Posts tagged ‘Ken Sundheim’

Jan 10

4 Ways to Better Your Salary Negotiation Methods

The theory is quite simplistic: the more salary you can negotiate, the more money you make. As executive sales recruiters, we often know that for many job applicants, at least the majority of (especially those who haven’t interviewed for a job recently) can have immense trouble with this aspect of the job search more than any other part of application process including the resume writing or even interviewing process.

However, despite the above stated, most job seekers do end up negotiating salary after the job offer is made. Throughout the years, our headhunters have seen some job seekers come out big winners as well as our recruiters have seen applicants have job offers pulled from the table.

For this reason, the executive search professionals at KAS Placement have included some salary negotiation tips that ought to make any job seeker more comfortable upon going into that final meeting where money is discussed.

1. Always approach the salary negotiation process in a very professional manner – If you want to come across as a true business professional who is worth the money you’re about to negotiate for, you must remain composed, calm and collected. During any salary negotiation, never let emotions or ego become a factor because once they do, you are much more apt to be declined for the extra pay.

If the negotiation is not going to be via a final face to face, you ought to write a very nice, non-pushy note as to your thought process for asking for the additional compensation and you, again are much more likely to come out a winner.

2. Prior to #1 (and maybe this should have gone first, but…), think about the risk vs the reward in negotiating your job offer. For instance, if it’s the perfect job and you are only planning on trying to get an $5,000 more, it may be worth putting off until you really produce, then you’re more apt to get a raise much higher. The headhunters at KAS always say that if you’re afraid about losing a job, don’t do it, but this is typically not the case.

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3. Always be honest with the interviewer / future employer, but just as importantly, be honest with yourself. Do you really think that the number you have in your head is going to be given to you in the compensation package or is it a hail-mary hoping the prospective employer will capitulate?

Many times, human beings tend to overvalue their worth on the job market; it’s just our nature. As a recruiter, I see it all the time. Therefore, if you have the inclination that you may get declined, chances are you are not going to be given the higher salary and may create some sort of personal disdain with HR because nobody likes to feel like they are being taken for a ride.

4. Never pull the number you’re about to ask for from your you know what. Using ambiguous metrics to base your requests off of will, more likely than not get you shot down. Instead, do your research as to what other people in similar positions are getting paid and you now have a market price to base salary negotiations off of.

About:

Ken Sundheim is the CEO of KAS Placement executive recruiting, a sales and marketing recruitment agency specializing in staffing business development professionals throughout the United States. Among others, Ken Sundheim has been featured in the Wall St. Journal, Fox Business News, AOL, BusinessInsider and many more. We want to hear what you think, join our recruiters at our Google+ page https://plus.google.com/105509575320550842908

Jun 5

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Finding the Best Headhunters to Land a Job

There are certain factors that you should look for, as a job seeker or even an employer when choosing what recruitment firm to work with.

Below, you find some of these variables which ought to either deter you or encourage you to engage and ultimately work with a headhunter.

Here are those tips:

1. Ensure that the recruiting firm does not make you a commodity. You don’t have to have hour long chats with the recruiter whom you are working with, but he or she should take more than 5 minutes getting to know you.

In the staffing business, matching job seeker and employer personalities is 1/2 of the game.

2. Find a recruiter that specializes in staffing job seekers just like you.

3. Make sure that the headhunters and their staffing firm are knowledgeable regarding the industry, company they are recruiting you to.

4. Find recruiters who are intelligent and engaging as intelligent and engaging recruitment firms work with intelligent and engaging companies. It’s birds of a feather.

5. Submit your resume tailored to the recruiting agency that you are approaching. This means no mass emailing. Treat applying to a recruiting firm the same way you would treat applying for a job directly to an employer.

In the End

If you know where to look, finding the right headhunter in order to locate the best job for you is not overly difficult, however it could be time consuming and sometimes even frustrating. Though, the better headhunters are out there waiting for good job seekers all the time.

About the Writer

Ken Sundheim is the CEO of KAS Placement a marketing recruiting, sales staffing and media recruiting firm serving job seekers throughout the U.S. You can follow Sundheim on Twitter and KAS Placement on YouTube to find interviewing and entrepreneurship videos.

May 12

Video: State of the Job Market – May 2012

KAS Interviewing and Job Video What is the Job Market Like in May 2012

Our Forefathers Would Envy Our Job Market

Regardless of economy, it’s the United States of America and even when the job market lowers, we still have the opportunity to pursue what we want.

The only question is just how badly do we want it? I think of the economy as a big steak. There are going to be some who are going to leave the fight at the table full, there are some that don’t like the fight and decide becoming vegetarian is best for them. Then there are those who know where the steak is going to be before the meal and make off with a piece before the fight starts; they end up locked out of the kitchen.

This country has never stopped doing its best to reward those who work hardest. It’s just, when there is less steak to eat, more are going to go hungry. Nobody said that this isn’t sad, but you must think of the job market this way.

