I used to think that there is a list of recession-proof jobs and it is the answer to securing a stream of recession-proof income. Later, I learned that almost everyone can recession-proof their career if they learn how to build a network with the right connections.

Super Connectors
Last week, on October 17th, 2019, Chris Winfield and Jen Gottlieb the famous power couple, communications experts, and the “super connectors” who co-founded Super Connector Media were interviewed by Bold TV and discussed the best strategies to recession-proof your career.

The more you connect with the professionals in your circle, the more opportunities you will be creating for your career. When facing layoffs, having a large network can be the best solution.  
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Prior experience has shown that most people find jobs through their network and not through online applications. We must not underestimate the value of our network and we should not keep it inactive for too long.

The worksheet below is a helpful guide for jobseekers to help them identify social connectors in their lives — people with social influence who can help them in their job search.

​This allows you to see how many people you actually have in your life and how these people can help you achieve your goals.

Winkfield, also known as the “Super Connector”, is the editor at large for Arianna Huffington’s Thrive Global, a columnist for TIME, Business Insider, and INC., and host of a show for Entrepreneur. He’s been featured in the Wall Street Journal, New York Times, NBC’s Today Show, USA Today, Fast Company, Forbes and over 200 other media outlets.
 
Jen Gottlieb is known for getting her celebrity and millionaire (and billionaire) CEO clients performing at the top of their game. A former Broadway actress, and founder of her own successful companies (JLG productions, and JLG Fitness), Jen has been featured in US News, CBS News, American Dream TV, MTV, Well + Good, Women’s Health and has been a two-time Cover Model for Steppin’ Out Magazine.

1. Practice self-care. You’re more likely to have a successful career if you make your personal wellbeing a top priority. Eat a nutritious diet, exercise regularly, and stick to a consistent sleep schedule.
   
   
2. Strengthen your relationships. Spend time with family and friends. Build a network of support with loved ones who know you and care about you.
   
   
3. Maximize your leisure time. Use your hours outside the office wisely. Develop a hobby that challenges and relaxes you. Participate in cultural activities and team sports.
   
   
4. Deepen your spirituality. Connect with something larger than yourself. Clarify your values and purpose in life. Pray, meditate, and read inspiring texts each day. Join a spiritual community with others who share your beliefs.
   
   
5. Work smarter. Free up more time and energy for the things that matter to you. Plan your week in advance and coordinate errands. Leverage technology to complete tasks faster. Figure out the times of day when your performance peaks and use those hours to focus on your top priorities.
   
   
6. Lighten up. You can enjoy life while taking your responsibilities seriously. A cheerful attitude may even help you to achieve more. Take frequent breaks and see the humor in difficult situations. Turn household chores and office paperwork into a game.

 
Your mid-career years can be an exciting time to learn and grow. You can make dramatic changes like changing jobs or starting a new business or make smaller adjustments in how you approach your current position and daily life.

​Learn how to write an elevator pitch as a short summary to talk about yourself in a compelling and concise way. Knowing how to do this right is imperative. Your elevator pitch tells the employers about what your expertise is, how you can contribute and what is the impact of your contribution. Try out these suggestions for preparing and presenting your introduction.

• ​Invent multiple versions. Adapt your elevator pitch to a variety of circumstances. That way you can respond if you have extra time. You’ll also be able to talk to industry insiders and other professionals who are less familiar with your background.
• Rehearse carefully. Practice while looking in a mirror or record yourself. Talking out loud will help you determine if your speech sounds natural.
• Invite feedback. Ask friends to let you practice on them. Use their suggestions and questions to make adjustments. You may need to speak more slowly or translate industry jargon into language that’s easier to understand.
• Stay up to date. Review your pitch on a regular basis. There may be buzzwords that grow stale over time and need to be replaced. Also, you may have earned new credentials that you want to include.
• Spend time listening. Watch for the other person’s reactions and listen to their comments. Ideally, you’ll open up a two-way conversation. Pick someone you admire and pay attention to the way they introduce themselves. It could give you some worthwhile ideas.
• Exude confidence. Start out with a firm handshake as long as it’s appropriate for the setting and situation. Radiate enthusiasm. Hold your head up high and smile. Make eye contact for a few seconds.
• Be prepared. You can use your speech for more than just job interviews. Keep it in mind when you’re at cocktail parties, soccer games, or shopping malls. It’s possible you’ll bump into someone who may have a lead on the kind of position you are seeking.
• Remember to follow up. Think of your pitch as the first step in a longer process. Hand out and collect business cards. Suggest getting together for coffee to continue a discussion.

