Strategic Career Management Interview Skills

Strategic Career
Management
MENTORVIEW
Gerardo Seeliger

Gerardo Seeliger
Co-founder of Spain’s largest human resources consulting and executive search firm,
offices in Latam, USA. Interviewed over 12000 Executives during 20 years in
Executive Search.
Business experience in innovation and technology, Sports business administration,
Global banking.
Attended 16 Olympic Games in different functions.
RELEVANT PROFESSIONAL EXPERIENCE
IE Business School: 2007-Present
Academic Director, Master in Sports Management
Associate Professor, Career Strategy.
Management Consulting, Executive Search: 1980-Present
Heidrick & Struggles INC: 2003-2005
Managing Director, Spain and Portugal.
Vice Chairman, New York.
Seeliger Y Conde, Spain: 1990-Present
Co-founder, Managing Partner. 1990-2003
Chairman of the Seeliger y Conde Foundation 2007-present
Russell Reynolds Associates Inc, New York: 1980-1990
GM, Spain: 1980-1985
Managing Director, Los Angeles: 1987-1990

Strategic Career Management
Interview Skills,
Working with Recruiters
Influence & Convince,
Personality Types,
Body Language,
Interpersonal skills,
Negotiating the Offer

4
This is an active interview
session
Watch your (and my)
body language
The First 2 min
Impression
Lasersharp Focus

Before we start some
initial recommendations
You don't get a second chance to make a good First Impression
With your academic and business background,
you are interviewed for a Leadership Position
think strategically, show insights
In your responses, play to your strengths
Use every opportunity to express your talent
Speak with clarity, brevity, impact
Physical presence intellectual substance

Take home value
•Life in uncertainty
•Learning agility
•Skills transportability
•Prepare for a job that may
not exist today

For professional success,
overlap your
Passion
Talent
Job

EEE
Energy, Engagement,
Exploring
Talent Search
AAA
Aptitude , Attitude, Altitude

”knowledge of data structures, algorithms,
operating system, some mathematics and of
course logical reasoning”*
Aptitude
(*) Fuente: Quora

”Collaboration isn’t just about working together to
solve problems or overcome challenges. At Google,
it’s also about sharing knowledge and helping your
fellow Googlers grow their skills”*
Attitude
(*) Fuente: Google Careers

Strategy, Vision, Ethics,
Values
Altitude

Passion
Hard skills
Curiosity
Perseverance
TALENT SEARCH

TALENT SEARCH
Strengths, Motivation, Fit
Skills expire, therefore Learning agility and
continuous learning culture
Feel comfortable with change and uncertainty
Weave together unrelated pieces of info
Skills transferability- change of sector or function

•Use your gifts
•Build yourself a great,
interesting story
•IMPACT

A great performance at the right moment will change your life

• Convert interview into job offer
• High Performance—Communicated
• Expose your true, authentic personality
• Prove your competence
• Create trust, Convince
• Influence the process, deliver your agenda
• Create a win-win environment
• Determine if you truly want this job
Your Objectives in the interview:

1. Preparation
2. Introduction
3. The Interview
4. Closing Remarks
5. Follow up
5 Steps:

1. Preparation
First of all: Know yourself!
• Strengths, areas of development
• Passion
• Aspirations
• What is special, unique about
you?
• Why are you the best for this
job?
• Why do you want this job?

• Deepen your Self-Understanding (3
key points)
• List alternative companies you
consider working for
• Prepare in-depth your interview Q/A
• Bring Career Leader evaluation
• Your personal branding

At the beginning of the process…
• History
• Locations
• Strategy
• Growth ( Organic, Acquisitions)
• Financial Structure
• Revenues, size, employees
• Management structure
• Stability
• Competitors
• Status in the sector
Read todays relevant newspapers
Research your interviewer
If the process continues….
• Culture
• Employee Benefits
• Dress Code
• Ethics, Integrity, Governance
• Training Policy
• Promotion policy
• Innovative, new product
• Reputation
Important Company Facts to Investigate:
Preparation

