changing the focus of your thinking. 
 
So, how can you use this model?
 
I recommend using this simple model to regularly 'check in' on the quality of your thinking (especially when anxious or stressed about something - that's a good sign you need to empower yourself).  It will help you to determine whether your thoughts are focused on the things that you cannot influence (thereby robbing yourself of your power to act), or on the things that you can influence (creating personal empowerment, action and motivation).  Remember that this second state is far more empowering and often goes a long way towards alleviating the situation or circumstances that caused you to worry or be anxious in the first place.  A simple daily scan of the quality of your thinking (positive or negative) can create conscious awareness of your thoughts and improve your skills in managing those thoughts.
 
Remember massive change often requires massive action and the pre-cursor to massive action is the simple belief that it's both possible and worthwhile.  That's why I say to change your life you need to start by changing your thinking (you will have to act though).
 
Now I know that simple doesn't always mean easy, but if you start becoming conscious of the quality of your thoughts you will go a long way towards making something marvelous happen.  And even if nothing actually changes as a result, looking on the bright side of a bad situation makes that situation more bearable.

The result of American electrical campaign is important to not only America but also the rest of the world - When America sneezes Australia gets a cold.Therefore viewing this pre media build up to the election people from all over the world paint a picture in their own minds of what the future president is going to be like.

CNN ran a story on Obama the other day in Taiwan saying that he was starting to create ties with various countries not only in the way that he composed himself but also in that he has taken the time to pronounce the names of various countries correctly.This not only presents a leader that appeals to America but one that has an impressionable image in the international community as well.

Now ask yourself the question – what impression do you leave with people when you first meet them.How do people describe their relationship with you….are you friendly, warm, sincere and welcoming?Do you have a presence about you?

I met a girl by the name of Anne the other day, when doing some work at a new office, who left a marked impression on me.I was unfamiliar with the policies and procedures and didn’t know anyone else in the room.Trying to find your way in an unfamiliar environment can be hard to do at times.

Anne introduced herself, asked me if I needed anything, and offered to include me when ordering lunch, as she was going to be placing an order for other anyway.She was sincere, warm and friendly.I felt welcomed immediately, and my perception of this new office was changed through the actions on this one individual.

Is it important to leave a good impression with others – Absolutely. Not because you have to but because you want to.  This is important not only in your job but in your private life as well.

We may not be in the media spot light like Obama.We may not need to leave an impression on behalf of an entire country.However the sentiment is the same.Create a lasting impression with others, and you never know what doors will open up to you.

Could you imagine saying something like this to a company when its competitors are knocking on the door and trying to steal market share?  Yet this is exectly what employers are telling employees every day.  

The bottom line is that you should know what the market is prepared to pay for your skills; you should look at what your fellow staff are bewing paid, and you should know what your company's competitors are paying staff in similar roles to yourself. 

Yet most bosses will try and tell you that - "Talking about your salary with other staff about pay rates is unethical, and you shouldnt do it."  Only the other day I had a manager tell me that it was unethical to talk to fellow employees about salary levels.  However, this is your employer talking. An employer who is looking out for their own best interests, and those interests may not necessarily be the same as your interests.  They expect loyalty, dedication and hard work from you....and you give it.  Very often you give more than what is required.....however what are you getting in return?  Is this a balanced equasion?

The only reason that a company doesnt want you to open your eyes is that they want to pay you the bare minimum in order to keep you. 

As an employee you should know that the market is willing to pay for your skills.  You should know what a company is paying fellow employees.  You should also be prepared to move if a better opportunity comes along.  This is called market research.  The last thing you want is to be short paid $10 or 20 thousand dollars because you believed that the company had your best interests in mind.

You’d think that companies benefit from secret salaries and that’s why they keep them secret, but really, if salaries were 100% accurate—perfectly pegged at the employee’s worth to the company—then the company would have no problem revealing all salaries. Brazen Careerist

Think of yourself as a company, if you didnt do market research you would soon be out of business.  Dont sell yourself short.

Resources for the discerning employee that wants to do his/her market research - (Brazen Careerist)

Payscale.com is a favorite.

