No More ROI: The Real Way to Sell Your Worth During an Interview
Want to know what keeps a lot of job seekers from commanding what they’re really worth?
It’s that all-too-common belief that “I am not a salesperson.” Combine that with a healthy dose of “I’m not comfortable negotiating my salary,” and you can see why it’s just easier to just accept what the employer offers.
It’s time to think of yourself from a different angle. Not only will you see things in a clearer light, but selling suddenly won’t feel so…. well… salesy.
Here’s how traditional salary discussions go:
You complete a face to face interview, the employer asks what your salary expectations are, you hesitate because you don’t want to give out a number that is too high or too low, etc. And then you say, “I’m looking for $XXX.00.”
The employer either says yes, no or (the kiss of death) maybe.
Let’s turn that around, and rather than focus on what the employer will get from YOU, take a look at what they will achieve when they hire you.
If you’re a Chef. Talk costs. How much can they save in food and beverage costs? If the average cost per person is $32, but you can show them how to decrease that 20% to $25.60, then you’ve got some serious bargaining power on your annual salary.
Here’s another example;
You’re a HR Manager. Talk savings. How much can you add to the bottom line? Let’s say the company has four existing benefit plans and you can demonstrate how merging into one flexible corporate plan can generate $728k in annual savings while enhancing benefits to all employees. Your salary is inconsequential. They’ll earn it back 6-fold assuming you’re asking for a salary of $100k.
Who wouldn’t jump on that with both feet?
What you’re doing here is not talking about the cost of employing you, but rather the cost of not employing you.
What about other kinds of positions though?
The same applies, you just have to find a way to show your potential employer the cost of their inaction.
If you’re an Administration Assistant. Talk efficiency. Can you institute systems and procedures for a specific department which will increase consistency and reduce mistakes by 20%, which can be calculated in $$ to highlight your value further.
The same goes for Executive Assistant. Can you give back 10 hours a week to the life of your overworked potential boss? That’s priceless.
What about customer service? For a company whose suffering with consistent complaints, the promise of an employee who can eliminate complaints and rebuild customer loyalty is worth nearly any price.
You just have to paint the picture.
What will that business look like without you, and what can it look like with you? Once they see the difference, salary becomes nearly irrelevant.
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