How to get this info:
• Google/LinkedIn
• Your Network
• Inside information
• Related news stories/ current events

• Appearance
• Eye contact
• Entrance & Handshake
• Opening Statement
• Body language
• Personal Branding
2. Introduction

Personal Branding
Create your authentic personal brand,
Values, Skills, Action,Attitude, Attributes,
Express your opinion
Build and refine your network
Define and manage your brand:
differentiate and increase value
It will facilitate decisions about you
It will generate resources to reach goal
It will grow you professionally
It will help you to remain relevant

• Prepare a short overview of your career.
“Tell me about yourself”, highlighting key
strengths, hard and soft skills and
competencies.
• Market Yourself: Use Personality Descriptors
and Action words. Know your USP (Unique
Selling Point). Show your attitude
• Use short anecdotes for support, use %,
numbers, be specific, use PAR statements for
your performance.
• Anticipate negative questions, minimize
negative aspects of your background.
• Focus on your short and long-term future
contributions to the employer.
• Answer always with your objectives in
mind and the position you want to fill. Go
back and forth: what you offer-what they
need.
3. The Interview

• Be concise, clear and to-the-point
• Communicate energy and confidence
• Don’t be afraid of silence, pause
• Read the body language of your interviewer
• Control your body language
• Be an active listener, focus
• Connect with your interviewer – Empathy
• Don’t speak for more than 2 minutes
• Answer questions coherently, well structured
Your focused communication

• How do you think?
• Can you plan & achieve results?
• How will you interact with others, team player,
motivator?
• Are you motivated to become a top performer?
• How soon will you become productive?
• Are you a high-potential hire?
• Education, experience, knowledge, intellect,
interpersonal skills, motivation
• Competencies, Strengths and limitations
• Communication skills
• Passion, Talent, Hard work, Experience
What Interviewers Look For:

Use PAR Statements to Highlight
Achievements
• Problem faced………..situation, challenge
faced
• Actions taken…………what you did: analysis,
decision, execution, delivery
• Results…………..……. what you learned from
experience
Deliver quantifiable achievements, %, $

An Interviewer isolates several “Key
Competencies” to look for in candidates.
You will be graded in terms of each competency
based upon you answers to competency-based
questions.
• Teamwork Creativity and innovation
• Commercial awareness Decisiveness
• Decision making Delegation
• Style / Communication Learning agility
• Entrepreneurial personality Flexibility
• Sociability Independent thinking
• Leadership Influencing
• Results Oriented Integrity, Ethics
• Problem solving Resilience, Tenacity
• Organization Risk taking
• Adaptability Sensitivity
Key Competencies

Examples of competency questions
interviewers may use to find out about
candidate’s skills are:
TEAMWORK
• Tell me about a time when you worked successfully as part
of a team. Give me some obstacles you faced.
• Describe a situation where you were successful in getting
people to work together effectively.
• Describe a time when a team member has annoyed you.
• Tell me about a time when you have had to modify yourself
(or a way you do something) to take into account someone
else’s views.
• Tell me about a situation where you found it necessary to
help another person improve their professional skills.
• People sometimes feel the need to give us ideas or
suggestions about how to solve a problem or do our job.
Could you give me an example of how you respond in these
situations?
.

LEADERSHIP
• Describe a time when you had to lead a group to achieve an
objective.
• Describe a work based situation where you had to lead by
example to achieve an objective.
• Describe a situation where you inspired others to meet a
common goal.
• How do you motivate team members to do something they
decide they do not want to do?
• How do you go about convincing someone to accept you
ideas?
• How should supervisors and subordinates interact?
• In what ways have you been a leader?

