Wednesday, December 7, 2016

When an Employer Asks for Your Salary History

When an employer requests a salary history, many job seekers find themselves at a loss. You don't want to price yourself out of a job, but you don't want the employer to offer less than the going rate for the position.

So what's the right answer?

  • Don't include salary history on your resume.
  • Handle the request at the end of your cover letter. First, highlight your skills, experience, and interest in the position—information that is far more important to your consideration as a candidate.
  • Respond to the question positively without giving a specific amount. (Example: "I'm earning in the mid-30s.")
  • Say "salary is negotiable."
  • If you know the market value for the position and for someone with your skills and background, give a $3,000-$5,000 range.
  • Be prepared to respond to this question in an interview. Carry a list of your positions in reverse chronological order, including the name of the company, your title, a synopsis of your duties, and, lastly, a general compensation amount (e.g. mid-30s).
  • Don't lie about your salary history. Employers may verify salary history through reference checks.

Salary requests are difficult for all job searchers to handle. The key is to shift the focus, politely but firmly, from what you made in the past to competitive compensation for the position you want.

Check out a host of additional salary resources including tips on how to negotiate a raise at WGU's Career & Professional Development Center.

Adapted from the National Association of Colleges and Employers.

Friday, November 11, 2016

6 Ways for Employers to Honor Veterans

Today is Veterans Day and while we will never be able to provide enough thanks to a veteran for their service and sacrifice, it is important to find ways to honor and support those who have served our country. Below are a few ideas how employers can honor veterans on Veterans Day and throughout the year.

  1. Hire a Veteran. Veterans are highly skilled, disciplined, adaptable, dependable and loyal and it is not difficult to find the value in hiring veterans. Another perk for employers considering hiring veterans — tax credits via the Veteran’s Opportunity to Work (VOW) to Hire Heroes Act of 2011, which provides two types of tax credits for employers. The Returning Heroes Tax Credit provides an incentive for businesses to hire unemployed veterans. The Wounded Warrior Tax Credit provides a tax credit for hiring long-term unemployed veterans with service-connected disabilities.
  2. Recognize current employers who are veterans. On Veterans Day, plan a way to honor employees who served and throughout the year strive to become a veteran-friendly employer. Offer support services for veterans and their families, increased workplace flexibility programs, and an employee resource group (ERG) for veterans. 
  3. Offer a special Veteran’s Day discount to veterans for services or products or offer a military discount throughout the year. Employers can also offer restaurant gift cards to veterans. 
  4. Encourage employees to donate to a veteran organization and offer an employer match.
  5. Set up internships and/or job shadowing opportunities for veterans and transitioning military members. On-the-job training and experience can give veterans the opportunity to apply and adapt military skills to civilian settings.
  6. Give employees the day off and promote Veterans Day volunteer opportunities.

The WGU Career & Professional Development Center is lucky and honored to have Cliff Garinn on our team. Cliff is a veteran and accomplished career specialist. We thank Cliff for his service and for the career assistance he provides to WGU students and graduates, including the WGU veteran population.