An effective elevator pitch entices people’s curiosity and makes them want to hear more. Formulate an elevator pitch to tell the employers why hiring you is the right decision.

​When applying for a job, what most candidates say they want is a level playing field — the opportunity to be considered for employment because of their skills, experience, and education, without consideration of how they look, what they wear for religious reasons, or how old they are. In other words, they want a hiring environment free of discrimination.

There are a number of local, state, and federal laws that employers must follow when hiring employees. Generally speaking, these laws prohibit discrimination in employment based on race, color, religion, sex, age, ethnicity/national origin, disability, or veteran status.
 
With so many government agencies involved in creating laws for hiring and employment, it’s no wonder companies get confused. In some instances, these may affect you, the job seeker, as you may face potential discrimination in the application and/or hiring process.
 
There are laws to govern how many hours you can work (Fair Labor Standards Act), the type of work you can perform in certain industries (Migrant and Seasonal Agricultural Worker Protection Act, for example), and even the types of benefits some types of companies can offer (Employee Retirement Income Security Act).
 
This guide, however, is designed to familiarize you specifically with laws relating to applying for jobs, interviewing, and getting hired. Note: The information in this guide is not intended to provide legal, medical, or financial advice. If legal, medical, or financial advice is needed, an appropriate professional should be consulted.
 
You are most likely to encounter these situations in smaller companies, where the owner or hiring managers handle applications, interviews, and job offers directly; however, discrimination occurs in companies of all sizes.
 
Here is an analysis of some of the most relevant laws for jobseekers. 

The Immigration and Nationality Act (INA) addresses employment eligibility, employment verification, and nondiscrimination in hiring. Under this law, employers may only hire candidates who are legally eligible to work in the U.S. (i.e., citizens and U.S. nationals) and aliens authorized to work in the U.S.
 
Employers must verify the identity and employment eligibility of anyone hired, including completing an Employment Eligibility Verification Form (I-9 form) for each applicant. These forms must be kept on file for at least three years, or one year after employment ends, whichever is longer. Newly-hired employees must complete and sign the top section of the form (which collects biographical data) no later than the first day of employment. However, Section 1 should never be completed before you accept a job offer.
 
Employers must complete Section 2 of the I-9 form within three business days of your first day of employment. Candidates will present documents to verify their identity, choosing from a list of acceptable documents outlined on the form. The identification establishes your identity and employment authorization.
 
The INA protects U.S. citizens and aliens authorized to accept employment in the U.S. from discrimination in hiring or discharge on the basis of national origin and citizenship status.
 
Another section of the act applies to employers seeking to hire nonimmigrant aliens as workers in specialty occupations, often referred to as “H1-B workers.” This is more common in the engineering, teaching, technology, and medical professions. The number of new H1-B visas that can be issued each year is subject to a cap.

You will be asked for documentation to complete an I-9 form at the time of hiring. You can review the I-9 form here: http://www.uscis.gov/files/form/i-9.pdf.

• As it relates to H1-B workers, a H1-B candidate cannot displace a current employee; however, as a job applicant, you may be competing with H1-B candidates.

Title VII of the Civil Rights Act of 1964 protects applicants from discrimination in hiring. Protection is granted on the basis of the applicant’s race, color, religion, sex (including pregnancy), and national origin.
 
Religious discrimination includes an employer failing to provide reasonable accommodations for an employee’s religious practices if the accommodation does not create an undue hardship for the employer.

The Age Discrimination in Employment Act of 1967 (ADEA) protects jobseekers who are 40 years of age (or older) from age discrimination in hiring. However, it is not illegal for an employer to favor an older job applicant over a younger one, even if both workers are age 40 or older. The law also forbids harassment because of age; for example, offensive remarks or repeated jokes about a person’s age.
 
The ADEA applies to employers with 20 or more employees, including state and local government entities.

​The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or ads. A job notice or ad may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) — for example, airline pilots must retire at age 65 in the U.S.