Examples of competency questions interviewers may
use to find out about candidate’s skills are:
RESULTS ORIENTATION
• Are you successful? How do you describe your success?
• Give me an example of a time you have been very successful.
• Why do you think people aren’t successful?
• Give me an example of a time you were not successful. Why
do you think this happened?
• How hard do you work to achieve you objectives?
DECISION MAKING,PRECISION, DILIGENCE
• What is the toughest decision you have ever made? Why was
this so difficult?
• How do you come to conclusions?
• Tell me about a decision you made that affected other people.
• Do you find decisions difficult?
• Give me an example of a bad decision you have made.
Why was this a bad decision? What did you learn from this
experience?

Examples of competency questions interviewers may use
to find out about candidate’s skills are:
SOCIABILITY
• Tell me about a situation or project where you had to work
with or manage a person very different from you. What did
you learn from the experience?
• Most people prefer either to work alone or to work with others.
Give me an example of a situation that reflects your
preference.
• Give me an example of a time when you decided that your
work unit needed some "spirit", or a lift in morale. Tell me in
detail what you did.
• What have you done to develop your network of contacts. Tell
me about one contact you've made that has been long-lasting
and mutually helpful?

Examples of competency questions interviewers may use
to find out about candidate’s skills are:
STYLE/COMMUNICATION, PERSUASIVENESS
• Tell me about how you manage a team on a project from start
to finish. Describe your communication style and the way you
give direction to your team.
• Tell me about a time when you disagreed with a manager or a
coworker and how you managed communication?
• How would your direct reports and people you've worked with
describe your style and communication capability?
• I'm sure you realize the importance of reference checking in
making a hiring decision. Tell me what you think your
references will say about you.

ENTREPRENEURIAL PERSONALITY, RESOURCEFUL
APPROACH
• What have you done to either promote or discourage an
"entrepreneurial spirit" within your work group or your
organization?
• Describe a major change that you either started or had to
manage. Tell me about entrepreneurial actions you took from
start to finish.
• Tell me about a time when rapid change or shifting direction
created an entrepreneurial challenge for you at work.
• Sometimes we don't have all the information we'd like when
trying to make a decision or solve a problem. Tell me about a
time when you had to make a key entrepreneurial decision
based on incomplete information, and what was the outcome of
this decision?
• Tell me about a time when you had more problems to deal with
than you had time for. How did you handle it?
Examples of competency questions interviewers may use to
find out about candidate’s skills are:

YOU, INTELLECTUAL HONESTY, DISCRETION,
OBJECTIVITY
• Give me a 3 minute overview of your career. Tell me about yourself.
• Tell me about 2 trends in your field or area that are creating progress
or that are more relevant at the moment.
• What do consider to be your core strength?
• What differentiates you, or sets you apart, in the discipline of (finance,
marketing, creative, business development, operations, legal etc.)
• What are the 2 biggest or most interesting projects that you've worked
on in your career?
• What's your greatest achievement in your current or last role? What
do you consider your biggest failure and why?
• What do you want to be doing in 2 years, in 5 years?
• In what areas have you grown the most over the past 3 years
(weaknesses)?
• What are some of the most creative things you have done?
• When have you been most intellectually challenged?
• Do you feel qualified to be successful in this role and why?
• How do you think you can contribute to this Organization?
Examples of competency questions interviewers may
use to find out about candidate’s skills are:

TECHNICAL COMPETENCE, ANALYTICAL THINKING
• Tell me about an assignment you had which required you to own
the product from start to finish.
• Think of a complex problem you had to solve on your job. Tell
me about what you did to find the primary cause of the problem.
• Let's assume I'm not familiar with your area of expertise,
educate me on the latest developments in
….(logistics/procurement/offshoring/ outsourcing/web
design/engineering, etc.).

