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Negotiating Your Compensation, Are You Willing to Walk Away?

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Hiring New Employees

You’ve gone through a phone interview and 2 face-to-face interviews, and a Myers-Briggs Personality Test. You like the company. Your last interview was with the person who’d be your boss—you bonded, you connected. The following day HR calls to inform you they’ll be emailing you an offer. Anxiously you check your emails every 5 minutes. Finally, in your sixth email check the offer! It’s $20K less than you expected. Now what?

You negotiate!

Most job seekers fear they’ll appear greedy and lose the job offer if they ask for more money. That’s rarely the case. Finding a hire-worthy candidate isn’t easy. When you’re a good fit for the job, it’s in the hiring manager’s best interest to make an offer you’re satisfied with. Even if there’s no wiggle room, the offer isn’t going away; it’ll stay on the table until you either accept it or reject it.

The key to successfully negotiating compensation is to be prepared. Know what your skills are worth on the market. With all the salary information available online, there’s no excuse to not have a ballpark salary in mind. Make sure to factor in where you live. Salaries can vary significantly from city to city, region to region. Visit websites such as Payscale.com, Salary.com, and Glassdoor.com that offer salary comparisons across various roles and industries.

It is common to ask applicants about their salary expectations early in the hiring process, usually during the phone vetting interview. Play it safe; you don’t want to give a too low or a too-high salary figure. Defer answering the question by stating you’d like to learn more about the job’s duties and accountabilities before discussing compensation. Your goal is to make the employer likes you, see you as an excellent fit for the position and company, and ultimately fall in love with you before discussing compensation.

Adhere to the cardinal rule: Don’t bring up salary! You may be negotiating against yourself if you throw out the first number. The employer may have been willing to make a higher offer than you had proposed. Your offer will likely be higher than expected if you’ve demonstrated an undeniable track record of success (“proven” is much more valuable than “unproven”). Therefore, you should emphasize proving (quantifying) your value throughout the hiring process.

If the offer is lower than you expected, make a counteroffer based on your salary research. Depending on what the hiring manager says and how much you want to work for the company, consider negotiating to receive a raise six months into the role if you meet agreed-upon goals. (IMPORTANT: Get this in writing!)

Many candidates make the mistake of only negotiating money. (salary, commission, bonuses) Other aspects of compensation can be negotiated, such as vacation time, work hours, perks, working from home, or a hybrid model, medical/dental benefits, tuition reimbursement, RRSP matching percentage, fitness and wellness subsidies, and stock options, etc. Don’t underestimate the outcomes of negotiating non-salary benefits.

The bottom line:

To get the compensation package you feel you deserve, which is highly subjective, you must be willing to walk away. Walking away frees you to continue looking for a company that’ll agree to the compensation you desire. Never talk yourself into accepting a job offer! Either the compensation package offered works for you, or it doesn’t. If the hiring manager informs you that your compensation requests aren’t feasible, you have two choices:

  • Thank them for their time and continue your job search, or
  • Accept the offer WITHOUT expecting a raise or promotion later. (Unless you have it in writing, you’ll receive a raise after meeting agreed-upon goals within six months or whatever timeframe you negotiate.).

I believe if the employer’s final offer doesn’t provide the compensation you want, you’re better off walking away. Hoping you’ll be recognized for your work and given a 15% raise is a bad strategy.

Negotiating compensation with candidates has taught me that the most common reason people want more money is their lifestyle. This isn’t a solid reason to convince an employer why you deserve the compensation you’re asking for. Employers aren’t responsible for the lifestyle you created. You created your lifestyle, not the employer.

Before walking away, understand that ultimately your job satisfaction hinges less on getting your compensation negotiation right and more on getting the job right. The industry and position in which you work, your career trajectory, and the daily influences on you (e.g., management, coworkers) are significantly more important than the specifics of a job offer.

______________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send Nick your questions at artoffindingwork@gmail.com.

 

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Transat AT reports $39.9M Q3 loss compared with $57.3M profit a year earlier

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MONTREAL – Travel company Transat AT Inc. reported a loss in its latest quarter compared with a profit a year earlier as its revenue edged lower.

The parent company of Air Transat says it lost $39.9 million or $1.03 per diluted share in its quarter ended July 31.

The result compared with a profit of $57.3 million or $1.49 per diluted share a year earlier.

Revenue in what was the company’s third quarter totalled $736.2 million, down from $746.3 million in the same quarter last year.

On an adjusted basis, Transat says it lost $1.10 per share in its latest quarter compared with an adjusted profit of $1.10 per share a year earlier.

Transat chief executive Annick Guérard says demand for leisure travel remains healthy, as evidenced by higher traffic, but consumers are increasingly price conscious given the current economic uncertainty.

This report by The Canadian Press was first published Sept. 12, 2024.

Companies in this story: (TSX:TRZ)

The Canadian Press. All rights reserved.

