Hot Industries: Popular Jobs Through 2016
As our economy continues a decades-long shift from goods-based to service-based, some employment sectors are expected to perform substantially better than others.
From 2006-16, the US Bureau of Labor Statistics projects that the U.S.civilian noninstitutional population will increase by 21.8 million.[1] Americans will age, with baby boomers representing the largest segment of the population and the pool of younger adults in the workforce shrinking due to lower birth rates in later generations.
Our economy will change to accommodate these demographic shifts. As skilled jobs take up a greater portion of the job market than ever before, most of the hottest jobs will require a minimum of an associates degree, while jobs requiring only on the job training will decline. Automation and technological changes will alter or eliminate some jobs, while creating new opportunities for technology and information workers. The greatest employment gains will be made by the educational and health services industries, with a dramatic 18.8 percent increase projected for the coming decade. In reaction to the aging population, health care alone is expected to grow by over 25%.
Hottest Industries
Educational and Health Services
Fastest growing jobs (projected):
Personal and home care aids, home health aids, veterinary technicians, medical assistants, veterinarians, substance abuse and behavioral disorder counselors, social and human service assistants, physical therapist assistants, pharmacy technicians, dental hygienists, mental health counselors, and mental health and substance abuse social workers
Professional and Business Services
Includes science and technology, as well as human resources and administration.
Fastest growing jobs (projected):
Network systems and data communications analysts and computer software engineers (applications)
Financial Activities*
Includes real estate and rental leasing, finance, insurance, securities and other investments, as well as credit intermediation and other services
Fastest growing jobs (projected):
personal financial advisors, financial analysts
*These predictions were made prior to the bank closures of October 2008. The financial services industry has cooled substantially.
Government
A very diverse industry. Gains are expected particularly in the area of public safety, while some segments such as federal employment (including the postal service) are expected to decline.
Fastest growing jobs (projected):
Forensic science technicians, financial analysts*
*our prediction
Hot Industries
Information
Includes software publishing, internet publishing and broadcasting, and wireless telecommunication carriers as well as motion picture production; broadcasting; and newspaper, periodical, book, and directory publishing.
Leisure and Hospitality
Includes arts, entertainment, and recreation, including accommodation and food services.
Trade, Transportation, and Utilities
Includes transportation and warehousing, utilities, truck and rail transportation, as well as retail and wholesale trade.
Other Services
Includes religious organizations, automotive repair and maintenance, organizations and associations (such as labor organizations and home owners associations.)
Construction
Commercial, road, bridge and tunnel construction are expected to increase as greater demand is placed on our infrastructure.
Cold Industries
Manufacturing
Expected to decline in all but a few areas, such as pharmaceutical and medicine.
Agriculture, Forestry, Fishing and Hunting
Expected to decline significantly, particularly in crop production. The sole exception is expected to be support activities for agriculture and industry, including farm labor contractors and farm management services.
Mining*
Employment in the mining industry is expected to decline slightly, as changes are made in technology and safety regulations.
*At least in the short term, this prediction is proving to be inaccurate. Throughout 2008, mining consistently added new jobs to the US workforce. With renewed talk of clean coal technology investment and increasing energy demands worldwide, the mining industry may buck government predictions and remain strong for some time.
References
Employer Resources: US Employment Law
In the United States, employers are subject to a complex canopy of federal, state, and municipal laws. Although workplace laws may seem overwhelming, most address three basic employer obligations: nondiscrimination, maintaining a safe workplace, and respecting basic worker rights.
An employer should carefully research the laws pertaining to his or her industry and location prior to beginning the hiring process. We have drawn up a basic outline to help get you started.
Federal Employment Laws
There are more federal employment laws than we can possibly list in one article. We have outlined many of the most crucial ones, however should you have a question about a particular policy or practice we recommend conducting your own research and consulting an attorney or human relations specialist.