• In general, you should not be asked your date of birth or age on an application or in an interview, although the ADEA does not specifically prohibit this. However, you may file a complaint if you feel you were discriminated against because of your age, and the request for age information will be “closely scrutinized to makes sure that the inquiry was made for a lawful purpose, rather than for a purpose prohibited by the ADEA.”

Section 503 of the Rehabilitation Act of 1973 (as amended), is very similar to the Americans With Disabilities Act (ADA). It requires certain employers (including those with federal contracts or subcontracts) to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
 
Covered disabilities include a wide range of mental and/or physical impairments that “substantially limit or restrict a major life activity,” such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or working. In addition, individuals who have recovered from their disabilities may not be discriminated against because of their past medical history.

​The law only protects against discrimination for disabilities. You must possess the necessary education, skills, or other job-related requirements to be considered for the position. You must also be able to perform the essential functions of the job — the fundamental job duties of the position you desire — with or without reasonable accommodation (which require the employer to make adjustments or modifications in the work, job application process, work environment, job structure, equipment, employment practices, or the way that job duties are performed so that an individual can perform the essential functions of the job.)

• You may be asked whether you are an individual with a disability, or the nature or severity of such disability. You may be asked about your ability to perform job-related functions and/or be asked to describe or demonstrate how — with or without reasonable accommodations — you will be able to perform the duties of the job.
• You may be asked to take a medical examination, but only if all candidates seeking the same job category are required to complete a medical examination. An offer of employment may be conditional depending on the results of the examination. 

In 1978, Congress amended Title VII of the Civil Rights Act of 1964 to enact the Pregnancy Discrimination Act (PDA). This law forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring. If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered organization must treat her the same way it treats any other temporarily disabled employee. For example, the employer may have to provide light duty assignments, disability leave, or unpaid leave to pregnant employees, if it does so for other temporarily disabled employees.

​You do not have to disclose your pregnancy to a prospective employer when applying for a position. However, you may not want to change jobs during pregnancy if your health care coverage would be affected by a new position. If the new employer offers health care coverage, there may be a waiting period before coverage begins. However, insurance coverage for a pregnancy generally cannot be denied within a group insurance plan. The Health Portability and Accountability Act of 1996 (HIPAA) ensures that group health insurance plans cover pregnancy, in most cases. However, if your new employer does not offer a health insurance benefit, you may find it difficult to obtain an individual policy that covers your pregnancy-related claims.

• An employer cannot refuse to hire a woman because of her pregnancy, as long as she is able to perform the major functions of her job.
• Under the Family and Medical Leave Act of 1993 (FMLA), a new parent (including foster and adoptive parents) may be eligible for 12 weeks of leave (unpaid, or paid if the employee has earned or accrued it) that may be used for care of the new child. However, to be eligible, the employee must have worked for the employer for 12 months prior to taking the leave, and the employer must have a specified number of employees.

In compliance with the Immigration Reform and Control Act, discrimination on the basis of national origin involves treating applicants unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination can also extend to treating candidates unfavorably because they are married to (or associated with) a person of a certain national origin, or because of their connection with an ethnic organization or group.
 
The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate with respect to recruitment and hiring based on an individual’s citizenship or immigration status. The law prohibits employers from hiring only U.S. citizens or lawful permanent residents unless required to do so by law, regulation, or government contract.
 
Employers may not refuse to accept lawful documentation that establishes the employment eligibility of an employee, or demand additional documentation beyond what is legally required, when verifying employment eligibility, based on the employee’s national origin or citizen status.

​Discrimination on the basis of national origin may begin with your initial application to the company. An employer may be reluctant to call an applicant whose name he or she cannot pronounce, so providing a nickname on the résumé or job application may help.

• If a phone interview goes well but the in-person interview does not, your national origin may or may not be the issue. It can be difficult to find out exactly why you were not hired.

 
For example, if you wear a hijab for religious or cultural reasons, an employer may be worried about how the company’s customers would react to it. However, customer preference is never a justification for a discriminatory practice.
 
The employer is not likely to articulate that as the reason why you were not selected for the position. Even though you might feel that was the reason you were not hired, a fuller explanation of the employer’s business reasons would be needed to determine whether or not discrimination was involved.

