How to negotiate an executive job offer
Article Abstract:
Executive and managerial job interviews, negotiations, and offers differ slightly from the average employment process. These jobs are fluid and hard to define. Negotiations can cover job description, salary, perquisites, benefits, title, and even office space. Job candidates should remember to concentrate on important issues, understand the corporate culture of the prospective employer, talk to different people about different issues, and give a salary range, rather than a set figure. Potential employers should forget the 'perfect' candidate, understand the corporate culture from which the interviewee comes, and be fair and honest about all aspects of the job. The candidate should avoid over-negotiating, expecting guarantees, and rushing or delaying a decision.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
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Increasing the odds for successful searches
Article Abstract:
Improving the odds of beating a 40 to 50 percent failure rate in attracting desired executives entails making the best use possible of the executive search firm. It is important to select the right firm, to be aware from the outset what qualities are desired, to maintain stable position specifications, to be frank, to communicate well, to make decisions quickly, and not to expect perfection. The search consultant needs to be careful to accept the right assignment, to explain what areas are ethically 'off limits', to detail what one's commitment is at the outset, to discuss costs and times, to serve as a consultant and information conduit throughout the process, to do a good job checking references, and to communicate well with the client.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
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Increase the odds for successful searches
Article Abstract:
Techniques to increase the efficiency of the executive search process are presented. Client firms' responsibilities include clarifying its specifications for the position to be filled and being honest and open in communications with the executive search firm. Executive search firms should accept only those assignments they can fulfill, clarify ethical rules, study references well and avoid overselling candidates.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1995
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