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Dollarama keeping an eye on competitors as Loblaw launches new ultra-discount chain

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Dollarama Inc.’s food aisles may have expanded far beyond sweet treats or piles of gum by the checkout counter in recent years, but its chief executive maintains his company is “not in the grocery business,” even if it’s keeping an eye on the sector.

“It’s just one small part of our store,” Neil Rossy told analysts on a Wednesday call, where he was questioned about the company’s food merchandise and rivals playing in the same space.

“We will keep an eye on all retailers — like all retailers keep an eye on us — to make sure that we’re competitive and we understand what’s out there.”

Over the last decade and as consumers have more recently sought deals, Dollarama’s food merchandise has expanded to include bread and pantry staples like cereal, rice and pasta sold at prices on par or below supermarkets.

However, the competition in the discount segment of the market Dollarama operates in intensified recently when the country’s biggest grocery chain began piloting a new ultra-discount store.

The No Name stores being tested by Loblaw Cos. Ltd. in Windsor, St. Catharines and Brockville, Ont., are billed as 20 per cent cheaper than discount retail competitors including No Frills. The grocery giant is able to offer such cost savings by relying on a smaller store footprint, fewer chilled products and a hearty range of No Name merchandise.

Though Rossy brushed off notions that his company is a supermarket challenger, grocers aren’t off his radar.

“All retailers in Canada are realistic about the fact that everyone is everyone’s competition on any given item or category,” he said.

Rossy declined to reveal how much of the chain’s sales would overlap with Loblaw or the food category, arguing the vast variety of items Dollarama sells is its strength rather than its grocery products alone.

“What makes Dollarama Dollarama is a very wide assortment of different departments that somewhat represent the old five-and-dime local convenience store,” he said.

The breadth of Dollarama’s offerings helped carry the company to a second-quarter profit of $285.9 million, up from $245.8 million in the same quarter last year as its sales rose 7.4 per cent.

The retailer said Wednesday the profit amounted to $1.02 per diluted share for the 13-week period ended July 28, up from 86 cents per diluted share a year earlier.

The period the quarter covers includes the start of summer, when Rossy said the weather was “terrible.”

“The weather got slightly better towards the end of the summer and our sales certainly increased, but not enough to make up for the season’s horrible start,” he said.

Sales totalled $1.56 billion for the quarter, up from $1.46 billion in the same quarter last year.

Comparable store sales, a key metric for retailers, increased 4.7 per cent, while the average transaction was down2.2 per cent and traffic was up seven per cent, RBC analyst Irene Nattel pointed out.

She told investors in a note that the numbers reflect “solid demand as cautious consumers focus on core consumables and everyday essentials.”

Analysts have attributed such behaviour to interest rates that have been slow to drop and high prices of key consumer goods, which are weighing on household budgets.

To cope, many Canadians have spent more time seeking deals, trading down to more affordable brands and forgoing small luxuries they would treat themselves to in better economic times.

“When people feel squeezed, they tend to shy away from discretionary, focus on the basics,” Rossy said. “When people are feeling good about their wallet, they tend to be more lax about the basics and more willing to spend on discretionary.”

The current economic situation has drawn in not just the average Canadian looking to save a buck or two, but also wealthier consumers.

“When the entire economy is feeling slightly squeezed, we get more consumers who might not have to or want to shop at a Dollarama generally or who enjoy shopping at a Dollarama but have the luxury of not having to worry about the price in some other store that they happen to be standing in that has those goods,” Rossy said.

“Well, when times are tougher, they’ll consider the extra five minutes to go to the store next door.”

This report by The Canadian Press was first published Sept. 11, 2024.

Companies in this story: (TSX:DOL)

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U.S. regulator fines TD Bank US$28M for faulty consumer reports

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TORONTO – The U.S. Consumer Financial Protection Bureau has ordered TD Bank Group to pay US$28 million for repeatedly sharing inaccurate, negative information about its customers to consumer reporting companies.

The agency says TD has to pay US$7.76 million in total to tens of thousands of victims of its illegal actions, along with a US$20 million civil penalty.

It says TD shared information that contained systemic errors about credit card and bank deposit accounts to consumer reporting companies, which can include credit reports as well as screening reports for tenants and employees and other background checks.

CFPB director Rohit Chopra says in a statement that TD threatened the consumer reports of customers with fraudulent information then “barely lifted a finger to fix it,” and that regulators will need to “focus major attention” on TD Bank to change its course.

TD says in a statement it self-identified these issues and proactively worked to improve its practices, and that it is committed to delivering on its responsibilities to its customers.

The bank also faces scrutiny in the U.S. over its anti-money laundering program where it expects to pay more than US$3 billion in monetary penalties to resolve.

This report by The Canadian Press was first published Sept. 11, 2024.

Companies in this story: (TSX:TD)

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