Most Common Interview
Questions
• What are your strengths?
• What are your areas of development?
• Why are you interested in working for [insert company name here]?
• Where do you see yourself in five years? Ten years?
• Why do you want to leave your current company?
• What can you offer us that someone else can not?
• What are three things your former manager would like you to improve on?
• Are you willing to relocate?
• Are you willing to travel?
• Tell me about an accomplishment you are most proud of.
• Tell me about a time you made a mistake.
• What is your dream job?
• How did you hear about this position?
• What would you look to accomplish in the first 30 days/60 days/90 days on the job?
• Discuss your resume.
• Discuss your educational background.
• Describe yourself.
• Tell me how you handled a difficult situation.
• Why should we hire you?
• Why are you looking for a new job?
• Would you work holidays/weekends?
• How would you deal with an angry or irate customer?
• What are your salary requirements, expectations?
• What questions do you have for me?

Give a time when you went above and beyond the requirements for a
project.
Who are our competitors?
What was your biggest failure?
What motivates you?
What’s your availability?
Who’s your mentor?
Tell me about a time when you disagreed with your boss.
How do you handle pressure?
What is the name of our CEO?
What are your career goals?
What gets you up in the morning?
What would your direct reports say about you?
What were your bosses’ strengths/weaknesses?
If I called your boss right now and asked him what is an area that you
could improve on, what would he say?
Are you a leader or a follower, innovator?
What was the last book you’ve read for fun?
What are your hobbies?
What is your favorite website?
What makes you uncomfortable?
What are some of your leadership experiences?
How would you fire someone?
What do you like the most and least about working in this industry?
Would you work 40+ hours a week?
What questions haven’t I asked you?

Interviewer Questions for MBA
Graduates
Why did you choose to get an MBA and why IE?
What did you get out of business school?
What makes you stand out from the crowd of
MBAs?
Have you ever been put on the spot by a
professor or felt unsure of yourself? How did
you respond?

44
IE MBA Advantages
International networking
Multi-cultural, global exposure
Leadership skills
Teamwork/ Collaboration
Up-to-datedness
Entrepreneurial focus
Professors with current business
experience

Prepare
Interesting
Questions
• Ask Strategic questions
• Ask about your future in the company
• What other information do you need to make a decision?
• Mentor
• Fast track
GOOD QUESTIONS ARE MORE POWERFUL
THAN ANSWERS

DO:
Demonstrate Confidence
Formulate Answers with
2-3 key points
Stop talking when you
have answered a question
Do have a point of view
Do have your own agenda
Do leave the interview on
a positive note
Do come with questions in
writing and take notes
AVOID:
 Arrogance
 Improvising
 Giving too much
information
 Overtly disagreeing with
interviewer
 Making assumptions
 Criticizing former
colleagues, bosses, others
What to Do and What to Avoid

Approved
Accounted for
Advised
Analyzed
Achieved
Attained
Budgeted
Balanced
Created
Convinced
Directed
Coordinated
Designed
Demonstrated
Established
Exceeded
Expanded
Enhanced
Facilitated
Implemented
Identified
Motivated
Orchestrated
Performed
Produced
Reduced
Represented
Resolved
Recommended
Spearheaded
Strengthened
Supervised
Sustained
Turned around
Integrated
Revised
Recruited
Proved
Replace “Managed” and “Did” with these words:
Use Action Words to Market Yourself

Aware
Appreciative
Assertive
Adaptable
Balanced
Committed
Compassionate
Cooperative
Decisive
Discreet
Diplomatic
Motivator
Efficient
Enthusiastic
Flexible
Forgiving
Generous
Personality Descriptors
Goal-Oriented
Integrity
Inquisitive
Insightful
Mature
Optimistic
Patient
Reliable
Resourceful
Risk-taking
Self-confident
Sense of humor
Sincere
Thorough
Quick learner
Creative
Strategic

Start early on to get facts on
Salary and Position
• Are they expecting me to negotiate?
• How did they arrived at this offer? Was there a range?
• With my background, can there be additional responsibilities?
• Is this the highest offer made for this position?
• Do I have a specific skill for this job that’s unique thus allowing
me to negotiate harder?
• Who is the key decision maker?
• Who else would be involved in negotiating the terms?
• How long has this position been open? Urgency?
• How many candidates have been interviewed for this position?
• Were others in this job promoted or why did they leave the
company?
• What was their background?
• What is the value of this role to the department ? To the
company?