Title I of the Americans With Disabilities Act of 1990 (ADA) protects qualified individuals from discrimination in hiring on the basis of disability. Covered employers must make reasonable accommodations for known physical and/or mental limitations of an otherwise qualified individual (unless it creates an “undue hardship” on the employer).
 
The term “qualified” means that you have the skills, experience, education, and other job-related requirements of the position being sought, and can perform the essential job functions of the position, with or without reasonable accommodation.
 
Not all employers are required to comply with the ADA. Covered organizations include private employers with 15 or more employees, employment agencies, and labor organizations. State and local government employers must also comply with the ADA.
 
Accommodations are considered “any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job.” It also includes alterations to ensure a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.

When applying for a position, the prospective employer may not ask you to answer medical questions or take a medical exam before extending a job offer. You may not be asked if you have a disability (or about the nature of an obvious disability). You can be asked, however, whether you can perform the job and how you would perform the job, with or without a reasonable accommodation. (After you are offered the job, an employer can make the job offer contingent on passing a required medical examination, but only if all candidates for that job category have to take the examination.)

• You may request an accommodation at any time during the application process. (You can also request an accommodation after you are hired, even if you did not ask for one when applying for a job or after receiving a job offer). You may make the request orally or in writing.
• It is important to note that you do not need to let a prospective employer know that you have a disability. However, unless, you let the employer know that you have a disability, the employer is not obligated to consider accommodations under the ADA. (And the employer may request medical documentation to establish that the employee has an ADA disability and needs the requested accommodation.)

 
From a practical standpoint, you should not request an accommodation during the application process unless there is a workplace barrier that prevents you, due to a disability, from competing for a job or performing the job. Likewise, you should not reference your medical history when applying for a position (for example, to account for a gap on your résumé or explain a job change on your cover letter) unless absolutely necessary — or if it is relevant to the position you are seeking.
 
The only limitation on an employer’s obligation to provide reasonable accommodations is that no change or modification is required if it would cause “undue hardship” to the employer — meaning significant expense or difficulty in making the accommodation (for example, if the modification would be disruptive, or if it would fundamentally alter the nature or operation of the business).
 

• If you have a disability, check out http://earnworks.com/refdesk/FAQ/FAQ_Jobseekers for agencies that can assist you with employment.
• If you have a disability and feel you were discriminated against in the hiring process, you can file a complaint with the EEOC or your state enforcement agency. For information regarding the complaint process, visit http://www.eeoc.gov/employees/charge.cfm.

​ One of the newer candidate protection regulations is the Genetic Information Nondiscrimination Act of 2008 (GINA), which protects applicants from discrimination in hiring based on genetic information. GINA restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information, including information about genetic tests the applicant may have received, the manifestation of diseases or disorders in applicant’s family members, and requests for receipt of genetic services.
 
GINA was enacted, in large part, because of developments in the field of genetics, the decoding of the human genome, and advances in the field of genomic medicine. Genetic tests now exist that can determine whether individuals are at risk for specific diseases or disorders. The law addresses the concerns of individuals who fear the loss of health coverage or employment because of their genetic information.

If you only reach out to your contacts when you’re looking for a job, you may be disappointed with the results.
It’s easy to get busy with other things and realize you’ve fallen out of touch with important colleagues. At the same time, it’s natural for your contacts to be less than enthusiastic if they only hear from you when you’re asking for a favor.

Regular communication will strengthen your relationships, and there are steps you can take if you’ve been somewhat inattentive in the past. Try these tips for heating up your network.

​1. APOLOGIZE SINCERELY.
Start out by acknowledging your lapse, especially if you’ve neglected to return phone calls. If someone is gracious enough to forgive, ensure you’re considerate in the future.

2. START CLOSE TO HOME.
You’re surrounded by opportunities to practice your networking skills and make new contacts. Look for leads among those you interact with daily, including coworkers or other contacts.

3. DO SOME RESEARCH.
Find out whether someone has changed jobs or gotten married since you last spoke. Check LinkedIn or mutual friends. You’ll be more prepared for your first conversation. You will find below a number of instructional LinkedIn videos for the same purpose.

4. MEET FACE-TO-FACE.
Digital communications are convenient but personal interactions make a deeper impression. Circulate offline as much as possible. Attend industry events and invite others out for coffee or lunch.

