Negotiate A Great Salary… Even In A Recession.

Work is just, that: work. Just getting or keeping a job these days seems like enough. The thing is, its not.

Starting salaries dictate how much you earn long-term.

In addition, benefits and job security are dwindling while taxes are rising. Today, employees need to earn more just to stand still in their careers.

Moreover, employers know they can get more work for less and everyone in management is jockeying for the best employees for the least amount of money.

The dirty little secret no one is talking about is many employers are still willing to pay a lot for good talent.

Here are a few tips on how to successfully negotiate a great salary or raise in today’s job market.

Make It Known You Don’t Need The Job

This doesn’t mean that you don’t want the job or don’t work hard; just make it known you have other options. In today’s job market, having back up plans and alternatives is essential for survival. If you haven’t engineered a back up plan, now is the time to start. Once it is in place you won’t have to bluff a nonchalant attitude.

The people being promoted and given raises these days are the valuable employees that have the right attitude and that attitude is: I don’t really need this job, I can get another (better) one.

Among a sea of employees who are absolutely desperate not to be fired, this type of attitude stands out like a bright light and it makes management pay attention.

Moreover, adopting an honest attitude about your job’s life expectancy can be very liberating. While everyone else is so petrified about losing their job that they are constantly emitting desperation and a bad attitude you will be emitting prosperity and hope. People around you will thrive and this will make you look even better to upper management.

Combine outstanding performance with the impression your company might lose you to the competition and you have a formula for a healthy raise and a promotion.

In the hiring arena competition for jobs is very fierce. No matter what your qualifications or background there is probably someone who is better qualified for the job. You can’t control that right now.

What you can control is your attitude. Successful job candidates are usually the people that get along well with the interviewers. Employers are looking for someone with excellent office etiquette and someone who will be a valuable addition to their team.

Once you are fairly certain they like you and you like them put a little nudge into the negotiations by hinting you are fielding several other offers. It’s best to actually be doing this rather than bluffing. Thanks to evolution people always want something more if they are afraid it might disappear.

Salary Isn’t Everything: Nail Great Benefits

Every contract can be reviewed, crossed-out, added to and rewritten. Always look to get valuable compensation added to your contract. Here is an example.

A real estate developer was just hired by a small firm. She nailed a six-figure salary. She then negotiated a valuable severance package before she took the new job. She told the company she wanted a full severance package immediately that matched the terms of her current job. Without it she couldn’t move.

Her argument was logical and brilliant. In her old job she had a valuable severance package.

Why should she give that up to work for a smaller (less stable) company? She neglected to mention the new salary was more than twice her old one. Double score.

Benefits negotiations can extend to anything and everything. Extra vacation time, an elevated bonus structure and the power to choose your own admin are all things that can be very important. Everyone’s values are a bit different. Add these extra benefits to the traditional fringe benefits like stock, life insurance, health insurance and retirement plans.

Don’t get too greedy and choose only two or three points of negotiation. Moreover, plan to let the employer “win” on one to two of these points.

Close The Sale

Part of the secret to good negotiating is momentum. This is true whether you are selling cars or selling yourself. Keep negotiations brief and always move the process along as quickly as possible. Once you have negotiated a salary or a raise verbally get it in writing and have everything summarized into a letter of agreement as soon as possible.

A simple, “Can your secretary write me up a quick summary this afternoon so that I can review it,” is a great nudge to getting that final contract signed and sealed. Unwritten promises aren’t worth the air they disappear into.

Additional Tips For Negotiating A Great Salary

• Don’t start talking money until you have a job offer- ever!
• Make them call the first number.
• Do your research; know what you should be paid in the position.
• Keep your salary strategies and negotiations to yourself. Don’t talk about money at the office.
• Practice negotiating “for fun” at an open-air market.
• Don’t take salary negotiations too personally.
• Always ask about salary increases and raises at least once a year.
• Remember even if you love your boss they aren’t going to pay to send your kids to college.

5 Tips For Handling Salary Requirements

Here are five tips that will make sure you get the best salary package:

1. Research Salaries

Three great sites that provide real-time salary information are Salary.com, Payscale.com, and Glassdoor.com. They have salary date by title and location, and offer some free searches. This is the place to start to see what typical compensation is for the kind of job you are seeking.

2. Research The Company

Before you enter discussions, check the company’s job postings and see if they indicate salary ranges there. This does not have to be for your specific position, as you just want to see if they are offering competitive salaries across the board.

So, if you see that they are offering $25,000-$30,000 for administrative assistants when typical salaries are higher for this position, it tells you they are at the low end of the spectrum.

3. Whoever Speaks First Loses

A common rule in salary negotiations is that whoever offers a number first loses. Personally, I do not believe this, but nonetheless, you can just turn the tables on them and just ask, “What have you budgeted for this position?”

You will be surprised how often they will respond.