• Clarify, Correct, Summarize with vision and
insight
• Express interest
• Don’t ask for a job or employment, offer
your unique competencies.
• Find out what the next steps are, be specific
• Express gratitude - Say THANK YOU !!
4. Closing Remarks

• Keep in touch
• Email a thank you letter and send
articles of interest
• Send updates regarding your
projects, CV
5. Follow Up

Check your image in the
Web!!
PERSONAL BRANDING

What should I do to be in the
radarscreen of the Recruiter?

EXECUTIVE SEARCH INDUSTRY
In the search of new opportunities there's plenty
of things to do:
• Headhunting, Selection, Agencies,…
• Professional Network
• Internet, Social networks
• Personal Network
• and in the future …….

Salary Surveys
Management Audits Executive Coaching
Board Member Search
Compensation & Benefits
PoliciesExecutive Search
Performance
Management Consulting
Organization Surveys
Organization Advisory
Sevices
EXECUTIVE SEARCH ACTIVITY

EXECUTIVE SEARCH INDUSTRY
• The are several types of Executive Search firms:
 Fully integrated: Heidrick & Strugles, Korn Ferry,
Spencer Stuart, Egon Zehnder, Rusell Reynolds….
 Networks: AMROP, Signium, Agilium…
 Boutiques: hundreds
• Except two firms that are public (HS, KF) all the others
are partnerships.
• Operations: Global scale to very local
• Turnover: from 500M€ to …
• From very generalist to very specialized
• Specialization by Industry or Position

Documentation on
the client
Job description
and competences
definition
Definition of the
Search Strategy
 Search Strategy
 Target companies
Market research
Candidate
Approach and
Screening
Preparation of a
long-list of
candidates
Candidate
Interviews
Preparation of a
short-list of final
candidates
Preparation of final
reports
Reference checking
Presentation of
short-list to client
Support on
negotiations
between client and
candidate
Follow-up on
candidate’s fit and
integration to client
 Offer negotiation
 Follow-up on client
and candidate
satisfaction
 Short list
 Final Reports
 Target Candidates
 Long list of
Candidates
Planning Search Evaluation
Closing and
Follow-up
ProcessOutcomeMethodology
HOW RECRUITERS WORK

TYPICAL CANDIDATE PROFILE
• Age: aprox 40 years onwards
• University degree + MBA + specific training
• Languages: Local plus English
• Compensation: more than 100.000€ gross per year
• Experience: managerial level, managing multicultural teams
• COMPETENCIES:
• Leadership capabilities
• Team work
• Management
• Values:
• Ethics, Integrity
• Loyalty, Trust
• Personality and attitude
• Cultural Fit
• Interpersonal skills
• Entrepreneurial spirit

CONNECTING WITH RECRUITERS
• Recommendations
• Cold Calls, Send CV
• Offer support, insights
• PR
• Get the attention
• Interesting CV
• Academic or business performance
• Specific, unique skillset and/or knowledge
• Networking

WHERE TO FIND YOU
• Own database
• Previous client searches
• Linkedin and other websites
• References

INTERNET
• GOOGLE
• Articles
• Publications
• Seminars
• Blogs
• Legal information
• LINKEDIN OR SIMILAR
• Your cv updated and more
• How many contacts
• Who they are
• References
• Links to profesionals of your sector

Help the Recruiter – be his ally
Put yourself on-line. Linkedin
Write, speak, publish…on-line and off-line
Get recommended
Work with the Recruiter: contact them, give
references and business opportunities,
recommendations, ideas, offer your network, give
industry insights,..
BE VISIBLE & BE PROACTIVE

