How to convince a potential employer you want to downshift your career

• 2-minute read •
What do you think of when you hear the phrase “career trajectory”? Most likely, you’re thinking of career advancement. That kind of trajectory is admirable because it shows professional progress. You’re movin’ on up.

But what happens when you want to go in the other direction? Family obligations, your personal well-being and shifting priorities can all cause you to need to slow down.

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6 Things to Negotiate When an Employer Won't Budge on Pay

• 2-minute read •
You’ve done the research, brushed up your skills and made the business case for getting more pay than you currently do. But there may come a time when your employer won’t budge on the pay it’s offering. If you’re negotiating a new job offer and aren’t prepared to walk away, you’ll have to be flexible and consider negotiating on one or more of these other points.

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6 Things to Negotiate When an Employer Won't Budge on Pay

• 2-minute read •
Your compensation package includes more than pay and it’s possible to negotiate for valuable perks.
You’ve done the research, brushed up your skills and made the business case for getting more pay than you currently do. But there may come a time when your employer won’t budge on the pay it’s offering. If you’re negotiating a new job offer and aren’t prepared to walk away, you’ll have to be flexible and consider negotiating on one or more of these other points.

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6 Ways to Spot a Bad Employer Before it's Too Late

• 2-minute read •
Identify companies you don’t want to work for before you accept an offer.
Some bad employers wave red flags in your face, while others present more subtle signs. You should be ready to notice both.
Here are six ways to spot a bad employer before you take a job that will turn into a nightmare down the road.

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What's on the Minds of Employers?

Employers and workers alike are on edge as the economic struggles that began in 2008 have extended into 2009 and will likely last into the upcoming second quarter. A new survey from CareerBuilder and USA Today and conducted by Harris Interactive examines how employers are viewing head count and how employees approach their careers.

During the previous four months, the United States lost 2.6 million jobs, but now employers are focused on retaining their talent. "The Q2 2009 Job Forecast" found retention is a higher priority than hiring.

Employers are taking a wait-and-see approach to hiring, but there are those who are still seeking new employees. In the second quarter, 64 percent of employers expect no change in their numbers of full-time employees. They are, however, focused on preserving top performers in order to control expenses and find new revenue streams.

Quarterly hiring

Although hiring isn't as strong as it has been in recent years, some employers are still looking for new talent. Thirteen percent of surveyed employers said they increased their number of full-time, permanent employees during the first quarter. Meanwhile, staff levels remained the same for 61 percent of employers. Another sign of the recession's impact can be seen in 26 percent of employers reducing headcount during the first quarter, while only 13 percent did so last year.

In the second quarter, however, 14 percent of employers expect a decrease in head count. An equal percentage intends to add full-time, permanent employees in the second quarter. A majority (64 percent) of employers won't lower or increase personnel at all.

Layoffs

Employers reduced their head count more in the first few months of 2009 than in the same period last year, but the second quarter looks more favorable for workers. Twenty-two percent of hiring managers reported layoffs at their locations in the first quarter, up from 11 percent in 2008. Twelve percent expect layoffs in the coming quarter and 64 percent expect none.

The forecast also finds that human-resources managers have a positive outlook for their companies, as nearly half believe the economic stimulus will improve their ability to get more business. Once business improves, 23 percent of these managers intend to rehire workers who have been laid off due to the economy.

Compensation in Q2 2009

As expected, tighter budgets have prevented employers from offering significant pay increases and resulted in pay reductions for some employees. Only 42 percent of employers expect salary increases for full-time, permanent employees in the second quarter, a decrease from 70 percent in 2008. However, 46 percent of employers expect no change in pay levels and 7 percent expect a decrease.

Of the employers who will offer a raise, 29 percent believe the amount will be between 1 and 3 percent. Twelve percent expect salary increases of 4 to 10 percent. Only 1 percent of employers think the amount will be 11 percent or higher.

6 employment trends for employers and job seekers

The Q2 survey not only revealed patterns about hiring and layoffs, but it also showed both employers and employees are reprioritizing their workplace plans. These six employment trends emerged from the survey:

1. Trimming perks and benefits

In an attempt to stay afloat until the economy calms, companies are looking for temporary opportunities to reduce costs. One solution is to cut some or all perks and benefits offered to employees, which 42 percent of employers did in the first quarter of this year. In the second quarter, 32 percent expect to do the same. Bonuses, 401(k) matching and health-care coverage are the three most affected areas.

2. Upgrading talent rosters

Slower hiring cycles have given employers an opportunity to replace lower-performing workers with top talent that wouldn't otherwise be available in a healthy economy. Job seekers in sales, accounting and finance, retail and customer service are the candidates benefiting most from these hiring practices.

3. Postponing retirement

Workers nearing retirement age have decided to adjust their plans in light of the economy's impact on their long-term finances. Of surveyed workers over 60 years, 60 percent said they will put off retirement. Seventy percent of these workers think they will need up to six years to recover their lost savings, while 10 percent fear they will never regain the financial security needed to retire.

4. Transferring skills

When workers are ready for a career switch, they can look for their transferable skills to help them make the move. Of workers who were laid off and have not found work, 73 percent said they are looking for jobs outside of their chosen profession, either due to a desire to change or a lack of available jobs. Fortunately, 69 percent of hiring managers said they are willing to hire a job seeker who doesn't have experience in a specific field but does have transferrable skills.

5. Relocation

Thirty-nine percent of workers who were laid off and have not found work would consider a new city or state for a job. Employers are also willing to expand their search for talent, as 25 percent of hiring managers are willing to pay for the right job candidate's relocation.