Anti-discrimination laws
Federal law dictates that employers must not discriminate on the basis of
- race
- gender
- age (over 40)
- disability
- religion
- national origin
- pregnancy
- National Guard or Reserve obligation
Employees are protected from discrimination at any point before, during, or after the employee/employer relationship including:
- Recruitment - including hiring, advertising jobs, conducting background checks, and asking interview questions
- Training
- Assigning salaries
- Maintaining a harassment-free workplace
- Assigning benefits
- Firing/lay offs
- Administering retirement programs
Additionally, employees may not be subject to retaliatory actions in response to a complaint of any above discrimination, sexual or other harrassment, or termination for required military service. In some cases, employers may be obligated to take certain actions for special groups, such as providing reasonable accommodation to disabled workers or allowing leave for members of the National Guard and Reserves.
Safety Laws
The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) regulates health and safety practices in the workforce. OSHA also provides training, enforcement, and “whistle blower” protections for employees who file safety complaints.
Privacy Protections
Lie Detector Tests - With some exceptions, employers are generally prohibited from requiring lie detector tests, either prior to or during employment.
Electronic Privacy Rights - Employees have some very minor protections against interception of electronic communication by employers.
Social Security and Tax Obligations
Most employers must withhold Social Security and Medicare taxes, or FICA, from their employees’ wages. Additionally, most employers must pay Federal Unemployment Tax (FUTA) from their own funds.
Wage and Hour Laws
Most employers are subject to federal laws dictating minimum wage and overtime requirements.
State Employment Laws
Anti-discrimination laws may differ by state, however nowhere will they provide less protection than federal laws. In addition to the discrimination categories listed above, employees may be protected on the basis of:
- Sexual orientation
- Specific medical conditions
- Parental status
- Marital status
- Political affiliation
For more information, consult your local EEOC office, human rights commission, or an attorney in your state.
Individual states generally also have their own privacy laws, tax obligations, state disability insurance, and worker’s compensation insurance requirements, as well as state-specific minimum wage, overtime, and hours requirements.
Municipal Employment Laws
Individual cities, towns, and counties may have additional employment laws which employers doing business in their municipalities must honor. For example, the City of San Francisco provides protection to workers on the basis of gender identity, requires paid sick leave, sets a minimum per-employee health insurance spending requirement, and specifies a particular minimum wage. To stay abreast of municipal regulations, check with local officials prior to beginning the hiring process.
More Information: Resources
Workplace Law Posters
Confused? Don’t feel overwhelmed. Start by acquiring your state and federal employment law posters, to post in a break room or other spot highly-visible to your employees. Posters include information you are required to pass on to your employees, and also provide a simple way for new employers to understand workplace laws.
Available to download and print, from the US Department of Labor
Comprehensive Employment Law Posters
State and federal laws on one simple laminated poster, available for purchase from laborlawcenter.com
Remember to inquire locally about specific municipal requirements.
Government Agencies
US Department of Labor FirstStep Employment Law Advisor
Provides a basic overview of employer laws and obligations
US Department of Labor Employers Page
Includes summary of major workplace laws, such as wage and hour requirements
US Equal Employment Opportunity Commision
Need more information about anti-discrimination laws? Start here.
Occupational Safety and Health Administration (OSHA) “E-tools”
User-friendly explanations of complex workplace safety problems
Internal Revenue Service (IRS) Employment Taxes FAQ
For small businesses
Other Helpful Websites
Ask the staff of the Labor Law Center a question, or browse thousands of helpful entries.
FindLaw Employment Law and Human Resources
For small businesses
Career Counseling: An Overview
At a career crossroads? You may benefit from the professional help of an experienced career counselor.
What Career Counselors Do
Career counselors can help you:
- Develop a career plan
- Make more effective decisions
- Assess your best job options, through career assessments and other tools
- Develop job search skills, such as writing effective resumes
- Find work/life balance
- Resolve personal conflicts with bosses and coworkers
- Navigate job stress, career transitions and other difficult employment issues
Why seek career counseling?