63
Personality types
Body language
How to convince and influence
Interpersonal skills
Part 2.
A brief introduction into:

65
Voice
38%
Words
7%
Body
Language
55%

Intellectual
aproach
Emotional
aproach
Physical
aproach

67
1. Be energetic, straight open posture
2. Be in sync with Interviewer
3. Prudent, controlled hand
movements
4. Give physical feedback, engage,
show facial expression
5. Eye contact
6. Energetic handshake
7. Coordinate verbal and non-verbal
messages
8. Smile
9. Active listening, be alert

Influence and Convince,
Build Trust
• Read and adapt to your audience
• Communicate effectively with the
different personality types
• Syncronize your Body Language
• Build Credibility
• Use solid Arguments

Read your Interviewer:
• Show Empathy
• You have 2 mins to read the
personality of your
interviewer
• Adjust your dialogue and
behaviour

Empathy
is the ability to recognize,
understand, respect and
value feelings and
circumstances of other people

Influencing Tools
1. Reciprocity
People tend to return favors,
Use reciprocity to give things and people will
return.

2. Get Commitment
Once people commit to what they think is right,
they are more likely to honor that commitment,
The moment you decide on something, you start
convincing yourself it’s the right choice.
People want to be engaged, therefore make it as
easy as possible for them.
Influencing Tools

3. Social Proof
People will do things that they see other people are
doing. In a world of ever increasing information, we
rely on other people’s choices to make our own.
Influencing Tools

4. Establish Authority
People will tend to obey authority figures, even if
they are asked to perform objectionable acts.
Establishing authority makes it easy for people to
choose you over others.
Once your authority is established, you win.
Influencing Tools

5. Be likable
People are easily influenced by other people whom
they like.
If people like you, they will buy from you.
Influencing Tools

6. Prove Scarcity
Perceived scarcity will generate demand.
Offers are available for a "limited time only"
encourages sales.
When something is scarce, people automatically
perceive it as more valuable.
Influencing Tools

Speak with…..
• Honesty
• Authenticity
• Integrity
• Use your Voice: depth, power,
pace, silence, volume, change.

Influence the Brain
• Emotion is the secret language of the
brain.
• People choose emotionally & justify
logically.
• Facts alone don’t convince, use
emotions

Improve and develop your
interpersonal skills: Kindness
Question, Listen actively, have time for others,
Control verbal and nonverbal communication
Understand why Communication Fails
Concede winning points, be generous
Clarify, settle disputes
Be positive, smile, happy face, relax, laugh
Understand stress, concerns, show empathy
Be assertive,
Reflect and improve, be considerate, care
Show social, cultural sensitivity
Show responsibility and accountability

Your compensation is not what you
want or deserve, its what you
negotiate
Negotiating the Job Offer
Last opportunity to build
trust, confidence, respect,
show competence and social
skills.

Keep in mind
•Negotiating is an Art, not a Science
•You a did a formidable interview process
•You are outstanding in your area or have
great potential-therefore you have the
“right” to negotiate
•You are in negotiations with other companies

• Knowledge is power
• Choose your battles wisely
• Choose the win-win option
• Choose the right timing of your
moves

• Come very well-prepared
• Identify your three unique
qualifications for this particular
job
• Create “your” job
• Explore job extensions, additional
responsibilities

Compensation
• Base salary
• Bonus
• Fringe benefits
• Training & Development
• Tax efficient

Elements of Compensation
Salary
Bonuses - signing, minimum,
benchmark performance, KPI
Relocation allowance
Stock options
Retention plan
Health Benefits
Clubs, T&E
Pension Plan
Car, Parking,
Family day care
Severance payment,
Contract,
Expatriate package.
Cell phone & laptop
Profit sharing
Reputation, ethics
Professional development Plan
Career Path, Promotion
New skills-job content
New clients, new countries
Reporting Relationships,
Exposure inside & outside the
company.
Responsibilities
Network Development
Workplace Flexibility
Job Security
Safety issues
Mentor, internal, external
Title
Vacation
Relocation opportunities
Tax and legal advice fees
Work permit

Create a “Wish List”
1. Increase base salary by XX%
2. Signing bonus of X,000 Euros
3. Relocation allowance or one time bonus of X0,000 Euros
4. One trip home for me and spouse paid for by the company
5. Car allowance of X00 Euros a month
6. A Review in 6 months based on results from the first 120 days
7. Two executive workshops or Leadership Development courses
each year paid by employer, x days of Training and
Development, Mentor.
8. Subsidize current or continuing educational expenses
9. Start date X weeks after graduation
Always have more points on your “wish list” than you know you will get. It
must be a give and take on negotiating points in order for both parties to
feel good about the process.
Know what’s taxable, tax benefits, before you start negotiating.