5. STAY INFORMED.
Your conversation will be more interesting if you know what’s happening in your field and the wider world. Read books, watch movies, and engage in deep conversations.

6. GIVE MORE.
You’ve probably heard that successful networking is about being generous. You can help others by sending articles, making referrals, or just sharing an encouraging word.

1. BE SELECTIVE.
Quality matters more than quantity. You’re more likely to cultivate authentic relationships if you prioritize. Figure out who your key contacts are and devote most of your time and energy to them.

2. CREATE A SYSTEM.
Networking is also easier when you’re organized. That might mean scanning business cards or creating a whole database.

3. BLOCK OUT TIME.
Put networking on your daily or weekly calendar. You could set aside a half hour in the morning to make phone calls or set a goal for eating lunch with one of your contacts at least once a week.

4. INCREASE YOUR VISIBILITY.
Public speaking, teaching, and publishing on topics related to your career will also give you opportunities to make new contacts and refresh old ones. Check with your local community college or contact the organizers for an upcoming industry event.

5. OFFER CONGRATULATIONS.
Most of your contacts will be delighted to hear from you if you express a genuine interest in their lives and appreciation for their achievements. Relay your good wishes when you hear someone has been promoted or landed a major account.

6. SEND HOLIDAY GREETINGS.
You can take advantage of official holidays such as Thanksgiving or even unofficial holidays such as National Spaghetti Day as they can all be an occasion for reaching out to your colleagues. Try personalizing your message for your key contacts and creating a more general version you can use with contacts who you interact with less frequently.

7. TAKE TIME OFF.
Scheduling periodic breaks from networking may help you to stay motivated and balanced. You may want to forget about business when you take time off.
​

​What happens when your job performance is outstanding, but your field is on life support? If you’re a Print Journalist or a Telephone Operator you may feel uncertain about your future. Working in a declining industry can make it difficult to earn a living and limit your opportunities.
 
While different kinds of businesses have come and gone throughout history, the pace is picking up. A recent study by the employment website CareerBuilder found that 121 occupations in the U.S. are expected to lose jobs by 2023, and middle-wage positions will represent 58% of that total.
 
If you want to enjoy financial stability and a rewarding career, it’s important to prepare for such fluctuations.
 
Study these tips on what to do if you’re working in a shrinking industry or hoping to stay in high-growth fields.

1. Plan ahead. Stay up-to-date with how your industry is doing. Research forecasts about the fastest and slowest growing jobs.
   
   
2. Continue learning. Ensure that you have the education and training that employers are seeking. Take courses online or go back to school in the evening if you work days. Find out what certifications are popular in your industry and acquire them before they become a basic qualification.
   
   
3. Find a match. Of course, your personal ambitions matter as much as the data. It’s still important to find a position that is suitable for your interests and qualifications regardless of how quickly it’s expanding.
   
   
4. Talk with others. Remember to go offline to discuss your plans with contacts who are actually working in the field. They may have information you can only learn from personal conversations. That’s especially true for emerging industries where there is relatively little experience to go on.

Working in a declining field can be challenging. However, you may find opportunities to take on greater responsibility if you find yourself in the center of a major transition. You can also protect your career from downturns by sharpening your skills and strengthening your network.

You may love your job and be grateful for it, but that doesn’t mean you can’t ask for and receive a raise. As we continue to read contradictory news about the economy, a salary increase is an especially nice thing to have. There is almost always the possibility of a raise for employees with exceptional value and a certain amount of negotiating finesse.
 
Timing is important; it’s best to act when your perceived value is at its greatest. For many, that will mean right after a great review or after/during your involvement in a critical project. On the other hand, immediately after a major layoff or the loss of a significant client usually isn’t an opportune time to ask.

Keep the timing in mind and get busy building a case to justify your raise!
 
Using these strategies will help you get the raise you deserve:

Be an expert on your company and boss. Learn about the prosperity of your company and any limitations that may have been imposed upon salaries. What kind of person is your boss? Will he/she care that you had to take out a home equity loan and now you’re struggling to make the payments? Some bosses do care about personal issues; most do not. 

