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Agrimarketing : AgCareers Canada 2012
14 is little or no negotiation. Generally, there is more latitude for negotiation in executive, upper management and experienced roles. Develop a range that you would require by considering your expenses such as school loans, car payments, housing, food and more. However, don't try to use your expenses as a bargaining chip, such as telling the employer that you require a higher salary so you can afford your monthly car payment. These calculations are for your own information and shouldn't be shared with a potential employer. If you must state a salary, do so in a range but say it would also depend on other benefits offered to you by the employer. Remind the hiring manager that salary is not your only motivation for applying. Repeat your interest in the position, and let them know you are confident you could come to a fair agreement if the opportunity arises. Stress why you deserve the salary by sharing work experiences, internships, related coursework and skills that match the position requirements. Salary and benefits can be discussed later in the recruitment process if they aren't addressed by the hiring manager. Often- times, salary and benefits may not be discussed until an offer is made. BENEFITS FOR CONSIDERATION It's more than just the salary, as additional benefits can really add up. "Some job seekers hear the word compensation and only think of the annual salary or hourly wage," shares Sprout. "They really need to pay attention to the total compensation package, which includes all benefits, retirement, pension and variable pay offerings," adds Sprout. If you are a new graduate, you may not be accustomed to the value of health benefits, pension plans and other benefits. The following lists some benefits that may be offered. You should consider these benefits in addition to salary as part of the overall compensation package: • Health/Dental/Vision Benefits • Pension/Retirement Plan • Share/Stock Options • Short & Long-term Disability • Life Insurance • Vacation/Holidays/PTO • Mobile Phone • Vehicle/Mileage • Continuing Education/Education Reimbursement • Bonus/Incentive Rewards • Discounted Products • Flexible Working Hours • Gym/Health Club Membership • Parking • Uniforms • Relocation Package • Expense Account • Employee Discounts • Child Care Reimbursement Whether or not employers offer these benefits may depend on the position and company. For instance, sales roles are more likely to receive a vehicle/mileage and a mobile phone, whereas a research associate might receive a uniform allowance and continuing education. According to the last Canadian AgCareers.com HR Review, the most common benefit offered was health benefits. Another important point to consider is who pays for benefits (if applicable); for instance, what (if any) is your share of payment for health, disability or life insurance? Does the employer provide a pension plan with matching contributions? GET IT IN WRITING f not provided to you, you should always request the offer n writing. The offer letter should include a comprehensive ist of salary and benefits. Do not accept an offer on the spot or before you receive details in writing, and take time o review it for at least a few days. Both Flaman-Johnson and Sprout recommend replying to a ob offer within two to three days. Some employers will specify a deadline on the offer. At this time it is appropriate to ask additional questions about benefits, vacation, etc. T'S UP TO YOU! Keep in mind that you do have some control over your salary and benefits once you are on the ob. The majority of companies conduct reviews annually and your salary increase, along with any bonuses or incentives, will most likely be based on your perfor- mance. In the latest Canadian Agribusiness HR Review, the predominant range was a 2.1% to 4% salary increase, with the majority of businesses offering some type of bonus program. When starting a career, new grads may need to be flexible in starting salary negotiations. "Look at the culture of the organization, career paths, chance to gain expertise and opportunity for advancement, along with the organization's reputation," says Flaman-Johnson. Often it is the organization's culture, rather than the salary, that keeps employees most engaged. LET'S TALK SALARY/continued from page 13
July August 2012
AgCareers USA 2012