5 Things You *Must* Do to Follow-up After an Interview

You’ve made it through the last round, and now all you have to do is play the waiting game. It’s a nerve-wracking time, and you may jump every time the phone rings, but keep your cool and make sure you’re not breaking any of these interview follow-up rules:
1. Thank them within two days. 
Thank whoever interviewed you on the day of or, at the very least, the day after your interview. Thank every person who interviewed you. It’s best to send them individual thank-you emails or notes. Only send a thank-you note if you can drop it off in person, because if you snail mail it, it might arrive late.
2. Follow up within two weeks. 
Follow up after your thank-you note anywhere from a week after the interview to no later than two weeks. Don’t bombard them with emails and if you haven’t heard from them after the thank-you note and the first follow-up, wait another week to two weeks before doing one final follow-up. If you don’t hear back from them, it’s probably time to move on.
3. Choose the right person. 
Don’t follow up with everyone you met up with. Pick a person who’s in charge of following up with you. At the end of the interview, you can ask what the next steps are to clarify who should be reaching out to you. Most likely, you should follow up with either the hiring manager or the HR contact.
4. Use the same medium. 
If your interviewer seems to prefer a certain medium, like the phone or email, try to stick to that when reaching out to them. If she reaches out to you via email, respond with an email. If she calls you and leaves a voicemail, get back to her by phone.
5. Be careful with language. 
Choose your words wisely and be wary of sounding impatient or even putting pressure on the person you’re speaking to. Hiring managers need time to make a decision, and they may still be interviewing other people, so be patient. Meanwhile, keep looking for other job opportunities while you’re waiting, so you’re not pinning all your hopes on one position.



How To Get Hired Today Blog        Job Hiring Process, Interviews, Resumes, Recruiters

Negotiating Employment Agreements or the Real Reason Jennifer Lawrence Got Paid Less Than Bradley Cooper

Negotiating Employment Agreements or the Real Reason Jennifer Lawrence Got Paid Less Than Bradley Cooper

Somebody recently went through Sony’s hacked e-mails and found some that show Jennifer Lawrence and Amy Adams were paid less than the male leads in American Hustle. This prompted Jennifer Lawrence to write an essay titled “Why Do I make Less Than My Male Co-Starts?”
She blamed her lower pay partially on Hollywood being sexist and partially on her not wanting to appear “difficult” and feeling silly about negotiating regarding millions she didn’t really need.  As you can imagine, the essay sparked a whole lot of indignation about the “wage gap” and the sexism in the workplace when it comes to salaries, not just in Hollywood, but everywhere.
However, many of these responses focused on gender issues and failed to address Jennifer’s glaring violation of the cardinal rule of employment negotiations – IF YOU DO NOT ASK FOR IT, YOU WILL NOT GET IT.  This is not a gender specific rule, by the way. Some believe that men are better at asking or demanding to be paid according to their worth than women, but I personally do not think that’s true. In my experience, it’s more of a personality or experience issue than a gender-related trait.  If your personality is like Jennifer Lawrence’s (by her own admission) and does not allow you to ask, find a person who will ask and negotiate for you, i.e. a lawyer or an agent.
I see too often executives (men and women) not asking for what they want in an employment agreement, not asking about what the terms in their employment agreements mean, assuming that their employment terms are not negotiable, or giving up on negotiations too early in the process.  As in any negotiation process, knowledge is power.  So, here is a list of terms that are often negotiable in the executive employment agreements and that you should at least discuss with your employer and your attorney before signing an employment agreement:
1. Severance – is the employer going to provide severance and, if so, how much? Is death or disability a severance trigger? What will happen to medical benefit continuation, prorated bonus, equity vesting acceleration, extension of the option exercise period, or other benefits if the employment is terminated?
2. Term of employment – most executive employment agreements will specify a term of employment, which is, of course, an exception to the at-will approach taken with respect to non-executive employees.  If it is an at-will contract, ask for a specific term. Often, an employer will specify that the company may terminate the executive “for cause.”  What constitutes “cause” is purely up to the parties.
3. Restrictive Covenants – what restrictions will be imposed on the executive after he leaves the company? For how long? The length, geographic scope, term of restrictions and other parameters can be negotiated to strike a balance between protecting the company and allowing the executive to earn a living after he moves on.
4. Cause – does the “termination for cause” clause define what the “cause” is? Does it allow for a cure period, i.e. a period during which the executive can address the company’s concerns before being terminated “for cause”? Is the company’s board involved in the termination process and what are the steps in that process that the company and the employee will have to follow?
5. Good Reason – a “good reason” separation provision allows an executive to resign for certain pre-approved reasons, such as demotion, relocation and other events that would materially change the terms of employment.  What constitutes a “good reason” is negotiable.
6. Equity – will the executive receive equity in the company as part of the compensation? How much? When does it vest? What happens with it if the employee is terminated for cause v. employee leaves for a “good reason.”  Are there additional restrictive covenants tied to the equity award?
7. Arbitration – if a dispute about the employment agreement arises, where will it be brought?  If in court, will an executive want to give up his/her rights to a jury trial? If in arbitration, what arbitration body will decide the dispute and what rules will govern it? Who will pay for costs?
8. Assignment – what happens to the executive’s rights and obligations under the employment agreement if the company is sold or bought? Can the company assign the employment agreement to the new entity? Will it need the executive’s permission to do so?
9. 409A – When possible, severance, other payments and the employment agreement generally should be structured so as not to trigger coverage under Section 409A of the Internal Revenue Code. If the agreement is subject to Section 409A, it should be written to comply with.  Failure to do so can expose the executive, among other things, to a 20 percent additional tax.
10. Other Provisions  –  there are many other employment provisions that an executive can negotiate.  A little bit of planning and persistence in the negotiations at the front end of employment will pay ten-fold at the end of that relationship