Do Your Research, 1
• Build knowledge through your professional
network – MBA colleagues, alumni, search
firms, friends, former employees, LinkedIn
• Salary surveys, Salary.com, Glassdoor.com…
• Hiring manager priorities
• Urgency to fill position
• Time position has been open
• Other candidates, their profile
• Final Decision maker
• Build on Conclusions of your previous
interviews

Do Your Research, 2
• Industry salary trends
• Research your negotiation power
• Weigh the offer and see the big picture
• Understand all elements of compensation
• Decide on your priorities, Wish list
• Try to identify a mentor

Know the Facts before
Negotiating
• Are they expecting me to negotiate?
• How did they arrive at this offer? Is there a range?
• Are they willing to review the total terms when the economy picks up?
• Is this the highest offer made for this position?
• Do I have a specific skill for this job that’s unique thus allowing me to
negotiate harder?
• Who is the decision maker, hiring manager, HR or other?
• Who would need to get involved for me to negotiate outside of the
parameters they have set?
• How long has this position been open, difficulties in filling it?
• How have they been finding candidates for this position?
• Were others in this job promoted or why did they leave the company?
• What were their backgrounds?
• What is the value of this role to the department, to the company?

Sensitive questions
Focus on your priority of building
- your career,
- life / work balance

10 Things to Remember during
the Negotiation Process
1. Try to have alternative job offers
2. Be accessible, 24/7
3. Be flexible
4. Be honest, clarity
5. Back-up and substantiate
6. Focus on total rewards
7. Get it in writing
8. Focusing on the right things, your
priorities
9. Come well prepared, do your
research
10.Be realistic with your market worth

Negotiation Tips, 1
Always stay calm, express enthusiasm for the
opportunity first and then review salary constraints.
Have calculator, wish list, pen and notes in front of you
Suggest added responsibilities for the position in order
to get to higher compensation. Justify with logic, facts
and research
Know possible tax benefits of different compensation
elements
Know the ultimate decision maker – make him your
ally if possible

Negotiation Tips, 2
Be persuasive, convincing
Negotiate face-to-face
Know your realistic goal
Be clear when stating your
interests and requests
Create numerous options
Don’t take it personally
Anticipate the company’s
response and objections
Be firm
Restate your value to the
position
Negotiate a Win-Win
scenario

Negotiation Tips, 3
High performance- delivered
Show interest
Be sincere
Communicate well: words and body
Show substantial arguments, be smart
Show Self confidence, Credibility, Authority
Show you want the job
Negotiate special terms last – start date, vacation, leave
time etc.
Check your emotions and ego at all times
Refer to your wish list during the process

Negotiation Tools
Attentive listening, Verify, Clarify and Confirm
Paraphrase what is heard to gain clarity, confirm feelings
are understood.
Empathy
Understanding what’s not being said, sharing and
identifying concerns, working around barriers, creating
opportunities
The Power of Questions - Inquire and summarize
Ask for more information,
Be open to other options, possibilities
Have a contingency plan if your
demands are not met

Some Tough Q/A to practice:
What did you make in your last job?
What would it take to bring you on board?
We think we can hire MBAs for X0,000 this year. Would
that number get you excited to come to work with us?
What are your salary expectations now that you’ve
completed your Masters Degree?
If we were to give you an offer today, would you accept
it?