Salary.com is a good one if you are trying to get a raise. Salary.com is not as thorough as Payscale with its data collection. So employers generally favor Payscale. But Salary.com skews higher than Payscale, so if you have to bring a first number to the negotiating process, use Salary.com. Bonus: These are the people who bring you the statistics on how much a housewife is worth.

But really, if companies are smart, the conversation about salary will go quickly. You tell the company how much you’re worth. You bring very good data to back that up, and the company pays it. Then other factors like company culture become much more important.

That’s where Glassdoor comes in. It’s US magazine for the company you are considering—a little gossipy, with first-hand information about companies from the people who suffer in them. Bonus: Glassdoor is a new company and there are not a lot of competing perspectives on the site yet. So if you drop a bomb about the place you work, it’ll hit hard

If you have any comments please feel free to click on the title of this article and insert them at the bottom of the article.

Jobjett 

Imagine trying to driving a car while constantly looking in the rear view mirror. It wouldn't take long for you to run into trouble . . . literally. Sure, we need to take a quick look back occasionally. Driving experts will tell you it’s a good idea to know what’s going on all around you as it reduces your reaction time in the event of an emergency. However, we all know you don’t keep looking back (unless, of course, you are reversing!). Most of the action is going on ahead of you so that’s where you should concentrate.

So why is it that people lead their lives doing the equivalent" They spend their time focussing on the past rather than looking ahead to the future and then wonder why they get hit by an oncoming truck that causes their life to come to a screaming halt.

Moving forward can be easy . . . when you know how. Here is my simple 4 step formula for becoming a forward thinker.

1. Clear out the past
Is your focus on the past preventing you from moving forward with your career and your life"  It’s fairly easy to tell if someone is living in the past because they have difficulty letting go. Some obvious signs are:

• How you look (old hair styles and fashion styles)
• What you do (stuck in the same habits)
• What you say (I remember when . . . )
• What you think (feeling your best days are behind you)

One way to symbolically let go of the past is to get rid of unnecessary possessions that remind you of the past. Whether it is clothes, papers or equipment the act of clearing out the past will create room for you to move ahead.

2. Picture your future
Get really clear on what sort of future you want. Here are a couple of ways to do it:

Write a story or a newspaper article about what you would like your life to be in 5 or 10 years from now. What would you have achieved" What would you be most proud of" What would you have stopped or started doing"

Using images can be a very powerful way of capturing what is important to you. So why not draw a picture of what your life would be like in the future or clip out photos from magazines that show what you want.

3. Create opportunities
To create more opportunities you have to be in the right place at the right time. Get involved at work and in your community, volunteer for anything that looks like it might help.

Start to hang out with people who are doing what you want to do and it will rub off. I have seen this work first hand . . .

I was working in Human Resources and wanted to get into corporate training and eventually professional speaking so I enrolled in an Adult Education degree. At first I felt a bit of an outsider because I wasn’t working in the field but within 3 months I had the ideal job that was a springboard to my eventual success in the area.

One of the lecturers had told a group of us who were all in the same situation that the quickest way to get what you wanted was to hang out with people who were already doing it. Some of my university colleagues actually got jobs this way, which leads me onto step 4.

4. Tell others about your opportunities
Don’t keep your plans to yourself . . . tell people about the opportunities you are looking for because you never know who they know or how they might be able to help you. There is nothing more disappointing than finding out about an opportunity after the event because someone didn’t know you were interested in that sort of thing! Start a list today of the people who might be able to help you with the opportunities you are seeking.

But a word of warning . . . make sure you pick the right people to tell! There are lots of well meaning friends and family out there who will try to talk you out of your future dreams. Avoid the negative people and focus on the positive ones who understand your motivation!

Not only does telling others help you to get clear on exactly what it is you want, it also acts as a great way to reduce procrastination and prevent lack of follow through. If you have told a bunch of people you want to do something, then they are going to check and see if you have done it and if you haven’t then why not!