• Consider what will be most meaningful to your boss. Is she/he a numbers-driven person? If yes, you should back-up your request with cold, hard facts. Does she tend to focus on cost-savings? Think about how you’ve saved the company money in the recent past. Always consider what your boss values the most.

Leverage your talent. Finding and retaining great talent is typically the biggest challenge that companies face, regardless of the company size, industry, or current economic conditions. 

• When times are tough, good companies don’t lose sight of the fact that they must have the right people when things pick up.
• Avoid underestimating your value to your company. The act of asking for raise might cause them to be concerned that you may leave. (Because each person’s situation is different, think about whether or not this is a good thing for you and then act accordingly). 

Show your worth. Make a list of your accomplishments and ensure your boss knows about them. When times get tough, if companies are going to reward anyone, it’s going to be those folks that produce the greatest value for them. 

• Consider what makes you indispensable. If you realize that you’re not indispensable, start looking for things that will increase your necessity to the company.
• What can you do that no one else is capable of doing or that no one else wants to do?
• What has changed since your last raise?
• What new responsibilities do you now have?
• Are you being required to take work home at night?
• Do you have more employees reporting to you?
• Are you forced to travel more?
• If your responsibilities have increased significantly, you can make a good case for deserving an increase in your salary.

Demonstrate that you care. The very best employees also tend to be those that care the most about the company. Employers know which employees are genuinely interested in the success of the company beyond simply getting their paychecks. 

• What are you doing to show you care? 
• How do you represent the company to your friends, family, and the community-at-large? 
• Do you volunteer for company sponsored events?

Maintain a positive attitude. Companies don’t like to deal with complaining employees. If you keep a positive approach, you’ll be viewed as part of the solution rather than part of the problem. 

• Although you might not be thrilled to go to work, companies prefer to believe that employees are there because they love being there. That means always getting to work on time and not heading for the parking lot at exactly 5:00 every day.

You have to actually ask. Nothing ventured, nothing gained. Asking for a raise is, at best, an uncomfortable experience. But if you feel that you genuinely deserve it, you owe it to yourself to go for it. Gather the information you need and set a goal to ask by a certain date. 

• Practice in front of the mirror or with a friend or family member. During your daily commute, recite what you’re going to say to your boss. Knowing what you’re going to say will help to take the edge off any nerves. You can do it!

 

​The CBS This Morning show invited Dan Roth, the Editor in Chief of LinkedIn, where it was explained that with the national unemployment rate at a 50-year low, October could be the perfect time to land your dream job — and Monday the best day to apply for a job, based on a recent LinkedIn survey.

​

​October has the highest number of job openings on LinkedIn, and 89% of hiring managers filled those spots in less than four weeks.
 
 
 
 
 

As an experienced resume service in Los Angeles, Market-Connections takes pride in providing a large selection of package deals with multiple tools and resources to help its clients as they try to demystify the job search process. To facilitate the process for prospective clients, we offer a "Special" throughout the month of October. It consists of a Free Resume Critique for the first 10 prospective clients every Saturday morning during the month of October, on a first-come-first-served basis. This includes dates: from 9:00 a.m. to 12:00 noon.
 
“If you are just relying on a piece of paper, you're doing it wrong,” says Roth. “The most important thing is to be out there.”
 
LinkedIn also published a blog post talking about the autumn job search process titled “A New Holiday to Celebrate: Fall Hiring Season.”
 
Watch the full CBS This Morning segment here:
​

Negotiating your salary is a stage that comes either after a job offer has been extended or after you ask for a raise. Now it’s time to negotiate and you must learn HOW TO NEGOTIATE YOUR SALARY.
 
To begin, confidence is important in negotiations. You’ve probably heard the phrase, “Negotiate from a position of strength.” Strength comes from confidence. Confidence is built when you:  

1. Are prepared (you’ve done your homework,
2. Understand the employers’ decision-making parameters,
3. Have learned how to ask,
4. Have chosen the right timing, and
5. Know what you want out of the negotiation.

 
The most important thing to remember about salary negotiations is that most salaries are negotiable. That doesn’t mean you name a figure and the company either matches it or not. It means you’re ready to listen to what the company has to offer and give it consideration. Just remember to have realistic expectations and realize that you may not get everything you want.
 