Although everyone in the workforce could probably benefit from career counseling at one point or another, we asked nationally certified counseling professional Ruthann Reim McCaffrey of the Career Management Institute for the most common reasons people came to her for help. She cited several:
- Recent job loss and loss of confidence
- Relocation and lack of knowledge of the local market
- A long absence from the job market
- Life changes such as illness or disability, necessitating a career change
- They just believe in being efficient and proactive and don’t hesitate to get help before they are in crisis
- Business owners seeking human resources or career management help
Finding the Right Counselor
Anyone can refer to themselves as a “counselor.” Check to see that your counselor is certified by a national accreditation agency, such as the National Board for Certified Counselors. Also, look for an advanced degree in counseling, psychology, career development or a related discipline.
To be most effective, however, a counseling relationship depends on more than just the initials after someone’s last name. “The most important criteria in any counseling relationship is that the client and counselor are a good match,” says counselor Ruthann Reim. She describes her own style: “I like clients to keep their power in working with me…there are many parts of career transition that my clients already know how to do so we choose to use our time on areas that are of concern.” Take the time to find a counselor who best matches your own needs and personality.
Making the Most of Counseling
We asked Ruthann what she sees as the most common roadblock to career success. “Fear. It translates into ‘this is a tough job market so I’m going to have a really hard time,’ ‘I’m too old, too young, too inexperienced, too seasoned so no one will want me,’ ‘I am feeling desperate so I can’t be choosy.’” Overcoming fear, developing confidence, and taking control over the career development process are necessary ingredients to success.
In order to be effective, recipients of career counseling need to sit in the driver’s seat. “Maintain control over your own career planning rather than hoping or expecting someone else to do it for you,” advises Ruthann. Counselors are there to help you find your stride. The rest is up to you.
Find a Counselor - Resources
National Board for Certified Counselors (NBCC)
National Career Development Association
Career Counselors Consortium
(NYC and Tri-State Area)
How the ‘08 Election Will Change the Job Market
No matter your feelings about the 2008 election, most people agree that change is in the air. How will the election effect the job market and the economic climate? Nothing will change immediately, however there are some fairly significant developments to look out for after the inauguration.
The Employee Free Choice Act
A change in the laws surrounding union elections, long sought by the AFL-CIO, the Employee Free Choice Act is expected to move much closer to passage when the new congress begins their session this February. With 56 guaranteed democratic seats in the senate and a few more still up for contention, the Democratic party will come close enough to a fillibuster-proof majority to make passage nearly a done deal.
How will the Employee Free Choice Act effect American workers?
- It will allow the certification of a union if a simple majority of workers sign a card, rather than the lengthy and expensive election process in place now.
- It will create a mediation and binding arbitration process for first contract disputes. Currently, if an employer and a union cannot reach an agreement on a first contract within one year, the union will lose certification and have to start over with an election. Under the new process, disputed contracts will move into the arbitration process within a matter of months, creating an incentive for employers to be cooperative.
- It will significantly stiffen the penalties the National Labor Relations Board can place on employers who engage in illegal retribution, such as firing employees for union organizing.
Not everyone thinks these changes will be positive. Some business interests strongly oppose the law, fearing that it will make the American marketplace less globally competitive and take away the right to a secret ballot. Supporters of the act counter that workers may still elect to undergo the longer NLRB election process if 30% or more of the employees request it.
Stricter EPA Standards and Other Auto Maker Issues
President Elect Obama must wait for legislative action to impose most of his agenda. Some things, however, can be changed through the sweep of a presidential pen. President Bush issued many “executive orders” during his time in office. These are actions by the executive branch that require no deliberative process. One such Bush administration order prevented the state of California from requiring stricter mileage and emissions standards. Given the size of the California market, if the state is able to impose new regulations the auto industry will be scrambling to change their product. This could ultimately have a positive effect on an industry reeling from declining sales of SUVs, but will likely create turmoil in the short term.
