<ul><li>Time: Buying freedom and also enjoying it</li><li>Health: Having a lack of stress and mental clarity</li><li>Finances: Lifestyle Creep (becoming financial stable)</li><li>Consumption: Stuff Creep (Taking care of things you consume)</li><li>Reflection: Slowing down (doing shared activities - watching TV to pass time is not one) </li></ul>

How do I want to design my life around the things that matter?

Things that should matter to you to enjoy life.

How to structure your life so you can do what you love every day. Checkout Protective Life Insurance https://bit.ly/3Rjvajw For Costco Members https://bit.ly/3BOytcI Some videos you might like 5 Things You NEED To Declutter TODAY (Minimalism Series) https://gabebult.hypg.es/youtube3 10 Common Things NOT Worth The Money | Frugal Living & Minimalism https://gabebult.hypg.es/youtube1 20 60-Second HABITS For A MINIMALIST HOME https://gabebult.hypg.es/youtube2 Follow me on Snapchat https://gabebult.hypg.es/snapchat Instagram: https://gabebult.hypg.es/instagram 15% OFF CUTS Shirts 👕 https://gabebult.hypg.es/cutsclothing DISCLOSURE: Protective refers to Protective Life Insurance Company (PLICO), Nashville, TN, and its affiliates, including Protective Life Insurance and Annuity Company (PLAIC), Birmingham, AL. Protective Classic Choice is a term life insurance policy issued under form TL-21 by PLICO in all states except New York where it is issued under form TL-21-NY by PLAIC. Policy form numbers, product features, and availability may vary by state. Consult the policy for benefits, riders, limitations, and exclusions. Subject to underwriting. Up to a two-year contestable and suicide period. Benefits adjusted for misstatements of age or sex. All payments and guarantees are subject to the claims-paying ability of the issuing company. #ProtectiveLife #Protector #legacy #Protection #ad #LifeInsurance #LegacyProtection #WealthMindset #Education #EstatePlanning #PersonalFinance #Family

career

Career

moneyandinvestments

Money & Investments

5 Ways To Find The Things That Matter | Minimalism

Cover pictures will help your Profile visitor to gain the Max idea about your Field of Work, So every time make sure to make good & industry-related Cover images for your LinkedIn Profile.

1. Good cover picture related to your industry:

Having a Proper Profile photo helps you to make your own brand face as a Brand, always make sure to Upload a nice-looking your won Photo which should be above your shoulder.

2. Personal Photo for a Profile pic, make sure that it should be above the shoulder:

Having a Simple, Short headline that describes more about yourself & your work. will directly help & attract a viewer to know more about you & they might follow you.

3. Simple, Short & Attractive Headline which will describe you in a smart way:

Now here is a Tip of Iceberg, Just because the way you describe yourself will create a very strong impact on the next person, So you have to Give a quick & Brief of your Journey and Education & the more about your Project/ startup or just anything on what you are working want to make in future.

4. In the About Section you have to put the Brief of your Journey and Education:

Whenever you’re witting about yourself & giving a Brief always make sure to Including Bullets and State forward Points like a resume. It will help the reader to get a Proper Understanding of each point you Writer & it also looks good and Professional.

5. Write impactful points in the experience description including Bullets and State forward Points like a resume:

So these are the tips that I used to make my LinkedIn Profile which Worked. Hope you Liked it & got some value from this Article then make sure to drop your Comment below & share it with your Friends & colleague and hit a like button. for More Details visit: <a href="https://www.addingvalues.xyz/post/5-tips-to-create-a-professional-linkedin-profile">addingvalues.xyz</a> Buy a Coffee for the Author: <a href="https://pages.razorpay.com/pl_KK5ZNnU00iWfIu/view">Here</a> 😊Happy Learnings📚

Conclusion 

These are the Basic Tips for creating Professional LinkedIn Profile, hope you enjoy reading them. 