4. Give A Good Generic Answer

If you must say something and do not want to indicate what you are currently making or have previously been paid, a good statement is:

“Although the job and the challenge are most important to me, you should know that I am considering positions in the XX to YY range.”

Note the subtlety of the “I am considering positions” statement as it makes you look like you have other opportunities and will cause them to think about making a competitive offer.

5. Negotiate Other Things

You may not be able to get all you want from the salary negotiations, but remember that there are other things that you can negotiate.

The most common is vacation time. If they offer two weeks for the first three years and you are used to more than that, just indicate that your family is used to 4+ weeks of vacation and can they start with three weeks. You will be surprised how often this works.

Consider other things that will make a difference for you such as a company-provided cell phone, car, laptop, and so on.

Use these tips and you will get the best compensation package they offer.

Read more at http://www.careerealism.com/handling-salary-requirements/#YS0R9Q5BO0ibY2MW.99

5 ways to ensure you hire the right talent

Make sure you take the right hiring decisions by following the checklist shared below.

Hiring decisions are the most painful part of an HR professional's job and they are equally taxing for the business, at large. A study published by the Society for Human Resource Management found that a poor hiring decision, which ended in termination, actually costs the company concerned around 38 per cent of an employee's salary. With so much at stake, how can one ensure that right person is hired for the right job? Ravi S Singh, founder, Insiders, shares a checklist which can help avoid horror hires...

Talent mapping

The success of hiring lies in talent mapping; if you have the right people on your mapping list, your job is almost done. The problem with most of the recruiters, even consultants, is that their search process ends as they find a suitable candidate, to get a closure. An extensive talent mapping gives you a holistic preview of the available talent and make sure that you are hiring the most suitable and best fit.

Strong pre-screening 

A right hire is not determined by the number of people interviewed but by meeting the right people. Hence, a strong and in-depth pre-screening of CV is highly recommended, so that you meet only the right people and when you are making a final decision you know you are choosing among the best. In today's social media-driven world, reviewing the online profile can be a very strong pre-screening criterion.

Non negotiable traits/behavior 

The technical aspect and achievements (IQ) are almost defined in the CV and while interviewing, it's all about cross checking them. But the major aspect which needs to be checked is behaviors, traits, and attitude; in short the EQ aspect. Hence, define your NNT (Non Negotiable Traits) this will definitely assure the stability of hire in your organisation.

Know your questions 

Have a checklist of interview questionnaire. Also, it's not only about preparing the right question but knowing them as well; i.e., what is the objective? What will it basically determine or how well can it give a prospective of the candidate?

Background and reference check

Effective reference check is one of the most important steps in the hiring process. Make sure and verify that all the credentials, experience and skills shared, are possessed by the candidate.

Besides, there are number of behavioural and personality assessment tests available, today, to evaluate the suitability and credibility of a candidate for the available job profile/position. "A little extra effort at the preliminary stages of hiring process can help in culling the good from bad. It is best to give an in-depth testing on the candidate's competencies rather than glide along on first impressions," advised Kevin Tan, principal consultant, Omni View Consultancy.

C++ Constructor and Destructor

C++ Constructor:
Constructors are the special type of member function that initializes the object automatically when it is created Compiler identifies that the given member function is a constructor by its name and return type. 

• It can have parameters like any member function.

• Constructor functions are usually declared in the public section, but can also be declared in the protected and private sections, if the user wants to restrict access to them.

• Constructor has same name as that of class and it does not have any return type and executed whenever we create new objects of that class.

• The constructor has two parts:

      First is the initializer list which follows the parameter list and before the method body. It starts with a colon and entries are comma-separated. The initializer list is not required, but offers the opportunity to provide values for data members and avoid separate assignment statements. The initializer list is required if you have const or reference type data members, or members that do not have parameterless constructor logic. Assignments occur according to the order of the initializer list. 

    The second part is the body, which is a normal method body enclosed in curly brackets.

Constructor Types : means constructor can be over loaded like member function:
1. Default Constructor: A default constructor is a constructor that either has no parameters, or if it has parameters, all the parameters have default values.
Example:
class Cons{};

If no user-defined constructor exists for a class A and one is needed, the compiler implicitly declares a default parameterless constructor A::A(). 
This constructor is an inline public member of its class. The compiler will implicitly define A::A() when the compiler uses this constructor to create an object of type A. 
The constructor will have no constructor initializer and a null body.

The compiler first implicitly defines the implicitly declared constructors of the base classes and nonstatic data members of a class A before defining the implicitly declared constructor of A. No default constructor is created for a class that has any constant or reference type members. 
A constructor of a class A is trivial if all the following are true:

• It is implicitly defined Cons has no virtual functions and no virtual base classes.
• All the direct base classes of Cons have trivial constructors. 
• The classes of all the nonstatic data members of Cons have trivial constructors

If any of the above are false, then the constructor is nontrivial.