Speaking of turmoil, auto makers are asking for their own “bail out” package. Just days after the election, executives are asking the not yet sworn in administration to provide the industry some relief. Already hurting, the industry is expected to close more plants and lay off more workers in the next few months. If aid does come, it may bring with it raised expectations (or actual legislation) for fuel efficient vehicles.
Regardless of any direct investment in the auto industry, the Obama administration is expected to develop incentives for research and development into green technologies, including hybrids and other fuel efficient vehicles.
Job Creation Programs
Prior to the October economic meltdown, Barack Obama promised a 50 billion dollar job creation and retention program, designed to fix our ailing infrastructure and employ as many workers as possible in the process. The program would aim to save 1 million jobs.
Getting there could prove very difficult, however. Despite a democratic majority in both houses of congress, 50 billion dollars is a steep price tag and the program is likely to face challenges from congress members answering to fiscally conservative constituents at home. With a 700 billion dollar bailout for the banking industry and the auto makers seeking their own help, job seekers will have to get in line. If the program does go into place in any recognizable fashion, the job outlook for construction and education workers could improve dramatically.
Want to work with the new administration? Obama and Biden are now hiring non-career (politically affiliated) workers through their website, change.gov. Jobs are going fast.
Prepare Yourself for the Job Interview
The interview is one of the most important elements in the job search process. When an employer invites you to an interview, he/she is indicating an interest in bringing you on board. The interview gives both of you the opportunity to exchange enough information to determine if you are a good “fit” for each other. Think of an interview as a highly focused professional conversation. You should use the limited amount of time you have to learn about an employer’s needs and discuss the ways you can meet these needs. In many cases, you will interview at least twice before being hired for a position. Once in a brief screening interview and at least once again in a more serious meeting when you may also speak with many of your potential coworkers.
The job interview is a strategic conversation with a purpose. Your goal is to show the employer that you have the skills, background, and ability to do the job and that you can successfully fit into the organization and its culture. The interview is also your opportunity to gather information about the job, the organization, and future career opportunities to figure out if the position and work environment are right for you.
Most employers do not hire people based on merit alone. Personality, confidence, enthusiasm, a positive outlook, and excellent interpersonal and communication skills count heavily in the selection process.
After your cover letter and résumé, the interview is your best opportunity to wow the employer-regardless of your background and experience. To do this, use every possible strategy to develop effective interviewing skills. The best way is to prepare a selective presentation of your background, thoughtful answers to potential interview questions, well-researched questions about the organization, and an effective strategy to market yourself. Also consider your career goals and what the available job offers so that you can discuss both of these topics with employers. Interviewing is a skill that improves and becomes easier with practice. Check with your school career center or your local Employment Service office to see if it offers workshops and individual videotaped mock interviews for practice.
Research
It is to your advantage to carefully research the job and the organization. There are many ways to do this. You can request printed materials from the employer, such as annual reports and job descriptions. This is an entirely appropriate request, so don’t hesitate to make it. Use your library and career center resources. Ask colleagues, friends, and faculty about the organization, and about any personal contacts at the organization they might have. Look at the organization’s home page. Knowing about the job will help you prepare a list of your qualifications so that you can show, point by point, why you are the best candidate.
Practice, practice, practice
Prepare a succinct, clear answer to each of the questions in the interview questions section. Practice answering questions with a friend, or in front of a mirror. Ask your friend to give you constructive criticism on your speaking style, mannerisms, and poise. As you practice, avoid colloquialisms, such as “like” and “you know.” Make sure you don’t script all your answers-you’ll sound as though you’re reading cue cards! It’s important to prepare yourself for talking with complete strangers.
Find out the logistics of the interview
The more you know, the more focused your answers will be. Find out when the interview is scheduled, what to expect during it, and how long you will be there. Also find out if you will be talking to just one person, or to several.