Karen Schmidt from Let's Grow! is the re-engagement expert.
Her mission is to help you refresh, reignite and re-engage your team for success.
Contact her on 0411 745 430 or visit www.letsgrow.com.au

Surfing around online I found an excellent article on Skynews.com to assist you when negotiating your salary.  Dont simply accept a job offer, make sure you negotiate by using, resources, research, good timing, going second, company history,recruitment agents, and anyone else that you can think of.
.............................
The nail-biting doesn’t stop once you’ve been offered the job. Professional positions usually offer some opportunity to negotiate your salary package. Here’s a power guide to help you negotiate from a position of strength.

Research the company

Andrew is a good example. He is a commercial manager at a major oil and gas company, and began at the company as a senior business analyst two years ago — the type of high-level executive position where salary negotiation skills are required. "I did a lot of research on the company," he recalls. "The key efforts were contacting recruitment agents, one of whom put me in touch with someone at the company. That enabled me to find out solid information on what people were earning in the sort of position I had applied for."

Andrew was wise in schmoozing a recruitment consultant — it cost him a lunch but it was money well spent. Consultants are extremely good sources of up-to-date information and as sources for other contacts. He also spoke to industry colleagues and peers, and fired up his web browser to find out information about the economic performance of the company and its recent staff movements. This information helped him establish what his salary might be worth. Talking to specialist journalists is another useful strategy. A good business or financial reporter will know industry trends and people in their area, and can frequently suggest useful contacts and avenues of investigation.

"Trust me, salary research pays off handsomely," says author Richard Nelson Bolles, in his best selling job search guide, "What Colour is Your Parachute"" There is a financial penalty exacted from those who are too lazy, or in too much of a hurry, to go gather this information."

As an example, he says you might spend three days on research. If you are in the interview and your salary is being negotiated and you ask for — and get — $4000 a year more than you expected thanks to what you have learnt through your research, that means an extra $12,000 over the next three years. "Not bad pay, for three days' work!" he notes. Put plainly, if you don't do this research, it's going to cost you.

It also doesnt hurt to know what other companies are paying for similar positions.

Timing

"This is a power few people realise they have when they receive a job offer," says Nick Corcodilos in his book, Ask The Headhunter. "If you have used information effectively, and you proved you can do the job, the ultimate outcome of your job search will depend on how you exercise the power of the job offer." Don't feel excited or relieved that you've been offered the job, he cautions: instead, use the power you have in areas like salary negotiation.

Andrew used this timing to his best advantage. After his interviews, his prospective employers faxed him a job offer worth $90,000. The offer went back and forth six times before Andrew accepted a package worth nearly $105,000.

"Towards the end they said they couldn't pay any more, but I asked them to try again and they managed to add a little extra," he remembers. "I understood the leverage I had, but kept in mind the degree of freedom they had, and kept my expectations realistic — there was no way they could offer $120,000, for example. It can be a risky process, but you must see how far you can push it — no way would I accept a first offer from an employer."

Indeed, it can be a risky process. Not everyone will turn down the "final offer", as Andrew did, in the hope of a comparatively small amount of extra salary. You don't want a dream job to slip through your fingers over an extra $40 per week — especially if your negotiating skills have led to an offer above your expectations.
 
Going First

Andrew was lucky — his employer made the first move when it came to talking turkey. This brings us to another important rule in salary negotiation: don't be the one who first raises a figure. "You want the employer to be the first one to mention a figure, if you can manage that," says Richard Nelson Bolles. "Never mind the reason why, what has been observed over the years is that in this contest whoever mentions a salary figure first, generally loses."

"Lead with your requirements," recommends Nick Corcodilos. "What does your past salary matter if you won't accept an offer below $X" (Understand that this cuts both ways: you've got to be willing to figure out what your abilities are worth.) If you decide to divulge what you've earned in the past, do so by firmly stating that your current salary is one thing; your required salary range is another. This is how you level the playing field: by getting them to divulge the range they're willing to spend."