6. Returning to the classroom

Education continues to be a resource for workers looking to increase their marketability to employers. Twenty-one percent of all surveyed workers are going back to school for formal degrees, certifications and refresher courses.

What Should You Expect From Your Employer?

What should you expect from your employer if you want to be a first-class player and a winner?
Foremost, you should expect to be provided with an environment of opportunity in which hard work and achievement are rewarded. This means you will be encouraged to grow as fast as you can, broadening your capabilities and building your experience every step of the way. You will be allowed to assume all the responsibilities you can handle.

This environment of opportunity should allow you to take common sense risks with the assurance that you will be rewarded if you are right and not punished if you turn out to be wrong.

You should expect your employer to provide you with the assets you need to get your assignments done on time and in a manner that produces profits. You have little chance of being a winner unless you are employed by an organization that satisfies this expectation.

You should expect your employer to maintain a highly visible connection between efforts, achievements and rewards. You will not have a nurturing soil in which you can grow to be a winner in the absence of a reward system that distinguishes between doing and "gonna do." There is little incentive to make your best effort where the annual compensation review almost always results in across-the-board, cost-of-living raises for one and all alike, loafers as well as producers; where winners are never singled out for a pat on the back.

Over time, the absence of opportunity, the lack of resources and the failure to reward good work will kill the fire in even the most ambitious of us. These failures will also cripple organizations.

Those who are driven to be winners will be smart enough to either change such a destructive environment or leave it.

10 Questions to Dazzle a Future Employer

Your suit is crisp – you look impressive. Your C.V. is flawless – you seem great on paper. Now, for the last piece of the successful job search puzzle – carrying off the job interview with flying colours.

How do you do it? Try asking questions. Besides showing your interest in the position and the company, asking questions gives you an active role in the interview and lets you steer the interview into areas in which you shine.

To make sure your next interview is as smooth as your freshly dry-cleaned suit, try these 10 questions on for size:

1. "What type of salary growth and promotion opportunities does this position and the company offer?"
This tells the interviewer that you have a long-term vision for your professional future and that you're not just looking for any old job; you're looking to secure a career.

2. "How do you see me benefiting the company?"
Finding out why you were selected out of possibly hundreds of other candidates gives you a chance to expand on the qualities that caught their eye, further making the case for you to be recruited.

3. "What would my first project be if I'm recruited?"
This will give you a specific idea of what you can expect when you walk into the office that first day after being recruited. It also can give you a rough idea as to what will be expected of you, allowing you to build on those attributes during the interview.

4. "Are continuing education and professional training stressed?"
This shows your willingness to learn new skills and adapt to new challenges or initiatives. Adaptability is very important in today's fickle economy and could be key to retaining your job in a reorganisation.

5. "Why did you choose this company?"
Hearing why a current employee opted to work at the firm can give you some insight into some of the strengths and opportunities within the organisation.

6. "What is the organisation's culture?"
This will reveal those "intangibles" of a company that have nothing to do with professional experience or required education. If you need a traditional office environment to stay focused and get the job done, a more creativity-driven workplace which allows music streaming from computers, very casual dress, and ultra-flexible schedules may not be conducive to your productivity.

7. "Who will carry out my appraisals if I'm recruited?"
Ask this question, and you'll discern the company and departmental structure under which you will be working. For instance, will you report directly to the company’s chairman or will there be a succession of middle managers between you?

8. "What exactly are the job responsibilities?"
Job ads usually list the general areas of responsibility for a position. It's always good to confirm what the actual duties will be. You don't want to start your new job as an engineer and find out that you're responsible for handing out the post.

9. "When will a decision be made on the successful candidate?"
Knowing this helps you determine the timing of your interview follow-up activities.

10. "May I contact you if I have other questions?"
It's always good to finish up an interview with this question. It keeps the door open for further communication, giving you one last chance to make your case.

How to sue an employer

If your employer breaches your employment rights, you are entitled to take legal action against them because they have failed to fulfill their contractual commitments to you. Your employment contract is a detailed document of responsibilities that your employer has to you, and in turn you have to your employer..

But, before you track down a lawyer, you need to ensure that you formulate a water-tight case and follow a procedure before you take your case to an employment tribunal. Get it wrong at this stage and you could lose more than just your job.

Step 1: Know your rights
Get familiar with your company’s grievance policies and procedures. You can access this information by speaking to your Human Resources department or accessing them on you company’s intranet.

Step 2: Keep notes
Without solid evidence or witness corroboration, it can be difficult to prove that your rights are being breeched by your employer and it could end up as your word against theirs. Keep a journal of what you observe and experience. This could be used as evidence to support your case if it goes to court.

Step 3: Make your complaint official
Inform your Human Resources department of your grievance and give them the opportunity to investigate your complaint in an official capacity. If appropriate, alert your trade union representative who will offer support and advise you on the best course of action. Even if this course of action proves fruitless, it is an important step should you consider taking a legal case at a later stage.

Step 4: Step-up the ante
If you become dissatisfied with your employer’s handling of your complaint, you have the right to take the matter to an employment tribunal which will decide if your employer dealt with your allegations in a reasonable manner. Contact your local Citizen’s Advice Bureau and the Equal Opportunities Commission for free legal advice and a list of practitioners in your local area who can to handle your case.

Step 5: Make your decision
Choose a solicitor that specialises in employment law issues. Find out what their success rate is in winning cases on behalf of their clients. And make sure that you inform your solicitor of the steps that you have taken to resolve your grievance.

You may be looking to take your employer to a tribunal while still holding down you job. Or you may be suing them for unfair dismissal. Whatever your position, if you go down the legal route you must be prepared to leave your job - by the time you have resolved to sue, the relationship with your employer is pretty much over.