Be prompt and professional
Always arrive early. If you don’t know where the organization is located, call for exact directions in advance. Leave some extra time for any traffic, parking, or unpredictable events. If you are running late, call right away and let someone know. The best time to arrive is approximately 5 - 10 minutes early. Give yourself the time to read your résumé one more time, to catch your breath, and to be ready for the interview. Once you’re at the office, treat everyone you encounter with respect. Be pleasant to everyone as soon as you walk in the door.
Dress for success
Wear a professional business suit. This point cannot be emphasized enough. First impressions are extremely important in the interview process. Women should avoid wearing too much jewelry or make up. Men should avoid flashy suits or wearing too much cologne. It is also important that you feel comfortable. While a suit is the standard interview attire in a business environment, if you think it is an informal environment, call before and ask. Regardless, you can never be overdressed if you are wearing a tailored suit.
Be organized
Carry a portfolio notepad or at the very least a manila file folder labeled with the employer’s name. Bring extra résumés and have the names, addresses and phone numbers of references, in case the employer asks. Also, bring a list of questions for the employer. You may refer to your list of questions to be sure you’ve gathered the information you need to make a decision. Do not be preoccupied with taking notes during the interview.
Know yourself
You will make the interview process easier for the employer if you volunteer relevant information about yourself. Think about how you want to present your strengths, experiences, education, work style, skills, and goals. Be prepared to supplement all your answers with examples that support the statements you make. It is also a good idea to review your résumé with a critical eye and identify areas that an employer might see as limitations or want further information. Think about how you can answer difficult questions accurately and positively, while keeping each answer brief.
Be honest
An interview gives the employer a chance to get to know you. While you do want to market yourself to the employer, answer each question with an honest response.
Be positive
Never say anything negative about past experiences, employers, or courses and professors. Always think of something positive about an experience and talk about that. You should also be enthusiastic. If you are genuinely interested in the job, let the interviewer know that.
Show your interest
One of the best ways to show you are interested in a job is to demonstrate that you have researched the organization prior to the interview. You can also show interest by asking questions about the job, the organization, and its services and products. The best way to impress an employer is to ask questions that build upon your interview discussion. This shows you are interested and paying close attention to the interviewer. It is a good idea to prepare a few questions in advance, but an insightful comment based on your conversation can make an even stronger statement. At the end of an interview, it is appropriate for you to ask when you may expect to hear from the employer.
Save discussion of salary for later
Find out as much as you can before the interview about the salary levels for the position you are seeking. Do not bring up the issue of salary during the first interview. If the interviewer asks about your salary expectations, give only a general answer, such as that your expectations seem to be within, or close to their range.
After-interview notes
After the interview, take time to write down the names and titles (check spelling) of all your interviewers, your impressions, remaining questions, and any information that may influence your decision to accept a position with the organization. If you are interviewing regularly, this will help you keep employers and circumstances clearly differentiated.
Always follow up
You should write a thank you note within 48 hours after an interview, even if the interview (or the interviewer) was not productive and/or you are not interested in the position. It is important to say thank you for the time the interviewer spent with you. This letter should be brief.
[ Adapted from WorkSource Washington ]
Career Advice: Reliable Sources
I have one word for you – “plastics.”
This was the advice which greeted Benjamin Braddock in the 1967 movie “The Graduate,” upon his return from college. If you are a student or job-seeker, chances are you have been the recipient of a great deal of unsolicited advice. Your family and friends, though well-meaning, may not be the best career advisors. Always consider the source.
If you have already identified your desired career, start with the resources you may already have at your disposal. If you are in school, make use of your Career Services department for professional relevant advice on which classes to take, how to build and present your resume, how to write a great cover letter, the interview process, and the overall job market in your chosen profession. If you are no longer a student but have a degree, you may have access to some career services as an alumnus. Visit your school website, find out what services are available to you, and make an appointment to speak with a counselor.