These are the Basic Tips to create Professional LinkedIn Profile

5 Tips to Create a Professional LinkedIn Profile

"Act the Way You Want Others to Act"

Regarding power, the mentor’s student is dependent on him, whereas the mentee’s job is to use him as a stepping stool, to soak up all the wisdom he has to offer. I realized the conflicting relationship between the two parties, it’s not a friendship, it’s a battle.However I happily help someone when possible, just because I intuitively know we would live in a much better world, if everyone would act this way.

A thriving society would benefit everyone, even on a small scale like in a corporation. So companies should be built an run with this in mind, by giving company ownership to employees or giving bonuses based on the success of the whole organization.Mentoring also has direct benefits for the Mentor. Like he is able to consolidate his knowledge in the subject he teaches. He provably has more authorithy about the project and generally how things are done. He might receive recognition in the form of higher pay.

The knowledge transfer to employees who join a new project is critical and people who have the social skills to do it effectively are highly sought after in high-tech firms.

As a mentor I do hope, that the person I’m supporting would do the same for me if he had the opportunity at some point. And I assume more often than not, you can expect to receive some lasting loyality and respect by the people you mentored. You are building "prestige", since you are showing important leadership skills and you show that you are socially responsible. But if I witnessed that the person I mentored is betraying me, I would definitely whish, that I could take back what I have done for them.

leadershipandmanagement

Leadership & Management

The Battle between the Mentor and Mentee

<ul>
<li>Good coaching: help employees to solutions with guidance.</li>
<li>Coaching returns: Relations, Team, increased Self-awareness.</li>
<li>Effective feedback: “AID”: “Actions,” their “Impact”, “Desired” outcome.</li>
<li>Organize coaching: GROW “Goal, Reality, Options, Wrap up.”</li>
<li>Tailor coaching to fit employee’s “skill & will to accomplish the task.”</li>
<li>Determine factors that motivate employees.</li>
<li>Focus on strategic and operational goals.</li>
<li>If coached, never get defensive, just express gratitude.</li>
<li>Take “voluntary, visible, irrevocable & specific” steps to goals.</li>
<li>When coaching higher-ups, stay positive for the first few sessions.</li>
</ul>

The Tao of Coaching

Boost Your Effectiveness at Work by Inspiring and Developing Those Around You.

The essence and success of The Tao of Coaching has always been its focus on the practical tips and techniques for making work more rewarding through the habit of coaching - and this philosophy continues to underpin this brand new reissue. The book's premise is simple: that to become an effective coach, managers and leaders need master only a few techniques, even though mastery obviously requires practice. Each chapter focuses on a specific technique - or Golden Rule - of coaching to help practice make perfect. Tried and tested by generations within and beyond the workplace, this succinct and engaging book gives readers the tools to:- create more time for themselves, by delegating well- build, and enjoy working with, effective teams- achieve better results - enhance their interpersonal skills.It demonstrates that coaching is not simply a matter of helping others and improving performance, but is also a powerful force for self-development and personal fulfilment.

personaldevelopment

Personal Development

motivationandinspiration

Motivation & Inspiration

books

Books

The essence and success of The Tao of Coaching has always been its focus on the practical tips and techniques for making work more rewarding through the habit of coaching - and this philosophy continues to underpin this brand new reissue. The book's premise is simple: that to become an effective coach, managers and leaders need master only a few techniques, even though mastery obviously requires practice. Each chapter focuses on a specific technique - or Golden Rule - of coaching to help practice make perfect. Tried and tested by generations within and beyond the workplace, this succinct and engaging book gives readers the tools to: - create more time for themselves, by delegating well - build, and enjoy working with, effective teams - achieve better results - enhance their interpersonal skills. It demonstrates that coaching is not simply a matter of helping others and improving performance, but is also a powerful force for self-development and personal fulfilment.