The most important thing to remember about salary negotiations is that most salaries are negotiable. That doesn’t mean you name a figure and the company either matches it or not. It means you’re ready to listen to what the company has to offer and give it consideration. Just remember to have realistic expectations and realize that you may not get everything you want.
 
1. Do Your Homework
When you’re buying any major item (house, car, big screen television), it’s important to do your homework and find out the value of the item. It’s also important to do your homework when negotiating a salary or a raise.
 
Research your market value — what you’re worth — for your position, level of experience, and industry. In addition to online salary sites, you can get information from your professional or trade association.
 
Research the prospective employer and its salary structure. If possible, talk to current or former employees. Alumni of your college or university who hold similar positions or who are employed by the same company may provide you with useful information. (LinkedIn can be a good source of contacts for this.)
 
One of the easiest ways to find out salary information is online. There are websites that offer solid salary information, including:
 
Bureau of Labor and Statistics (wage data by area and occupation)
http://www.bls.gov/bls/blswage.htm
 
Occupational Outlook Handbook (earnings)
http://www.bls.gov/oco/
 
CareerOneStop Salary and Benefits Information
http://www.careeronestop.org/toolkit/Wages/wages.aspx
 
U.S. Office of Personnel Management Salaries & Wages (federal salary information)
http://www.opm.gov/policy-data-oversight/pay-leave/
 
Salary.com (offers free data and personalized salary reports for a fee)
http://salary.com/
 
Payscale.com (requires you to contribute data in order to receive information)
http://www.payscale.com/
 
Glassdoor.com (requires you to contribute data in order to receive information)
http://www.glassdoor.com/Salaries/index.htm
 
SalaryExpert.com (neat feature: allows you to search jobs by pay range)
http://www.salaryexpert.com/
 
JobSmart Salary Surveys (site can be hard to navigate, but offers links to industry-specific salary surveys)
http://jobstar.org/tools/salary/index.php
 
Robert Half International Salary Guides (accounting, finance, financial services, technology, legal, creative positions, administrative jobs)
http://www.rhi.com/salaryguides
 
You can also do a Google search for “average salary for (job title).” This can sometimes lead you to more specific salary data for a profession.
 
When using sites like Payscale.com and Salary.com, compare job responsibilities, not job titles. A job title can mean different things at different companies.
 
If you are relocating, part of your research should include cost-of-living adjustments. You can use the CNN Money Calculator (http://money.cnn.com/calculator/pf/cost-of-living/) to assess differences between cities.
 
2. Understand the employers’ decision-making parameters
It can also help to understand what a prospective employer considers when deciding about a salary. The employer may evaluate:
·         the level of the job within the organization
·         the scarcity of the skills and experience needed for the job in the job market
·         the career progression and experience of the individual selected
·         the fair market value of the job you are filling
·         the salary range for the job within your organization
·         the salary range for the job within your geographic area
·         the existing economic conditions within your job market
·         the existing economic conditions within your industry
·     company-specific factors that might affect the given salary, such as comparative jobs, company culture, pay philosophy, and promotion practices.
 
3. Know how to ask
When negotiating your pay, don’t name a figure that is absurdly optimistic, and be careful not to risk naming a figure that is lower than what the company is ready to offer. Instead of naming a price, say something like, “Based on my experience and skills, and the demands of the position, I’d expect to earn an appropriate figure".
 
You may also ask for additional responsibility — for example, a chance to lead projects or a task force. This gives you the opportunity to position yourself for a raise in the future, as higher-level responsibilities merit higher pay.
 
Prepare Supporting Documentation
When asking for a raise, provide written materials to back up your salary request. This can include salary data from websites, previous performance evaluations, letters of recommendation, and job postings for similar positions. If you haven’t been keeping a “brag file,” now is the time to start. Keep a journal of your work accomplishments, letters of commendation from your boss, testimonial letters from customers, and awards. Identify what makes you different (and/or “irreplaceable”) from other candidates or employees.
 
When asking for a raise, prepare a 1- to 5-page document outlining what you’ve accomplished (including testimonials, either from other employees or excerpted from performance reports or project status updates) and your salary research.
 
Make a list of your work achievements and quantify the value to the company (in terms of numbers, percentages, and dollar figures). This provides concrete data for why you’re valuable to the company. Be prepared (with examples) of projects you’ve completed that generated revenue, or saved the company money, or solved a specific problem. Focus on what you’ve done to create positive changes in the company, manage unruly employees or customers, build relationships (internally and externally), and avert disaster. You need to justify your raise.
 