If you don’t have access to a college career services department, make use of the wealth of information available online. Visit our career services section, and read trade publications, industry blogs, and job listings to get a sense of what your future employer may be looking for in an applicant. Look at sample resumes and cover letters, and consider hiring a career counselor.
If you are looking to change careers or are just starting out, think about what job best fits your interests, talents and personality type. Take a career assessment or two, and select several job categories which most interest you. What Color is Your Parachute? author Dick Bolles recommends scheduling “informational interviews”—information-gathering sessions with successful professionals in your field of interest. Schedule a meeting with someone you admire, and outline the next steps on your career path.
Military to Civilian Careers: Making the Transition
The United States is home to more than 1.4 million active duty service members,[1] half a million National Guard members[2], and 23.8 million veterans.[3] Protective laws and free resources are available to assist armed services members with this process, which can often be fraught with challenges.
At any given time, thousands of these men and women are in the process of transitioning from a military to civilian career, or returning to civilian life after deployment.
Right to Re-Employment: Keeping Your Old Job
Members of the National Guard and Reserve components of the United States Military have certain rights to retain their employment after deployment or other service. The Uniformed Services Employment and Reemployment Rights Act (USERRA), provides job protection and rights of reinstatement.
USERRA provides that an employer may not discriminate against an employee or potential employee on the basis of military affiliation, and that an employee has the right to retain their position after an absence for mandatory military service of not more than 5 years. To benefit from this law, an employee must provide their employer with timely notice, and hold a job with a "reasonable expectation of continuance for a significant period of time." (Even if that job is described as "temporary.")
Although an invaluable protection for the service members it covers, USERRA’s scope is limited to members of the Guard and Reserve who have been called to federal duty.
From Military Jobs to Civilian Career: Challenges
For service members not eligible to continue a civilian job under USERRA, or those who are transitioning or retiring from the service, establishing a fulfilling civilian career has some challenges, but none that can’t be overcome. We asked Bill Scott, Vice President of Bradley-Morris Inc (a respected employment services company serving military veterans) to describe the greatest challenges facing today’s veterans as they re-enter the civilian workforce. ”A veteran has two big challenges. The first is to work hard to “civilianize” their experience and their resume." What does this mean? "A civilian hiring authority will not understand military occupational specialties, military acronyms or ranks." Bill advises veterans to put their military training in terms an employer can understand, such as number of people managed, dollar value of equipment maintained, improvements in uptime, or hours of technical training.
"Civilianizing" the resume is not the only challenge veterans face, however. "The second challenge is how to find the free military job seeker services that are out there," said Bill. "Know that there are many, many resources available that are set up to assist you at no charge." Most importantly: "Use multiple resources. Don’t sign an exclusive agreement. And don’t pay for placement services."
Moving Forward: Key Advice
Bill Scott sees a bright future for today’s transitioning veterans, with a few caveats: be ready to relocate, and start early.
"We’ve placed veterans in virtually every industry….If veterans are open to different locations, they will vastly increase their number of opportunities."
”Despite the persistent news of a struggling economy, we see the job outlook for veterans as still being strong. But the main thing that can impact a veteran’s job outlook is how early they begin their transition process – we recommend at least a year in advance of their transition date. There is a lot to learn about the civilian work world, and it takes some time to figure out what types of civilian positions you are qualified for, what you want to do in your ‘second’ career and where you want to live. Make sure you start early and can cover all of these bases so that you can have a job offer in hand as close to your separation date as possible.”
Get Started: Resources
Start your transition today, with this list of valuable web resources.
Government Programs
Vocational Rehabilitation and Employment Program
For disabled veterans
USERRA Ombudsman Program
For Guard and Reserve
Career Advice Links
Tips for National Guard and Reserve Members: Avoiding Job Conflicts
Employer Support of the Guard and Reserve
10 Tips for Transitioning Veterans
Bradley-Morris, Inc.