A cunning interviewer/employer knows that it's not to your advantage to mention a figure first, and an interview can be like verbal arm-wrestling. They will float leading questions, like "What kind of salary are you looking for"", or "What do you think this job is worth""

SEEK's resident expert Philip Garside, in his book The Secrets to Getting a Job, also recommends not negotiating salary conditions until you have been offered the job. "It is not always possible to avoid this negotiation," he says, "but if you negotiate without having been offered the job the pressure to go low is enormous. If the interviewer asks, 'What salary do you envisage if you were successful"', you could reply, 'I'm happy to start on the industry standard, perhaps with a review built in for when I have demonstrated that I am worth more than that.'" Of course, the interviewer is likely to immediately reply, "and what do you believe is the industry standard""

Philip Garside counsels putting forward a range of salary levels, and not tying yourself to a specific figure. And, as you've done your research on what the position will be worth, you can confidently aim at the high end of the scale. "If you believe a fair salary for the position is $42,000 but you are prepared to accept $39,000, the range to put forward would be $39,000-$45,000," he says. "If offered the position, you are much better placed to negotiate the deal you want. It is your task to get the starting salary as close as you can get to $45,000, and theirs to get you as close as possible to $39,000."

This is where the role of a recruiter changes the situation. A recruiter is given a lot of responsibility from their client, the employer; the recruiter can negotiate with the employee on the employer's behalf. "Our role can be quite strong in that area," Ray Hince confirms. "We represent our client, but we also help the candidate put their best foot forward. We know the salary range on offer, so an employee should identify their minimum salary level but aim higher, giving themselves space for negotiation."

A recruiter will also know the past earnings of a candidate, so both parties have a pretty good idea on what to expect from each other. A recruiter wants to deliver a value-for-money quality employee to their client, but usually their fee is a percentage of the employee's salary.

There is still room for negotiation when a recruiter is in the picture, even when the latter has indicated the employer's expectations — usually, there is still a salary range to explore. "Provided the lines of communication are kept open between the candidate and the employer, then there are no surprises when it comes to salary negotiation," says Ray Hince. "When an employee is making a direct approach, then it's a different environment. Through research they should identify the likely range, determine their minimum salary level — and negotiate from there."

Andrew was lucky — his employer made the first move when it came to talking turkey. This brings us to another important rule in salary negotiation: don't be the one who first raises a figure. "You want the employer to be the first one to mention a figure, if you can manage that," says Richard Nelson Bolles. "Never mind the reason why, what has been observed over the years is that in this contest whoever mentions a salary figure first, generally loses."

"Lead with your requirements," recommends Nick Corcodilos. "What does your past salary matter if you won't accept an offer below $X" (Understand that this cuts both ways: you've got to be willing to figure out what your abilities are worth.) If you decide to divulge what you've earned in the past, do so by firmly stating that your current salary is one thing; your required salary range is another. This is how you level the playing field: by getting them to divulge the range they're willing to spend."

A cunning interviewer/employer knows that it's not to your advantage to mention a figure first, and an interview can be like verbal arm-wrestling. They will float leading questions, like "What kind of salary are you looking for"", or "What do you think this job is worth""

SEEK's resident expert Philip Garside, in his book The Secrets to Getting a Job, also recommends not negotiating salary conditions until you have been offered the job. "It is not always possible to avoid this negotiation," he says, "but if you negotiate without having been offered the job the pressure to go low is enormous. If the interviewer asks, 'What salary do you envisage if you were successful"', you could reply, 'I'm happy to start on the industry standard, perhaps with a review built in for when I have demonstrated that I am worth more than that.'" Of course, the interviewer is likely to immediately reply, "and what do you believe is the industry standard""

Philip Garside counsels putting forward a range of salary levels, and not tying yourself to a specific figure. And, as you've done your research on what the position will be worth, you can confidently aim at the high end of the scale. "If you believe a fair salary for the position is $42,000 but you are prepared to accept $39,000, the range to put forward would be $39,000-$45,000," he says. "If offered the position, you are much better placed to negotiate the deal you want. It is your task to get the starting salary as close as you can get to $45,000, and theirs to get you as close as possible to $39,000."