Max Landsberg

The central goal of Slow Productivity is to keep an individual worker’s volume at a sustainable level. When our work volume increases, so do the accompanying overhead and stress, reducing both the time remaining to actually execute the tasks and the quality of the results. If we can work more sequentially, focusing on a small number of things at a time, waiting until they're done before bringing on new obligations, the rate at which we complete tasks might actually increase.

Slow Productivity

When there’s too much for us to imagine actually completing, we short-circuit our executive functioning mechanisms, resulting in a feeling of anxious unease.The autonomy that defines the professional lives of those who toil in front of computer screens has led us into a trap of excessive work volume. We cannot escape this trap by expanding the weekend. We must ultimately brace ourselves for the larger challenge of slowing down the pace of the workday itself.

As long as the economy rewards productivity and efficiency, there will always be people:<ul><li>piling on the work</li><li>working on the weekend.</li></ul> It’s nice to think that some companies might adopt anti-burnout measures—minimizing those small tasks, and doling out fewer projects.

Rewarding Productivity

<ul><li>When only one basket holds all of your self-esteem eggs, bad things happen. If we feel like we need to do something or prove ourselves in one area to feel good about ourselves, our self-worth is based on something.</li><li>Contingencies of self-worth represent specific domains on which people stake their self-esteem.</li><li>Contingent self-worth is an ineffective source of motivation; although boosts to self-esteem feel good, they can become addictive, requiring ever greater success to avoid feelings of worthlessness.</li></ul>

Self-Esteem and Productivity

Burnout happens when, over a period of time, our resources are depleted faster than they’re restored. It’s partially explained by exhaustion at work, cynicism toward the meaning of work, and a sense of inadequacy at work. It’s mediated by workload, control, reward, community, fairness, and values. There’s a pretty substantial overlap between the symptoms of burnout and depression, as both entail a loss of motivation.

Burnout Is On The Rise

productivity

Productivity

corporateculture

Corporate Culture

mentalhealth

Mental Health

Slow Productivity is Already Here

There are three main types of courage when it comes to courageous leadership in the workplace:<ul><li>Try courage: the courage required to take the first step in something. You might fail, you might get it wrong, or you might do something completely incredible.</li><li>Trust courage: the type of courage required to relinquish control. As a leader, you will need this courage in order to delegate to your employees, to give over control to staff, and to show your team that you trust them. </li><li>Tell courage: the courage you need to speak openly and with conviction about your beliefs and ideas. </li></ul>

The three buckets of courage

<ul><li>Claim your courage. You have to be willing to climb over obstacles, to do what’s difficult, and to keep doing that every day. </li><li>Get comfortable with being uncomfortable.</li><li>Revealing that you are vulnerable to your employees lets them see that you are human, just like them. </li><li>Confront reality head-on.</li><li>Seek feedback and actually listen.</li><li>Say what needs to be said. Real conversations are difficult to have, especially if there is conflict involved. </li><li>Communicate openly and often. Courageous leaders are open with their information. </li><li>Give credit to others.</li><li>Hold yourself accountable.</li><li>Delegate to your employees.</li><li>Admit<warningtag> when you’ve made a mistake. Remove ego and pride from your leadership style. </warningtag></li><li><warningtag>Change direction when required.</warningtag></li></ul>

Leadership courage

Discover the key traits that you need for courageous leadership.

What is courageous leadership?

<ol><li>Why did you decide to apply to this role?</li><li>What experience do you have that would be relevant to this role?</li><li>Tell me about your experience in …</li><li>What did you like most about the job description?</li><li>Why are you leaving your current job? / Why did you leave your previous job?</li><li>What do you know about our company’s product/services?</li><li>Tell me about this gap in your resume.</li><li>Describe the workplace where you’ll be most happy and productive.</li><li>What are your salary expectations?</li><li>Do you have any questions?</li></ol>

What are the top 10 HR interview questions?

This question aims to evaluate the candidate’s interest in the role.Are they really motivated to get hired for this specific job or do they just mass-apply to every job ad under the sun? Candidates should show that this application was a conscious decision on their part.

