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Addressing Compensation During the Interview
Addressing Compensation During the Interview Process
by Paula Comfort The compensation conversation is a
strategic part of the hiring process that is often poorly executed.
Job candidates – be prepared! In most job interviews, and of-
Process The compensation conversation is a strategic part of the hiring process that is often poorly executed.
ten during the initial screening pro- cess, a potential employer will direct- ly ask, “What is your compensation expectation?” It takes finesse and a well-thought-
out response to answer questions around compensation professionally. Here are some tips to consider: 1.
Don’t talk about salary too
soon, unless the employer brings it up. 2.
Consider waiting until at least
the second interview if it hasn’t already been discussed. 3.
Do some homework to under-
stand the pay range for the role. 4.
be realistic. 5.
BY PAULA COMFORT Don’t sell yourself short, but Give a range based on previ-
ous earnings and also fair market value for the position. 6.
talking about “searching for the right fit and culture.” 7.
Be prepared to negotiate.
Decide what is important to you and your minimum expectations. 8.
Decide on some terms that
may override compensation (e.g., vaca- tion days, personal days, perks). 9. When discussing a formal of-
out response to answer questions around compensation professionally. Here are some tips to consider:
fer, clearly understand all aspects of the compensation.
cess, decide the compensation details. This includes the base salary, variable pay and non-compensatory benefits. It is extremely unprofessional to initiate the interview process without deter- mining the compensation range and details. Here are some tips to consider:
• Always ask during the
1. Don’t talk about salary too soon, unless the employer brings it up. 2. Consider waiting until at least the second interview if it hasn’t already been discussed. 3. Do some homework to understand the pay range for the role. 4. Don’t sell yourself short, but be realistic. 5. Give a range based on previous earnings and also fair market value for the position. 6. You can defer the question by talk- ing about “searching for the right fi t and culture.” 7. Be prepared to negotiate. Decide what is important to you and your
Employers – listen up! Before starting the interview pro-
16 Fitness Business Canada July/August 2014 16 Fitness Business Canada July/August 2014
Job candidates – be prepared! In most job interviews, and often during the initial screening process, a potential employer will direct- ly ask, “What is your compensation expectation?” It takes fi nesse and a well-thought-
You can defer the question by
minimum expectations. 8. Decide on some terms that may override compensation (e.g., vacation days, personal days, perks). 9. When discussing a formal offer, clearly understand all aspects of the compensation.
Employers – listen up! Before starting the interview pro- cess, decide the compensation de- tails. This includes the base salary, variable pay and non-compensatory benefi ts. It is extremely unprofes- sional to initiate the interview pro- cess without determining the com- pensation range and details. Here are some tips to consider:
1. Always ask during the screening process, “What is your compensation expectation?” 2. Don’t waste your time if a candi- date is too far above your budgeted plan. 3. Make sure you know the range of salary and all of the benefits details.
4. Once you have selected your top candidate, detail the compensation for the candidate including benefi ts and perks at the next interview. 5. When the candidate is formal- ly offered the job, the offer letter should just be a detail because you will have verbal acceptance of the offer. 6. Be clear, concise and accurate with your written offer letter. 7. Review the offer letter in detail with the candidate so there is com- plete understanding.
Paula Comfort has 20+ years of experience in the fi tness indus- try. Most recently she was man- aging director of Fitness for Spa Chakra Inc., a luxury spa and health club company where she
the division. Previous roles include area vice- president of The Sports Clubs of Canada/Bally Total Fitness. She is currently a partner in her own consulting company, 360 Impact Group. Contact her at paula.360impactgroup@rogers. com or 416-565-6025.
started the division. Previous roles include area vice-president of The Sports Clubs of Canada/ Bally Total Fitness. She is currently a partner in her own consulting company, 360 Impact Group. Contact her at paula.360impactgroup@
rogers.com or 416-565-6025.
Paula Comfort has 20+ years of experience in the fitness industry. Most recently she was managing director of Fitness for Spa Chakra Inc., a luxury spa and health club company where she started
screening process, “What is your com- pensation expectation?” • Don’t waste your time if a
candidate is too far above your budget- ed plan. • Make sure you know the
range of salary and all of the benefits details. • Once you have selected your
top candidate, detail the compensation for the candidate including benefits and perks at the next interview. • When the candidate is for-
mally offered the job, the offer letter should just be a detail because you will have verbal acceptance of the offer. • Be clear, concise and accu-
rate with your written offer letter. • Review the offer letter in de-
tail with the candidate so there is com- plete understanding.
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