This is where the role of a recruiter changes the situation. A recruiter is given a lot of responsibility from their client, the employer; the recruiter can negotiate with the employee on the employer's behalf. "Our role can be quite strong in that area," Ray Hince confirms. "We represent our client, but we also help the candidate put their best foot forward. We know the salary range on offer, so an employee should identify their minimum salary level but aim higher, giving themselves space for negotiation."

A recruiter will also know the past earnings of a candidate, so both parties have a pretty good idea on what to expect from each other. A recruiter wants to deliver a value-for-money quality employee to their client, but usually their fee is a percentage of the employee's salary.

There is still room for negotiation when a recruiter is in the picture, even when the latter has indicated the employer's expectations — usually, there is still a salary range to explore. "Provided the lines of communication are kept open between the candidate and the employer, then there are no surprises when it comes to salary negotiation," says Ray Hince. "When an employee is making a direct approach, then it's a different environment. Through research they should identify the likely range, determine their minimum salary level — and negotiate from there."

Salary history

When it comes to establishing a salary range or starting with a figure for negotiation, a prospective employer might bring up that hoary old chestnut: previous salary history. The theory is that what you were most recently earning will have a strong bearing what your new salary will be.

Nick Corcodilos doesn't buy that theory. "Employers have no business asking for your salary history. It's confidential. It has nothing to do with hiring you. Imagine what they'd say if you asked to see the history of salaries they've paid for this job over the past ten years. Or, if you were to ask the manager what his current salary is. In fact, your new salary is a judgement of your present (and future) value. It's the employer's task to work out what your job is worth, and it is completely unrelated to your past earnings."

Andrew agrees, and takes a positive view of the past-salary question. "I told them what I thought I was worth, which was a different figure to what I was earning in my previous job. But if you can't avoid it, the past-salary figure enables you to put the first stake in the sand and argue, 'If I'm earning that currently, why would I move to a new job with you"'"

When you divulge your salary history, you put yourself in a corner that's very difficult to negotiate your way out of, Nick Corcodilos says. "I agree philosophically with that argument, but in practice your recent salary is going to be an indicator of what you're worth," counters Ray Hince. "These days there are strongly established market ranges within professions — food sales reps, for example, earn a certain salary with standard conditions. Talking about past salary isn't a big bogey, and by and large, your past salary history will be clear to a prospective employer."

Are you wondering why you have to learn all this stuff about salary negotiating" If you like the employer, and the employer likes (and wants) you, aren't they going to try and make you a happy and productive employee with a wonderful salary" "The employer will rarely tell you the most they are willing to pay," Richard Nelson Bolles says. "The employer's goal is to save money, if possible. Your goal is to bring home the best salary that you can. Nothing's wrong with the goals of either of you. But it does mean that salary negotiation is proper, and expected."

It was expected in Andrew's case. "If I had rolled over and laid down with the first figure they offered me, then my employer wouldn't have had confidence in the work I was doing for them. Obviously, if you're a hard but fair negotiator for yourself then you'll also bring those qualities to the job."

"Employers respect a person who can negotiate well," confirms Ray Hince. "But they also like people who will pursue realistic goals in negotiation."

Some names have been changed to protect privacy.

by David Cohen


I have been giulty of not following these simply rules and just accepting a job offer.  Tweleve months after I had been in the position a senior manager saw my salary and said that I was $10000 off the mark.  He increased it there and then without even blinking.....Imagine what I could have done had I negotiated the package and done my research.  You know what they say, hindsight is a wonderful thing. Jobjett

I have often heard people say that they need a mentor….as havign the right mentor can sometimes have a big bearing on your career and success. 

"But what is a mentor?" Looking online I came up with the following origin and definition –

1. A wise and trusted counselor or teacher.
2. Mentor Greek Mythology. Odysseus's trusted counselor, in whose guise Athena became the guardian and teacher of Telemachus

Now finding a mentor is one thing, but engaging a mentor/teacher to actively look out for your best interests can be a little harder to do.After all, most of the time they are off forging their own path, and time, as we mentioned in the last blog, 'Compound Time - Like compound Interest',  time is a valuable commodity.