1. Why did you decide to apply to this role?

I have been following your company’s successes for some time now and I know you have a great software development team. I checked your careers page regularly and when I saw this job, I was thinking this would be the best environment for me to apply the skills I acquired during my internship & Master’s degree.I have experience in web development and I’m really interested in the projects you’re mentioning in the job – in fact, one of them was the subject of my thesis.I really think I’m a good fit for the job & can grow even more in your workplace.

Sample Answer For Question 1

With this question, recruiters can assess whether candidates have truly understood the role’s requirements and whether they think they can do the job.The best candidates will readily explain how their previous experience relates to the job ad.

2. What experience do you have that would be relevant to this role?

In your job ad, you mention you want someone with talent in inbound sales. I was actually a sales associate at a local store in my area for about three years.During this time:<ul><li>I learned how to approach customers and ask them the right questions to understand what they need.</li><li>I learned to handle difficult customers and solve crises. I can also be persistent without being pushy, which I think is a great asset for any salesperson.</li></ul>

Sample answer For QUESTION 2

While similar to the previous question, this question proactively asks about the most important aspects of the role.For example, if a company is hiring a copywriter, they’ll certainly ask about the candidate’s experience in different types of writing or editing.

3. Tell me about your experience in …

During my time as a marketing specialist in Acme Inc., I got to write a lot of marketing copy. I was solely responsible for writing emails we sent to prospects and customers, including newsletters. I also wrote short copy for social media and, occasionally, articles for our blog.

Sample Answer For Question 3

This is one of the best HR interview questions to ask to start a conversation on requirements and responsibilities.It’s useful to assess how much the candidate has understood the role.

4. What did you like most about the job description?

First, the job description itself was very well-written and gave me a good idea of what the role was about.Second, I really liked the fact that this accounting role involves collaboration with others. I love accounting, but I don’t want to sit at my desk to look at numbers all day – I want to have the chance to work as part of a team where we can exchange opinions and knowledge of new accounting methods and organize the company accounting department in the best way possible.

Sample Answer for Question 4

The best candidates will cite good reasons for moving on from their previous roles. Being negative or badmouthing their employer is a red flag. Of course, there’s a balance – honest candidates will often give an honest answer, and sometimes, their previous employer really is at fault for the end of their employment relationship. Attitude is what matters in these HR interview questions. For example, it’d be reasonable if a candidate mentioned they left their previous job because their employer wasn’t paying their workers the fair market rate.

5. Why are you leaving your current job? / Why did you leave your previous job?

I really liked my previous job and team. I started as a junior and worked my way up to a team lead in marketing. However, I think that my time in this company has come full circle – I’m actually the one who coaches others while I don’t learn anything myself anymore.Learning is important to me, so I want a new job that will challenge me and help me develop further.

Sample Answer For Question 5

The purpose of these types of HR questions is clear: the HR professional wants to ensure that the candidate has researched the company and understands what they’re applying to.Candidates don’t need to show deep knowledge of the company and its products, but they should certainly know everything that can be discovered via a simple online search – of course, if they have already used the company’s products/services or they know someone who works there, that’s a plus.

6. What do you know about our company’s product/services?

<ul><li>I know that your company manufactures machinery and factory equipment.</li><li>Actually, I used your brand when I was working at Acme SA a couple of years ago.</li><li>I was really impressed with how high-quality and durable that equipment was.</li><li>I also saw your company has recently opened a new manufacturing branch, a good sign for your company’s success.</li></ul>

Sample Answer for Question 6

This is one of several very common HR interview questions that may refer to anything “out of the ordinary” or interesting in a candidate’s resume, such as a job that lasted for only a few months or that was seemingly unrelated to the candidate’s background, or an outright gap in the candidate’s employment history.The purpose of these HR interview questions is to clarify these points and make sure there aren’t any red flags.

