Tag Archives: Career Builder

Career Builder – Goal-Setting for the New Year

Thursday, 08 January 2015 07:59

Goal-Setting for the New Year  

Are you a bad planner? Actually most of us do not like planning, and want a life as free as a bird. However, it turns out that we cannot live well without planning! Why is goal-setting so important in career building? How can we make a reasonable plan to make our life better? In this episode of Career Builder, we are going to focus on goal setting. Robert Parkinson, Founder and CEO of RMG Selection, offers practical suggestions based on his experience. Listen to the radio program to find out more on this topic.

  1. We cannot live without planning. But in terms of career building, why is planning so important?
  • Social scientists and psychologists have constantly measured human behavior and they find out the more you measure, the more you improve.
  • Second thing I would say is that failing to plan is the same as planning to fail. You are doomed to fail without a plan.
  • People do hate planning but I also think people like balance. Most of us want to achieve more in life, be it working life, be it wealth, be it personal life, and by planning (setting goals), we will achieve a better and more fulfilled life. Planning is a good habit to make one’s life better!
 
  1. Could you go on and give us a couple of different angles on how to plan and how to do things?
  • The first point you may well-heard of it in the past, that is an acronym called SMART objective. “S” stands for specific, “M” measurable, “A” achievable (according to one’s capacity), “R” relevant, “T” timely.
  • A well formed outcome is much more sophisticated in terms of goal setting. The first thing about this is that you state goals in a positive way. We all need to make goals more real and more tangible.
  • The goals should be “ecological” (friendly) to ourselves. If something is too costly, don’t do it.
  • Another key point is that a goal is not well-formed unless we control the goal, which means we started it and initiated it. We need to be in control of the situation, and mobilize resources around to support our plans.
  • The well-formed outcome’s got to be compelling. But we have to strike a balance between reality and a compelling goal.
 
  1. We all need incentives or motivations. How can career building young people get spiritual incentives by planning?
  • The word “Timely” is the key part of the SMART objective and a well-formed outcome. By knowing when you achieve the goal, which stage you are on, you can figure out the top priorities of your life and get motivations.
Smart objective well formed outcome  
  1. What is the good timing for people to start planning? Shall a new graduate start planning once he leaves campus?
  • The answer is absolutely yes. Graduates need to divide their first career year into monthly segments that will contribute to overall year plan.
  • Five year plan is not suggested. And in my view, lifelong goals will change as you go through your life, so I don’t go for long-term plans.
  • In conclusion, I advice people to have short-term, specific, smart objectives instead of lofty, long-term plans. Yearly plan is rather great.
Listen to this episode of Career Builder at CRI: http://english.cri.cn/7146/2015/01/08/3481s860597.htm

Career Builder – Job & Offer Negotiation

Thursday, 25 December 2014 08:33
job offer negotiation    

Job offer negotiation is probably the most difficult part in the job seeking process. We put so much effort on interview preparation that we must not blow it off at the last step.

When you want to ask about salary in job interviews, do you think it is a sensitive issue to talk about? And for employees who work for the same employer for years, how should they negotiate the salary raise after several years? In this episode of Career Builder show, Founder & CEO of RMG Selection, Robert Parkinson shares practical tips for listeners to get over the problem.

  1. Everyone loves to have a job offer but there is so much in it. We need to learn how to handle a job offer. So what is your advice?
  • We need to keep in mind a number of different facts. Our social economic situation and whether you are a starter and many other things determine the level of flexibility of a job offer.
  • First job and even other jobs in one’s twenties should be investing years. So under this situation, you should negotiate less because you are going to benefit a lot more later on.
  • But if you are at your late 30s or 40s, and if you are good enough, you really have to think more carefully about package, bonuses, and holidays.
  • So this question depends on which perspective you are coming from and what other support you have. That’s the key point.
 
  1. If I ask for less than what I expect the job offer to be, would the employer think I have no confidence and do not deserve this job?
  • It is interesting that such situation does not happen that often. For most of the time, what we are left with are people who have high expectations.
  • A degree of confidence is important, but the confidence in salary requirements should be justified. Actually there are two sides of a coin.
 
  1. Usually you are underrated and underpaid for you first job. You know you have a good education and are confident in your abilities. But in front of a competitive job market, you are offered something much lower than your expectation. What should you do then?
  • Some people are in the middle class in China; some are in the position where they have great support from their family; some are working outside their hometowns and salary is important for them. For different groups of people, my main advice is that in one’s first job, the focus should be how much we can learn and what stepping stone will that be to the next job.
  • The other point I want to make is that one should pay more attention to his working skills. Particularly in China, people tend to think they have a lot of choices if they have a great degree. But the logic doesn’t follow because there is a lot of competition out there. Employers are actually more interested in how well people will perform in their jobs and what internship or experiences people have.
 
  1. If an employee performs well in almost every aspect for three years, is he allowed to re-negotiate an offer and how is he supposed to do it?
  • Ideally, the company will come to him to show that they value him.
  • It is perfectly reasonable for him to re-negotiate the salaries. In Chinese labor market, most young starters have their salary dramatically raised within five years. So I suppose if senior managers see certain values in you, you can re-negotiate and get salary raised.
 
  1. So if there is someone at their 20s and think they really do a great job at his company, but the employer hasn’t offered to re-negotiate the contract, how would the employee go around and issue that conversation?
  • A good starting point would be to go privately to your line manager and to ask for his feedback on your strengths and weaknesses. That conversation actually leads to how much you are paid. I would not suggest you coming along by saying I want more money. You need to explain why you deserve more money.
  • Using examples from other companies can be useful but you have to be careful. However, it is advisable for employees to find out whether they are regarded as an asset or a liability in the company, or whether there are even more valuable assets vital to the smooth operation of the company. Before they find out that, they should not talk to the boss about a salary increase. In short, employees need to have a good understanding of their value to the company.
 
  1. The very initial offer is always the most puzzling thing for young people. Are there any room for manoeuvre of negotiation in that offer?
  • It is a question of judgment. If the person you are talking to is a very commercial person, then go head and negotiate. There are different styles with different companies.
  • Again communication skills matter.
 

Listen to the episode of Career Builder on CRI: http://english.cri.cn/7146/2014/12/24/3262s858131.htm

 

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