The Search

Looking outside your usual circles (search where you like to play) is a great place to start as very often someone that you work with can have conflicting interests when it comes to giving you advice. Start by asking yourself – what are my interests, hobbies, goals, and where do I want to be in 5 years?  Yes, you want your chosen mentor to be able to guide and teach you, however you also want them to be on the same wave length as yourself.

I have learnt from experience that choosing the wrong mentor can sometimes stall rather than progress your life's journey.Unfortunately it wasn't my best decision. The up side is that you always learn from mistakes that have been made in the past.

I now have another prospective mentor that may be willing to assist me (7 years later mind you).  I say prospective in that I am yet to engage this person....He may not want the job. He has a similar mindset to myself, we have some of the same common background in business, we are of a similar age, however he is at least 5-10 years further down the career path than I am myself.

Engagment

According to Penelope Trunk from the Brazen Careerist, there are 4 key steps that you need to undertake...steps that I am going to try and implement myself –

1. Invest time – Don't ask a mentor to invest time if you aren't willing to invest double that amount yourself. Work in with their schedule and always make sure you are available should they want to chat to you.  Be prepared to sometimes clear your schedule.

2. Do favours again and again – Find out what is on their plate and offer them your assistance.

3. Stay in touch continually – don't go to all this effort if you are going to drop the ball.Make the time to stay in touch regularly, however be careful to not over do it, and as stated above, choose times wisely.

4. Ask for a formal relationship –Your mentor agrees to act as you guide and counselor on a formal capacity.You schedule regular meetings or times to catch up online, and you prepare before hand so that you make the most appropriate use of time.

On a final note - Don't limit yourself to just one mentor or even one country.  Very often the most successful people are those that surround themselves with their peers.  So subscribe to a few blogs that you love to read, engage in the comments area, join a club or society, and search where you like to play.

PS - Organisations like toastmasters very often give you a mentor....great place to start.

Jobjett – Jobs in Australia

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How might better use of your time compound? David explores:

Bear with me, this is somewhat rough at the moment — my initial quandary was whether time, like currency, could be invested to produce a compounding effect. After a bit of thought, my conclusion is that the value of ones time could experience a significant gain, and perhaps a compounding effect over time, given an investment of [that present-state] time in knowledge, skill or other capacity, and a reinvestment of future gains (just like currency).

Money and currency — accumulated excess money — represent one part of your capacity to transact in the marketplace, and can be exchanged for help from others in the form of products or services, including “things” like consumables, depreciable and appreciable assets. Similarly every action you take, whether it be transaction-related or not, requires the expenditure of some amount of time, which is roughly fixed for all of us (say 10,000 working days between the ages of 22 and 62).

Much like currency can be exchanged for appreciable assets that can grow with a compounding effect over time if the gains are re-invested, my theory is that time can be thought about in a similar way, which may lead to more effective action.

To put this in terms of your thinking from your book, lets say you work 40 hours per week simply performing tasks requested by your employer, none of which produce any additional future potential for generating income for yourself.

This is the equivalent of spending your money on consumables or living expenses. It’s single use, and gives you no real future gain, aside from whatever currency you might earn in the moment. Now, you decide to outsource 50% of your tasks to India, producing the same outcomes with 50% of your time. You just doubled the value of your time compared to before (less the additional expense for the help). Now, with that free time, you get more rigorous about working out, studying, and building your networks. You increase your energy, skill, and capacity working with others and manage to produce yet the same results that were taking 50% of your time with only 30%. If you keep reinvesting some of your time in additional gains in your capacity to act, you can theoretically have a compounding effect with the value of your time (rather than time itself). Just like investing currency, the earlier you start this process, and continue to invest in your capacity, the more time your capacity has to compound, and the greater outcomes you can produce during your lifetime.

Adding Tim's divergent ideas into choosing your next position selectively on the basis of time leverage rather that purely seeking monetary reward certainly changes my point of view.  I am now working about 4 hours per day, admitably, my pay is a little reduced, however I have a lot more time to focus on other interests. 

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Jobjett - No by line this time