7. Tell me about this gap in your resume.

After I finished my master’s degree, I started working non-stop for six years. That’s why I decided to take a break from work and travel to other countries to volunteer.This helped me clear my mind and help other people while acquiring new skills (like communication and organizational ability).

Sample Answer for Question 7

This can take other forms, too, such as “What can we do to keep you happy if you were hired?” or “What do you like about your current job that you’d like to find here as well?” These are examples of culture fit interview questions that aim to assess the candidate’s suitability as an employee of the company. Usually, there’s no right or wrong answer. It all depends on whether each candidate is a fit for each individual company.

8. Describe the workplace where you’ll be most happy and productive.

I like workplaces that emphasize both autonomy and teamwork.I like collaborating with others and exchanging ideas, but I also want to have flexibility to work uninterrupted for some time. Also, I value the absence of restrictions, such as a casual dress code unless I’m meeting with customers or partners.

Sample answer for Question 8

Similar HR questions to this have to do with various “technical” aspects of the job, such as willingness to travel or relocate, or ability to follow a shift schedule.HR professionals use this question to ensure they’re not speaking to a candidate who has excessively high salary expectations (or who is generally unable to meet the demands of the job).Candidates shouldn’t be asked to divulge their salary history or current salary – in fact, it’s downright illegal to do so in some jurisdictions – but expectations are a good way to make sure both parties are in sync.

9. What are your salary expectations?

I’ve done some research on the average salaries for this type of role in my area and I think I would expect this role to pay between X and Y.But I think we can discuss this further at a later time if you think I’d be a good fit for the role. Could you tell me the salary range you have in mind?

Sample Answer for Question 9

Regardless of the stage in the hiring process, candidates should always have the opportunity to ask questions themselves so they can decide if the job is a good fit for them.The other reason that HR uses this question is to find out if candidates are truly interested in knowing more. They should ask smart questions about the company, and preferably, questions related to the role, too.

10. Do you have any questions?

Could you tell me what the next steps in the hiring process are?Also, I read an online interview where your CEO said that your company wants to work with voice recognition technology. I’m fascinated by that. Will this role involve work on these types of projects?

Sample Answer for Question 10

What questions should your HR department ask during interviews?<ul><li>Should include what interested the candidate in the role and clarify their experience and past responsibilities to determine if they are a good fit for the role.</li></ul>Why are HR interview questions important<ul><li>﻿HR department interviews help screen candidates based on their qualifications and if they would be a good fit for the company, not just the hiring role.</li></ul>What questions should your HR department NOT ask?<ul><li>Asking a candidate about their family life, medical issues, or even what they do with their free time could land you in hot water.</li></ul>

Frequently asked questions

Here's a list of the best human resources interview questions for candidates, plus sample answers. The purpose of these questions/answers is to gauge the candidates’ basic skills and interest in the role and to clarify various points about their application and resume.

Wondering what the top HR interview questions are? We provide the best 10 questions to ask with sample answers from candidates. Check them out.

HR interview questions: The top 10 questions asked in the HR interview

A World Without Email presents a utopia where people engage in their usual professional activities without using emails as a means of communication, and explores a new way of working that doesn’t rely on instant messaging, which is known for decreasing productivity.Your usual workday probably looks something like this: you get to work, check your emails for the first hour, and then you get to the practical side of things. You probably take a coffee break soon, check your emails again. The actual work done for the first half of the day doesn’t quite match the hours in the office.

A World Without Email – Book Summary

Throughout the day, you check your inbox more than you actually work. But that’s alright, cause everyone else does the same. However, you then stress about the overload of work you have left. So you take it upon yourself to stay in overtime and finish up work. The solution might seem obvious – just turn off notifications. However, practice shows us that it’s not so easy to do so. Instead, A World Without Email argues that we should get rid of the inbox overall and boost communication and productivity through other means.