Also, highlight what you’re working on right now (especially the impact these efforts will have on the company in the near future). Outline your goals for the next year — what are your priorities and what will they contribute to the company?
 
When you negotiate with a busy person, make it easy for them. If you come in with a fully fleshed-out document supporting your raise, you make it easy for them to say yes. Approach your preparation with this thought in mind: If I were receiving this information, what would make me want to say yes to the request?
 
Consider using a free service like Get Raised (http://www.getraised.com) to help you develop your case for your raise. It will help you articulate your value to the company and creates a letter that you can submit as a raise request.
 
And be sure to “dress for success” in your request-for-a-raise meeting.
 
 
4. Have the right timing
Find out how raises are typically handled in your company. Are they given out at a specific time each year? Are they merit- or performance-based, or fixed cost-of-living raises?
 
A good time to approach your boss for a raise is when you’ve had a major accomplishment (such as bringing in new business or finishing a key project), when you’ve taken on significant additional responsibilities, or when you’ve earned recognition for your work.
 
5. Know what you want
Here are some things to think about:

• How much do you need to make? How much do you want to make? What is the lowest salary you’d be willing to accept? What is your salary goal?
• Besides money, does this job fulfill any of your other needs — such as schedule flexibility, the opportunity to learn new skills, or the chance to do interesting work?
• What kind of opportunities does the position offer for training, further education, and/or professional advancement?
• Do you have other job prospects lined up? How do they compare to this position?
• What makes you worth a higher salary? How do you compare to the other job candidates? Do you have special skills that are hard to come by?

Getting Started 

While there are many paths to developing a creative career, the first steps are often similar.  A strong foundation will help you navigate your way to success.
 
Use these strategies: 

1. Identify your goals. Figure out what kind of art you’re passionate about. You may be drawn to painting or writing fiction.
   
   
2. Do your research. There are some creative careers that pay well if you want to become an architect or marketing director. On the other hand, your prospects will probably be more limited if you want to carve penguins out of gourds. Think about your target audience and what skills you’ll need to develop.
   
   
3. Create a portfolio. Organize and promote your work. Put together samples that you can post on social media and show to potential clients.
   
   
4. Get a second job. You may need supplemental income at least temporarily. Look for a position related to your artistic interests or consider work that will leave you with enough time and energy to pursue your main objectives.
   
   
5. Plan an exit strategy. Some artists are content with a very small audience while others begin looking for another line of work. You may want to give yourself ten years to succeed on your own terms before considering alternative options.

More than 40% of creative workers are self-employed, according to the Arts Council. Consider freelancing or starting your own business.
 
Follow these tips: 

1. Budget carefully. How will you deal with startup costs and fluctuating income? Monitor your cash flow and build up your savings.
   
   
2. Track your time. Without a boss expecting to see you from 9 to 5, you’ll need to take charge of your own schedule. Block out time for your most important priorities and give yourself enough days off to avoid burnout.
   
   
3. Acquire business skills. Even if you hire an accountant and other professionals, it helps to understand the basics of financial management and customer service. Take courses at a local community college or study online.
   
   
4. Share moral support. Network with other artists. Enjoy opportunities to collaborate and learn from each other. Make introductions and provide referrals.

Smart companies value creative employees because they overcome challenges and spot promising opportunities. Regardless of your job title, you’ll be an asset if you approach your work like an artist.
 
 Consider these ideas: 

1. Focus on innovation. Develop new ideas for increasing quality and saving time. Ask your coworkers for feedback and bring your proposals to your boss.
   
   
2. Produce content. Your company probably has a website and Facebook page that they’d like to update more often. Volunteer to write articles, conduct interviews, or take photos.
   
   
3. Launch your brand. Pay attention to your own personal brand too. Borrow ideas from colleagues and products you admire while cultivating your own authenticity.
   
   
4. Redecorate your space. Use your work environment to make a creative statement. Join the ambience committee at your company or beautify your own cubicle. Choose colors that make you feel happy and productive.

   
Find work that engages your talents and imagination. Use your art to earn a living or take a creative approach to whatever career you choose.