Instead of forks and knives, you have intellect, perseverance, consistent self improvement and zero excuses. When the immigrants to this country arrived, they left home because of religious persecution, war, famine, and they didn’t get much better here, as they first arrived at Ellis Island:

Government inspectors asked a list of twenty-nine probing questions, such as: Have you money, relatives or a job in the United States? Are you a polygamist? An anarchist? Next, the doctors and nurses poked and prodded them, looking for signs of disease or debilitating handicaps. Usually immigrants were only detained 3 or 4 hours, and then free to leave. If they did not receive stamps of approval, and many did not because they were deemed criminals, strikebreakers, anarchists or carriers of disease, they were sent back to their place of origin at the expense of the shipping line.

Most industries offered hazardous work conditions then. Now we want to see if our BlackBerry is covered, and a “no” can be a deal breaker. Here’s my point: there wasn’t much to eat for these men and women at the time, but against us, they would be the fattest folks at the feast.

Subscribe to kensundheim.com and I’ll send you the best resume format that employers tend to go for. Email noreply@kasplacement.com and confirm subscription.

3 Reasons American Job Seekers Are Less Competitive

Dealing With Manipulative Co-Workers

Source Used:

http://www.eyewitnesstohistory.com/snpim1.htm

May 4

Video: Running an Executive Search Firm at Age 30

Being the 30 Year Old CEO of an Executive Search Firm

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3 Reasons American Job Seekers Are Less Competitive

Apr 24

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Should You Let a Headhunter Negotiate Your Salary?

Many job seekers, when working with a recruiter get to the job offer phase and often spend hours determining how they should negotiate or even if they will be allowed to negotiate their own compensation package.

Questions to Ask

Should the job seeker just circumvent the headhunter and negotiate the salary themselves? When it comes time to negotiate a salary, the stress level of both the employer and, especially the job seeker increase significantly – sometimes to levels that are not realistic when given the situation.

Regardless of stress, the answer to whether a job seeker should just take the salary negotiation initiative is “no.” He or she could risk losing their entire offer by showing what may be perceived by the employer to be a level of unprofessionalism prior to even signing the agreement.

If the potential employee really feels that they have a better shot at getting a higher offer than the recruiter, they should simply ask the headhunter. If reputable, that individual should not mind.

Using the 3rd Party to Your Benefit

If you’re smart about negotiating salary, you will use your headhunter as a buffer between the hiring organization (party with the upper hand) and yourself. Sometimes, job seekers get intimidated when they receive an offer from corporate – feeling as if nobody is in their corner and everybody is in the corner that just offered them a lower salary than they wanted.

When a third party recruiter who is effective at salary negotiation becomes involved as the intermediary between both parities, emotions tend to be lower between both the hiring company and the prospective employee as both sides use the recruiter as a sounding board to vet any frustrations they may have with the other party.

When the Headhunter Can Go Against the Job Seeker

Contingency recruiters who are amateur and underpaid have a tendency to price their job seekers out of the market simply because they have incentive to inflate the salary requirements of the job seeker whom they are recruiting. Contingency recruiters are paid on a percentage basis which is based off of the salary of the employee whom they successfully place at an organization.

Therefore, the higher the salary of that job seeker, the more commission they get. It’s no different from most real estate sales transactions, except that it’s a lot easier to appraise a piece of land than it is a human being.

If a job seeker feels that their recruiter is asking for too high of a salary when negotiating for them, they should step in and accept a lower offer as many times sitting back can result in the employer taking the offer off the table because of the asking price for your services.

In the End

In the end, it’s your salary and your career. Make sure that you are not a silent partner when having a headhunter negotiate your next salary, but also ensure that you are not overbearing and piss that recruiter off because he could ruin a potential job offer.

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How Not To Interview With a Headhunter

Apr 22

How To Work With a Head Hunter

There is an air of confused mystery around working with a head hunter and how to best approach a recruiting firm to find the job you think fits both your personality and salary requirements.

Unfortunately, much of the information floating around about how to best work with a head hunter is inaccurate. Follow the below tips and you’ll be one step closer to your dream job.

- Understand How Head Hunters Work – Head hunters work via getting paid by the employer, not the job candidate. At least, the ethical ones do. Therefore, what you are worth to a head hunter is the same you are worth to their clients – no more, no less.

So, when working with a recruiter think about what their client wants and not what the recruiter him/herself may personally want in an applicant, as the client is the end decision maker in the staffing process.

- Follow Submission Guidelines – My recruiting firm receives tons of resumes per day and, to save time, we ask the job applicants who apply with our staffing agency to follow some basic submission guidelines.

The reason we do so is to find the resumes in our database much more quickly when a job comes up. Just as importantly, we want to see if the job seekers who are applying can follow basic directions – a good insight as to whether they will be an effective employee for the client of our head hunting firm.

- Make Sure The Head Hunter Could Use Your Expertise – If a recruiter works in finance, they are not going to be able to find you your dream marketing job. Stick with recruiters who are going to have clients who can use your speciality.

All different types of head hunters exist, including the right head hunter for you. You just have to find them and appropriately follow the rules in this article in order to successfully work with those recruitment companies.

- Don’t Stalk – If you don’t get what you want at first, don’t go the route of “stalking” a head hunter. This only ruins your chances of achieving your end goal, which is a job that you like and a job that you can succeed in.

Play it cool and if you feel that you are contacting the head hunter too much, step back and take a breather. If you submitted your resume the proper way, know that these headhunters know you are out there and be patient.

Posts tagged ‘Ken Sundheim’

4 Ways to Better Your Salary Negotiation Methods