About the Book

<ul><li>Emails kill productivity through the hyperactive hive mind workflow effect.</li><li>Management execution apps are far more effective than emails in the long run.</li><li>When you state your employee’s responsibilities in a clear manner, it’s more likely that they’ll get it done faster and better.</li></ul>

Here are three of the most useful lessons from the book:

Everyone uses emails at work – it’s just the way things are right now. Emails keep us connected and enhance collaboration within teams. Sounds good? That’s what the companies thought. However, it seems that communication through inboxes might do more harm than good. On average, a worker checks their email every six minutes. One-third of our working day is spent navigating inboxes, and the average knowledge worker does an hour and 15 minutes of productive work a day, according to a study conducted by RescueTime.

Lesson 1: Instant messaging and emailing can decrease productivity drastically in the workplace.

The main reason behind these demotivating numbers is that emails and notifications became like an addiction to us. And organizational cultures are pushing them to keep the collaborative flow going and increase responsiveness. The intention behind this concept is good, but in practice, it kills productivity. That is because we are wired to only focus on one thing at a time. And keeping many tabs open and working with information in the back of our mind just doesn’t sit well with the prefrontal cortex. The result? Decreased attention, a lack of focus, and increased stress levels.

Emails are outdated project assignation tools, and for a reason. They decrease the attention span by keeping employees hooked to a constantly open tab. Not only that, but they also get messy and unstructured.

Lesson 2: To improve productivity, we have to switch to project management execution apps instead of emails.

Instead, business thinkers like Peter Drucker have better ideas when it comes to improving the workflow. Drucker acknowledged two types of work: the knowledge workers and the factory-type workers. Factory-type workers are most efficient when they divide their work into smaller chunks and are responsible for their own small area of activity. With knowledge workers, things get a bit more complicated, because you can’t tell them how to be creative, but you can’t monitor them and inhibit their creative thinking.

However, what you can do is interfere with the way they do things or their framework. Apps like Trello or Flow are specialized in assigning tasks and they limit the use of email to a great extent. This is great news because as we all know, emails do inhibit productivity. Make sure to include employees in the workflow change and give them autonomy in their decisions. Always double-check with them to see if they like and agree with the changes and what tasks they’d like to receive.

Emails are a great means of communication, but what happens when we don’t know what to communicate? Most of the time, they get in the way of productivity. The problem with emails is that people feel productive writing and reading them when they’re in fact not productive at all.Many times over management agents noticed how people pass around tasks and explanations because no one really knows how to deal with them. Responsibilities are often misassigned, unaligned with deadlines or objectives, or ambiguous for the receiving end.

Lesson 3: People work best when they receive straightforward, coordinated tasks.

For this reason, team members assign them between each other and spend precious working hours moving tasks around, without actually following up on them or getting things done. This phenomenon boils down to one solution: assigning employees straightforward, structured, organized tasks. Every employee should receive work that is easy to understand, follow up on, and get done. A deadline is an effective way to set standards of operation, an “open door policy” is always a great idea to encourage communication. The best way to set these aspects in place is through management apps that deliver.

A World Without Email is an informative piece of writing regarding the future of work without an inbox, instant messaging, and fast collaborative text apps. The book presents an idea of the workplace where employees receive clearly-structured tasks and assigned responsibilities that they can fulfill without having to go back and forth about them on email apps. Everything happens on management apps monitored by disseminators, and productivity spikes as an externality – doesn’t that sound great? It looks like we’ll have to try it out to see for ourselves.

A World Without Email – Book Review

The 30-year-old worker who wants to take a peek into the future of a knowledge worker’s day at work, the 49-year-old executive who wants to shape a more productive work environment, or the 37-year-old start-up founder who wants to gain a competitive hedge by establishing effective practices at their company from the early days.

Who would I recommend the A World Without Email summary to?

“Passion comes after you put in the hard work to become excellent at something valuable, not before. In other words, what you do for a living is much less important than how you do it.”-Cal Newport

Author Quote

A World Without Email summary explores a new way of working that doesn’t rely on instant messaging, which affects workplace productivity.

communication

Communication

teamwork

Teamwork

A World Without Email Summary

Doing so lets you take advantage of the power of compounding. Try to invest!

