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.