Smart Answers
“It’s always important for me to determine that I’m a
great fit for a job before negotiating salary.”
“Salary is not my first concern. I’m really more
interested in the opportunity and the people I’ll be
working with. Can we come back to this later?”
“I hope this means that you’ve decided I am right for the
job since you want to discuss my salary expectations?”
“I think I’ll be able to do A, B, & C for you in the first
year which I believe warrants a better offer that this.”

“I’m sure you have a range that you’re working
with, but I think it is premature to get into details
before you’re sure you want my services, and
before I’m sure it’s a good match between my skills
and interests your co. has to offer. When you’re
ready to make an offer, I’ll be eager to discuss the
details, but until then I’d rather concentrate on the
job responsibilities, performance, future.”
“I like to focus on the opportunity and
responsibilities first and foremost and at the same
time my goal is to earn between XX,000 and
YY,000.”

“Based on my research on the market conditions, I really feel that my
experience and the value I can bring to your group warrants a starting
salary in the high X0s but if you could bring the base salary up to
YY,000 I’m sure I can make the difference up in my performance
bonus.”
“I’m thrilled to receive an offer from you and although money is not
the only factor, it is important. I had intended to accept a salary a bit
higher than you propose. Considering my experience and how I can
immediately contribute, I’d like to talk about where you have flexibility
and if added responsibilities might allow an increase in the salary by
10%? If it is possible I would be willing to accept on the spot since
your company is my first choice.”
“Thank you for the offer. Several aspects of the offer are appealing.
However, in the area of vacation, my research among colleagues at
this level, a few recruiters and professional society journals indicate
that three weeks is more the norm. Can we discuss ways to adjust this
part of the package.”

The Final Offer
• Reflect before you give a response
• Monitor and control your first
reaction to the offer
• Evaluate the CAREER opportunity,
• Is it in line with your career strategy
• Try to discuss with future boss and
mentor first
• Are you passionate and proud?

When You Decline the Offer
Decline gracefully – the business community is small
Be appreciative and grateful for the experience, hard
work, time and interest invested in you. Your paths will
cross again
Ask for immediate feedback and advice as you move
forward
Ask for those you met to refer you to 1 or 2 contacts
relevant to your background if the feedback is positive
Network with all of those whom you met….send thank
you notes
Create opportunities…ask for name of successful
candidate and congratulate and get referrals from
him/her since he’s been interviewing for similar jobs

Useful links and sources
Interview questions
https://www.youtube.com/watch?v=iMS16PUKwCs
http://www.wikihow.com/Interview-
Someone?utm_source=wikihow&utm_medium=bottom_related&utm_campaign=gcrabhttp://www.wikihow.com/I
nterview-Someone?utm_source=wikihow&utm_medium=bottom_related&utm_campaign=gcrab
http://www.interview-skills.co.uk/competency-based-interviews- questions.aspx
http://www.glassdoor.com/blog/common-interview-
questions/?utm_medium=email&utm_source=newsletter&utm
Convincing and Body language
http://www.wikihow.com/Persuade-People
https://www.youtube.com/watch?v=jbxXhWD8TUs
Ted Talk, Julian Treasure: How to speak….
http://www.ted.com/talks/amy_cuddy_your_body_language_shapes_who_you_are?language=en
Presence, Amy Cuddy, Little, Brown and Co, NY, 2015
Steve Jobs, Stanford Commencement speech
Salary and HR Trends Information
Salary. com
Glassdoor.com
Deloitte , Human Capital Trends 2016
TALENT IDENTIFICATION AND EMPOWERMENT POR CV
www.tumarcasladiferencia.es
gerardo.seeliger@fundacionsyc.org

After Accepting the Offer
Contact all your interviewers by email or phone to
let them know of your transition (…be prepared if
other opportunities suddenly arise!!)
Send thank you notes with new job information to
all of your contacts and continue to be a resource
for others
Update your resume immediately and send it out.
Congratulations, celebrate and
………… enjoy a new life! .............
Thank you!

Strategic Career Management Interview Skills

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