Start Saving Early

Ask these questions before you want to buy something.<ul><li>Is this something I need?</li><li>Do I have something similar already?</li><li>Do I want this more than I want to become a millionaire?</li></ul>

Avoid Unnecessary Spending and Debt

Although there's no correct answer here, most <a href="https://www.investopedia.com/terms/f/financialplanner.asp">financial planners</a> say that, depending on your age, you should save at least 15% of your annual <a href="https://www.investopedia.com/terms/g/grossincome.asp">gross income</a> if you're aiming for a nest egg for retirement.

Save 15% of Your Income

<ul><li>Asking for a pay increase (if you think you're due for one)</li><li>Working extra hours</li><li>Getting a second job</li><li>Getting training to increase your earnings potential</li></ul>

Make More Money

<a href="https://www.investopedia.com/articles/personal-finance/092313/how-manage-lifestyle-inflation.asp">Lifestyle inflation</a> happens when you spend more money just because you have more to spend.

Don't Give In to Lifestyle Inflation

An advisor can help you choose investments, set up a budget, and make plans to reach your goals.

Get Help if You Need It

I hope everyone can manage their money wisely

It's easy for some people to become millionaires. But what if you don't have a high-paying job or family money? You still can.

6 Steps To Become a Millionaire by 30

Your salary negotiation — which routinely takes less than 5 minutes to conclude — has an outsized influence on what your compensation is.That makes your negotiation five very important minutes. Indeed, you can trivially pick up $5,000 in salary negotiations just by sucking less.

The Importance of Negotiation

The reality is that rich, successful people negotiate. It is an all-day-every-day thing in much of the business world, which is where most rich people get their money.

Successful People Negotiate

Salary negotiations are very asymmetrical.  Companies know this and routinely exploit it. Job seekers don’t, perhaps because they think doing so would be unfair and the word “exploit” makes them acutely uncomfortable. So we often default by pretending that the employer is evaluating the negotiation like we would. This is not true, and acting like it is true will harm both your interests and the interests of your future employer.

Negotiations Are Asymmetrical

The job of recruiters is to get you signed with the company as cheaply as possible, but generally a recruiter is not super motivated to do so, because it is not spending its money to hire you. A recruiter is spending its budget.This is an interesting perspective that can be leveraged to increase the salary even by an “insignificant” number.

The Job of Recruiters

Only negotiate salary after you have agreement in principle from someone with hiring authority that, if a mutually acceptable compensation can be agreed upon, you will be hired.

When To Negotiate

If you think about it, you’ll quickly reach the conclusion that the company has spent thousands of dollars just talking to you, and that doesn’t even count the thousands they spent deciding to talk to you instead of whoever isn’t in the room right now.For this reason, they really want to reach an agreement with you.When you have the offer, you are now in control of the company, because they want you and spent a lot of money to arrive to you. Thus, it is in their interest to hire you.

The Company Wants to Reach an Agreement

You are an expert in your own skill set, life story, and (ideally) value you can create for the company. However, the person you are talking to is not.If they ever resist about something which you want, consider reaching into the treasure chest that they are buying mostly blind and revealing one of the many glittering jewels inside. They are going to get them all anyhow if they buy the chest, but each one you bring out decreases the perceived risk of buying it and therefore increases its perceived value.

Reveal Your Glittering Jewels

“Interesting” is a wonderful word: it is positive and non-commital at the same time. If they tell you a number, tell them it is an “interesting” number, not a “wonderful” number.

Micro-tip

We are used to think that negotiating salary is bad and we tend to compare it to exploitation, however, the sooner we realize that this is objectively false the better.

Salary negotiation advice, mostly for engineers. Running total of raises negotiated due to this essay: $9M+.

Salary Negotiation: Make More Money, Be More Valued

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