TRANSITION GUIDE 2017 O
ver the past few years, the number of virtual career fairs and online-networking
platforms for veterans has increased. These events connect you directly to employers and recruiters. Participat- ing in one of them is a great oppor- tunity for you to get your résumé and LinkedIn profile into multiple hands at once and also is a chance to build connections with potential employers. Typically, a virtual career fair or
networking event will allow you to chat one-on-one with a recruiter for 5-10 minutes, either through web- based video chat or through an online chat function. Here are a few things to keep in mind before attending a
virtual career event: Q As with any career networking event, research the companies that will be there. Are you interested in these companies? Do your skill sets
align with their needs? Q Prepare a template ahead of time that includes an introduction high- lighting who you are. This allows you to focus your time on making connec-
tions and asking questions. Q Make your responses quick — but professional. This is not the place for emojis or abbreviations like “OMG” or “LOL.” Visit
www.moaa.org/virtualcare erfair for additional tips and to reg- ister for MOAA’s upcoming virtual career events.
66 MILITARY OFFICER MAY 2017
Conducting interviews is a labori- ous and time-consuming process, so employers generally use them to as- sess only candidates deemed at least minimally qualifi ed for a vacant po- sition. Preparation is key. Research basic information about a company and be familiar with key aspects of their business as well as knowledge- able about any recent newsworthy items. Also, check for background information on interviewers via Google and LinkedIn. Not only is this degree of preparation both obvious and impressive, it indicates a strong interest in the company — an attrac- tive attribute for employers.
Step 5: Salary negotiation By this point, most candidates have received an off er but might be uncer- tain about how to proceed. Military salaries are a matter of public record, while private-sector compensation can seem mysterious. But there are several straightforward steps candi- dates can take before sitting down at the negotiation table. First, keep in mind the salary nego-
tiation process is not just about salary. Achieving a good outcome requires consideration of the full compensa- tion package: salary and benefi ts. If an employer has a strong employee ben- efi ts package, the off er deserves seri- ous consideration, even if the off ered salary doesn’t quite reach your desired level. Second, give some thought to personal salary require- ments and develop three diff erent numbers: 1) a number that represents the absolute minimum desired salary to ensure existing personal fi nan- cial obligations can be met; 2) a second number for a salary
level that would create a feeling of high satisfaction and happiness; and fi nally, 3) a number representing a mind-blowing salary that exceeds all reasonable expectations. Having these three numbers in mind will allow an instant assessment of any off er based on a candidate’s personal baseline of fi nancial needs and expectations. Next, conduct advance research to gain an understanding of a general salary range appropriate for the tar- get position. This can be determined from a number of sources, including online references such as
Salary.com, the Occupational Outlook Handbook, and the Bureau of Labor Statistics (
www.bls.gov). Industry networking contacts are another good source. The objective is to have a general salary range in hand to understand industry parameters for the same or similar positions based on location, type of industry, and company size. It is important to understand the salary negotiation process is not adversarial. An employer has worked hard to get to this point and has a vested interest in satisfying the expectations of a top candidate and closing the deal. Upon receiving an off er, your op-
tions are to accept, decline, or rene- gotiate. If the off er falls within your researched range and meets personal requirements, accept it! This is the best-case sce- nario for both the can- didate and the company. If the off er does not meet your requirements and is
below your researched range, consider declining it. This always should be done with courtesy and profession- alism. Finally, if the off er is within your general range but lower than
ILLUSTRATION: TRIANGLE C/SHUTTERSTOCK
ATTEND A VIRTUAL
CAREER EVENT: MOVE AHEAD
THREE SPACES
CIVILIAN SALARY
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