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08-13-2010, 12:08 PM
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Evaluate a Nursing Job Offer
Once a prospective employer starts talking money -- as in how much you currently earn -- it's hard not to panic. And while it may seem like the only option is to simply answer the question, this is the time to choose your words carefully. In fact, how you respond to those initial salary questions plays a crucial role in determining whether your final pay package is excellent or just enough.
Employers use salary information to decide how much they need to offer to get you to consider the job. By providing salary information to a potential employer, you limit your ability to negotiate a compensation package that reflects your true market value. If you are currently underpaid, providing that information will ensure that you remain so. The best way to deal with the salary issue is to avoid it. However, you need to do that tactfully and in a way that will not upset your prospective employer. At the same time, if you handle it correctly, an employer trying to recruit you will not want to press the issue for fear of angering you. If you can delay discussions about salary, or keep them vague, until an employer wants to hire you, you can often get an offer without providing detailed salary information at all. If hiring managers do not have that information, they will be forced to base their offer on your market value rather than your current salary. The following are various scenarios when your salary history may be requested and possible ways you can respond: Salary Information Requested on the Application The issue of what you are earning is likely to arise before you even start the interview process, when you are asked to fill out an application. Most applications have a section that asks for salary history. Many online job postings and ads in newspapers also ask for this information. Some even warn that you won't be considered if you don't provide salary information. Sometimes you can get away by simply ignoring the request. Another way to deal with this question is to state that you "will discuss it in person." Occasionally, you will not be considered for a job if you do not provide this information; more often than not, though, if you have marketed yourself well, you will be able to get an interview without disclosing your current salary. Questions About Salary from the Interviewer When the interviewer asks you about your salary, your goal remains the same -- delay talking about it or keep the discussions vague. You might try saying something like, "It is not about the salary; it is about the job. If it's the right job for me and I am the right person for it, salary won't be an issue." Then you can turn it around and ask what the employer has budgeted for the position. If you have to talk about compensation, be general and talk about your total compensation. For example, if your salary, potential bonus and stock options are worth $46,000, maximize it by saying something like, "My total annual compensation is in the mid-five figures." When the Recruiter Asks Recruiters generally seek salary information for a different purpose. Since they usually are paid based on a percentage of your first year's compensation, it is in their interest for the offer to be higher. They want to know your salary to avoid recommending a candidate, only to find out later that the company and the candidate cannot agree on salary. Therefore, the tactics that work with companies to avoid discussing salary will not work with most recruiters. They will insist on having salary information. Providing the information to the recruiter, though, will hurt your ability to negotiate. Remember the recruiter works for the company and whatever you tell the recruiter will usually be passed on to the company. Even though a company generally has a salary range for a position, it is never set in stone. Once a hiring manager has decided you are the best candidate, he will find ways to pay more, if necessary. The goal is to get all the key players to really want to hire you before talking about salary.If you're a graduating or practicing nurse, there's good news: The US nursing shortage means healthcare employers are offering nurses all sorts of interesting lures to work for them. For those fortunate enough to have more than one offer to consider, how do you pick the best one -- the job that will provide the compensation you're looking for, as well as an environment that's conducive to your career development and day-to-day job satisfaction? Consider these points as you make this important decision. Salary and Benefits If salary is your highest priority, make sure it's competitive geographically, especially if an employer wants you to relocate. Remember that what seems like a great salary in Birmingham, Alabama, probably won't be enough to cover your living expenses in New York City. Look for other ways to boost your compensation, too. Is there a sign-on bonus? Do you bring certain highly desirable s****s -- such as fluency in a second language, including American Sign Language –- to the table? If so, make sure the salary offer reflects those s****s. Most employers, especially hospitals, offer health, life and disability insurance plus reimbursements for continuing education. Some also offer long-term-care insurance. Get specifics about those benefits. For example, a small community hospital might provide health insurance for you but not the rest of your family. If you're a veteran nurse returning to the field after a hiatus or just beginning a new career as a nurse in your 40s or 50s, pension and retirement plans are probably on your mind. If so, ask about a spin on the child-care benefits younger nurses often receive: Adult day care for aging spouses or parents. Transferability of benefits is another issue. It's usually not possible to take your retirement plan, for example, from one private hospital to another. If that's a concern for you, consider signing on at a state hospital and moving around to other facilities in their network. For nationwide versatility, the Department of Veterans Affairs might be a viable option. Intangible Benefits For many nurses, the intangibles are just as important as the compensation. What intangible benefit do nurses seek most of all? Respect. Ask prospective employers how they ensure a smooth relationship among doctors and nurses, among nurses at different levels, and among nurses and the facility's administration. Of course, ask the nurses already there about the realities of their working environment. The employer may assure you there's a sufficient nurse-to-patient ratio, but do the nurses agree? Find out if the organization has a mentor program in which an experienced nurse guides a newcomer through the technical details (such as the company's paperwork, computer systems and drug regulations) of the new-hire process. Get a sense as to whether you'll be able to turn to your mentor beyond the first day for help in navigating the organization's political and bureaucratic minefields as well as for career-development advice. Consider the overall environment in which you'll be working. For instance, if you're a mother who needs to get home to young children at a certain time every day, then an urban emergency room is probably not right for you. Instead, check out smaller community hospitals, senior care or rehab centers, where you can pretty much be assured of clocking out at a regular time. If you're looking to develop expertise in a specialty -- either now or down the road -- research the organization's reputation in that area, and ask about opportunities for moving into it. Also, check with nursing associations geared to that specialty. They're another great place to find mentors and get all the information you'll need for working in that field. The bottom line? Nursing offers numerous opportunities for finding exactly what's right for you, wherever you are in your career. And with the current market, you're in the driver's seat when it comes to negotiation. 
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