Returning to the Workforce Following Military Duty
Airforce Office of Special Investigations.
Military Job Search Sites
Uniformed Services Benefit Association
Resume Help
Military to Civilian Skills Translator
MilitaryResumes.com
(Paid service)
References
1. Department of Defense, Military Personnel Statistics
2. Congressional Research Service, National Guard Personnel and Deployments: Fact Sheet
3. National Center for Veterans Analysis and Statistics
Negotiating Salary - Simple Strategies for Success
Candidates are reluctant to enter into salary negotiations with prospective employers although research shows that up to 80 percent of job offers are negotiable. The main reason given is that candidates feel ill-equipped to negotiate and as a result are intimidated by the negotiation process. You don’t have to be an expert negotiator to successfully negotiate a job offer. Knowing these basic negotiation strategies helps you to properly plan your salary negotiation and feel confident in the negotiation process.
Delay the salary discussion for as long as possible in the hiring process
The best time for negotiating salary is after a firm job offer has been made. Your negotiating power is at its peak when the company has been convinced of your potential value to them and has decided that you are the best candidate for the job. If the salary question comes up early in the interview process it is best to remain as non committal as possible and suggest that your salary requirements are "open" or "negotiable" until you have learned more about the job. If pressed to give an amount state a wide range within which your salary requirements fall. Avoid giving a specific salary figure on the application form and rather put "competitive" or "open to discussion".
Find out the value of your skills in the marketplace
Information is your greatest tool in negotiating salary. Research your competitive market value. What are other organizations in your field and geographical area paying for your skills and experience? It is much easier to persuade the company to agree with your salary request if your negotiation proposal is firmly based in hard fact such as what people with similar skills and in similar jobs are currently earning. You can research salary data in a number of ways including visiting various free salary websites, asking people in similar positions, calling professional and trade associations, asking recruiters and employment agents and looking at similar job postings.
Know what you are worth to this specific company
Understanding your company-value helps you determine your real bargaining power. What is your value to this particular company? Consider factors such as the supply and demand ratio of your skills and experience in this industry and area, the number of candidates the company has interviewed, how urgently the company needs to fill the job and the direct and indirect contribution to company profitability of this position.
Evaluate the entire compensation package
Benefits can contribute up to 30 percent of the whole compensation package. Include the benefits in your salary calculations to get a more accurate picture of the dollar value of the whole compensation package. Put a direct dollar value on benefits such as medical, dental and life insurance, company bonuses, profit sharing, direct expense coverage such as parking, phone etc, company services such as child care and paid overtime. Decide which aspects are important to you and what you can negotiate to balance the base salary.
Calculate a realistic salary range to negotiate within
Work out how much you need to earn to cover your expenses. For each expense work out the amount of money you need and the amount of money you would like. The total of each amount provides you with an acceptable salary range within which you can negotiate. You will use this data for your salary decisions. However during the negotiations it is important to base your salary request on your value to the company and your skills and experience and not on what money you need to earn every month. The employer is unlikely to be interested in your expenses. Begin negotiating at the top of your salary range to give yourself sufficient room for negotiation.
Always start your salary negotiations by thanking the employer for the job offer and highlighting your enthusiasm for the position and the company. Keep a positive attitude throughout the process of negotiating salary and make requests rather than demands. Know your true value and be confident of your ability to get the best job offer you can.
Go to Negotiating Your Salary for a complete guide to negotiating the job offer including free practical salary negotiation resources and tools.
Top Interview Questions - What the Job Interviewer is Looking For
Prepare for these top interview questions. Use the interview answer guidelines to make sure that your interview responses are in line with what the interviewer is looking for.
Why do you want this job?