Networking in the New Age

For some, it’s a fun and exciting opportunity to meet new people and form relationships. For others, it’s a scary proposition to awkwardly interact with a bunch of strangers. Whichever of these categories you fall into, it is likely you have had some experience with networking in your career.

Most professionals know that networking can be a powerful tool that can make a difference in their career, yet many are hesitant or even avoid it altogether. In fact, 53 percent of working adults and job seekers do very little or no networking, even though 89 percent believe networking is beneficial, according to a new University of Phoenix® School of Business survey.

Professionals are also seeing a change in the concept of networking thanks to the evolution of social media. Tools like LinkedIn connect you with potential employers and fellow industry professionals at the click of a button. Online events, like TweetChats and Google Hangouts, allow you to interact with people who share common interests without leaving the comfort of your home or office.

With the advancement in and increased popularity of online platforms like these, it’s not surprising to learn that half (50 percent) of working adults and job seekers say they have networked on social media, with 17 percent saying they have utilized a career-focused website. But can, or perhaps the question is, should online networking replace traditional face-to-face interaction?

While social networking expands our ability to connect with professionals all over the world, professionals should employ a face-to-face networking strategy outside of the workplace to maintain a strong presence in their local professional community. Community events, conventions or trade shows, local industry events, or business or industry happy hours, are all great opportunities to expand your network.

Whether you are transitioning to a new job, seeking a promotion or re-careering, in today’s competitive job market, who you know and the relationships you have can make all the difference. Those who network have seen positive results such as finding new job opportunities, earning support from a person higher in the company, and receiving a raise or promotion.

Here are the top five tips University of Phoenix School of Business Academic Dean Rhonda Capron identified for working adults to engage in successful networking :

1. Be generous. When forming a new relationship, think about what you can offer that person as part of this networking relationship. Instead of scanning the room and thinking, “What can these people do for me,” approach each new relationship with generosity.
2. Be authentic. Approach networking with openness and authenticity. Get to know people on a personal level, understand the role they play, and be genuinely interested in who they are. From this perspective, networking can be a much less daunting and more rewarding process.
3. Don’t forget about external networking. Professional organizations (e.g. SHRM, Chamber of Commerce, etc.) are an incredible resource for ongoing networking opportunities with people who have similar professional interests. Affiliations with these groups allow you to gain a more comprehensive perspective of your field.
4. Keep social media accounts current. Before attending a networking event, look closely at your social media platforms to make sure they contain the latest contact information and job history.
5. Practice your elevator speech. If you were trapped in an elevator for 30 seconds and had to introduce yourself, what would you say? What are your strengths and weaknesses, background and accomplishments? What do you bring to the table that is unique? Jot notes down on an index card and practice prior to attending an event.

Your Personality Type Helps You Figure Out The Right Job For You