2. Copy Constructor:  for a class Cons is a constructor whose first parameter is of type Cons&, const Cons&. Copy constructors are used to make a copy of one class object from another class object of the same class type. You cannot use a copy constructor with an argument of the same type as its class; you must use a reference.

3. Parametrized Constructor: A default constructor does not have any parameter, but if you need, a constructor can have parameters. 


The following code fragment shows two classes with constructors, default constructors, and copy constructors, initializer :

class Cons1
 {
int length, breadth;
public:
  // default constructor, no arguments
  Cons1();
  // Parametrized constructor, assign value using assignment operator
  Cons1(int x, int y)
 {
      length = x;
     breadth = y;
 }
// Parametrized constructor, assign value using Initializer list
//  Cons1(int x, int y) : length(x),  breadth(y) { }

  // copy constructor
  Cons(const Cons&);
};

class Cons2 {
public:
  // default constructor with one
  // default argument
  Cons2( int a= 0);

  // default argument
  // copy constructor
  Cons2(const Cons2&, int a = 0);

};

C++ Destructor: updated coming soon.

LINK : fatal error LNK1123: failure during conversion to COFF: file invalid or corrupt

Causes:

This error appear because you have installed Visual C++ 2012 after you

have actually installed Visual C++ 2010 in your system;
another cause is because .net Framework 4.5 replace .net Framework 4.0;
.net Framework corrupted files;

 

How To Solve:

Solution 1:

Either disable incremental linking, by going to

Project Properties

   -> Configuration Properties

       -> Linker (General)

          -> Enable Incremental Linking -> "No (/INCREMENTAL:NO)"

about "Incremental Linking": http://msdn.microsoft.com/en-us/library/4khtbfyf(v=vs.100).aspx

 

 

 

Solution 2:

If disabling incremental linking doesn't work for you, and turning off

"Embed Manifest" doesn't work either, then search your path for multiple

versions of CVTRES.exe.

 

By debugging with the /VERBOSE linker option I found the linker was

writing that error message when it tried to invoke cvtres and it failed.

It turned out that you had two versions of this utility in your path.

 

One at C:\Program Files\Microsoft Visual Studio 10.0\VC\BIN\cvtres.exe and

one at C:\Windows\Microsoft.NET\Framework\v4.0.30319\cvtres.exe.

 

After VS2012 install, the VS2010 version of cvtres.exe will no longer

work.

If that's the first one in your path, and the linker decides it

needs to convert a .res file to COFF object format, the link will fail

with LNK1123.

(Really annoying that the error message has nothing to do with the

actual problem, but that's not unusual for a Microsoft product.)

 

Solution:

Just delete/rename the older version of the utility, or re-arrange your

PATH variable, so that the version that works comes first. I mostly use renamed the old version file.

 

Solution 3:

-> If Visual Studio 2012 RC and Visual Studio 2010 with SP1 are installed on the same computer then you will be re-install VS 2010 with SP1,
-> If you have Visual Studio 2012 RC  and Visual Studio 2010 then you will be install Visual Studio 2010 with SP1.

you can open the project in both of those versions of Visual Studio.

 

Solution 4:

Uninstall .Net Framework 4.5 from your system and re-install .Net Framework 4.0.

 

   

How to open a URL in the default web browser?

This is easily done by calling ShellExecute() HTTP and FTP URLs should be processed by both Netscape and IE: the "default" browser will handle them. Other protocols such as mailto and news may also handled by the browser. IE4 adds handlers for things like "Callto:" for Net Meeting contacts.

#include "windows.h"

 #include "shellapi.h"

 //link in the library

#pragma comment(lib,"shell32.lib")

int main(int argc, char *const argv[])

{

    ShellExecute(NULL,"open", "http://coderdreambook.blogspot.in/", "", "c:\\", SW_SHOWNORMAL);

    return 0;

}

What is a pdb file?

A program database (PDB) file contains debugging and project state information that allows incremental linking of a Debug configuration of the program. This file is created when you compile a C/C++ program with /ZI or /Zi or a Visual Basic/C#/JScript .NET program with /debug.

When do you call copy constructors?

Copy Constructor:  It is a constructor, which initializes it's object member variable with another object of the same class. If you don't implement a copy constructor in your class, the compiler automatically does it.

Copy constructors are called in these situations: 

i.)when compiler generates a temporary object 
ii.)when a function returns an object of that class by value 
iii.)when the object of that class is passed by value as an argument to a function 
iv.)when you construct an object based on another object of the same class

Get the middle node in a given singly linked list?

struct node
{
   int info;
   struct node *next;
};

struct node* getMiddleNode(struct node **start)

{

  struct node *middle = *start;

  struct node *fast_ptr = *start;

  if(*start != NULL)

  {

       while((fast_ptr->next) !=NULL && (fast_ptr->next->next) != NULL)

       {

          fast_ptr = fast_ptr->next->next;

          middle = middle->next;

       }

  }

   return middle ;

}