Basically the interviewer is asking "Why are you here?" The purpose of this interview question is to make sure that you are looking for the same job that the employer is trying to fill. It is exploring your passion for this business and this work. Why are you interested in this type of work? Provide examples of specific aspects of the work that interest and excite you. Convince the interviewer that you are looking for exactly the type of work that this position is offering. Rephrase in an enthusiastic and positive way the things you have learned about the job from the interviewer, the recruiter or the job posting and your background research. Highlight how your skills and abilities fit in with these job requirements. Ask yourself before the interview "Why do I want to get this job?" and prepare to convince the interviewer of your motivation and passion. Simply repeating your resume details is not convincing. Prepare a compelling job interview answer that leaves the interviewer in no doubt about your enthusiasm for this specific job and company.
Tell me about yourself
The interviewer is trying to find out if you will fit in with the rest of the team and the company. This job interview question also explores what motivates you and whether it is consistent with the position and company. Again avoid just repeating what you have written on your resume. What makes you uniquely qualified to do this job? Try to describe yourself objectively focusing on your key skills and abilities that will be of value in this job. Describe your character as it relates to the inherent job requirements. If you are not sure of what behaviors are required in the position you can use general work-related adjectives such as diligent, persevering, hard working, enthusiastic. Always keep in mind that your response to top interview questions like this should highlight how your skills, abilities, knowledge and character relate to the job and company profile.
What are your strengths?
One of the most common top interview questions! Describe three or four strengths that highlight why you are the right candidate for the job. Avoid over-used terms and generalizations such as "peoples-person" but rather be specific about your strength and provide hard evidence of it. For example you could state that your strengths are your interpersonal skills and your ability to persuade people. Back this up by describing how these strengths have translated into strong sales or winning customers over. Describe how these strengths could be put to good use in the position you are interviewing for.
What are your weaknesses?
With this interview question the interviewer is evaluating your self awareness and insight rather than your actual weaknesses. Acknowledging a weakness is seen as a sign of maturity and wisdom. Refer to a valid and sincere weakness but turn it into a positive by describing it as an area for development. In your answer detail the steps you have taken to try and improve. Focus on how you have some limitations just like everyone else but you are aware of these and work constantly to improve on them to become a better and more effective employee.
Where do you want to be in five years?
The interviewer is looking for a match of expectations between your hopes and goals and what the job and company can offer you. Referring to goals and aspirations unrelated to the work you are applying for demonstrates a lack of interest in the current position and sends up red flags for the interviewer. It is best to avoid mentioning specific job titles and specific time frames. Refer in a general way to what you enjoy, the strengths you have that you would like to develop, what you hope to learn from your work experience, realistic challenges and opportunities you expect in your chosen career field. Align your goals and successes with the company’s goals and successes.
Why should I hire you?
With this top interview question the interviewer is looking at your objective assessment of your suitability for the position. Link up your work experience to the requirements of this job. Describe the immediate relevance of your past experience. Provide examples of your transferable skills. Refer back to your strengths and how they will benefit the position and the company. Focus on your key skills and expand on how you will use them in this position. Offer a couple of examples to explain why you are so enthusiastic about the job, the work and the company. Think of the most convincing example you can give to prove your suitability. Is there something extra you offer in addition to the basic job requirements? Be specific and make it relevant to all you know about the job and company.
Have you any questions for me?
Yes, this is a key interview question! Fail to prepare for and answer this properly and you will eliminate any chance of success. Have a prepared list of good, insightful questions to ask in the interview. Let your questions demonstrate your research and knowledge of the company, the job and the industry. What do you want to know about the position? Basically these are the areas you need to explore. What does the job actually involve? What is required of a successful employee in this position? Are these the people and management I will be happy working with? Will I flourish in this organization?
Prepare for these top interview questions and be confident that you will stand out as the right candidate for the job. View more Typical Interview Questions.
Five Career-Building Jobs for Business School Grads
Today’s business school grads can look forward to plenty of challenging career opportunities. With the help of a business school career counselor, we identify five top entry level jobs and discuss what the next decade will hold for new business graduates.
