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Forbes
4 days ago
- Business
- Forbes
The Power Of Poise In Salary Negotiations
Poise and preparation turn high-stakes salary conversations into confident, collaborative ... More agreements. Salary negotiations can trigger a wave of nerves even in the most seasoned professionals. But here's the truth: poise isn't just a nice-to-have in these moments—it's a power play. When you stay calm, grounded, and strategic, you not only make a better impression but also significantly improve your chances of landing the offer you deserve. Poise shows confidence, control, and clarity—and that earns respect. Here's how to stay composed and compelling when it matters most. Prepare Your Strategy Before You Walk In Confidence comes from preparation. Before any negotiation, research the average salary range for your role, industry, and location. Use platforms like Glassdoor, or Payscale to get a realistic picture of what you should be earning. Know your numbers: what's your ideal salary, your target, and your walk-away point? Yet many professionals skip this step: according to a survey by ResumeGenius, 55% of American workers accept the first offer without negotiating, often because they feel too uncomfortable to negotiate. Preparation gives you the clarity and confidence to avoid leaving money on the table. Next, outline your value. What accomplishments, skills, or experience justify the salary you're aiming for? Write them down. Practicing how to present these points succinctly will help you stay calm when the stakes are high. Rehearse For Calm, Not Just Content Practice goes beyond knowing what to say. It's also about how to say it. Rehearse your delivery with a friend, mentor, or even on camera. Focus on keeping your tone steady, your posture open, and your phrasing clear. This helps reduce nerves and trains your body and voice to project confidence. Use role-play scenarios to prepare for potential pushback. Practice saying phrases like, 'Based on my experience and the market data I've seen, I was expecting something closer to...' or 'I'm confident I can contribute at a high level and would love to align on something mutually beneficial.' Control The Tempo Of The Conversation One of the biggest mistakes candidates make is rushing. Poise is about pacing. When a recruiter throws out a number or question, don't feel pressured to respond instantly. Take a breath. Pause. Then respond. If you need time, say so: 'Thanks for sharing that. I'd like to take a moment to consider it,' or 'Would it be okay if I followed up with you tomorrow?' You're allowed to take space to make a smart decision, and asking for it calmly only reinforces your confidence. Redirect Nerves Into Questions Instead of letting anxiety spiral into silence or rambling, channel it into curiosity. Ask thoughtful questions about the role, performance expectations, or long-term growth. This not only helps you gather more information, but it also repositions you as an engaged professional rather than a passive recipient. You might say, 'Can you share more about how compensation is structured for this role?' or 'How does your team typically reward top performers?' Poised candidates don't just accept the first offer—they investigate how it aligns with their goals. Set Boundaries Without Apologizing There's a difference between being polite and being passive. When a number doesn't meet your expectations, say so firmly and respectfully. You don't need to apologize for advocating for yourself. Try phrases like: 'That's below the range I was expecting based on my research and experience,' or 'I'd love to continue this conversation if we can get closer to X.' These boundaries let the employer know you're serious about your worth and that you're not afraid to walk away if it's not a fit. Follow Up With Grace And Clarity Whether you accept the offer or ask for more time, your follow-up matters. Thank them for their time, reiterate your enthusiasm for the role, and clearly state your position. If you're negotiating, make sure your request is specific and tied to your value, not just your needs. You can say something like: 'Thank you again for the offer. I'm excited about the opportunity and feel confident about the value I can bring. Based on my experience and the market data I've reviewed, I was hoping we could explore a base salary closer to X.' At the heart of every successful salary negotiation is a simple truth: you have to believe in your own value before anyone else will. Poise isn't about staying silent or playing it cool. It's about showing that you know what you bring to the table and refusing to shrink under pressure. Staying calm doesn't mean being passive. It means being intentional. When you prepare, communicate clearly, and advocate confidently, you're not just negotiating your salary—you're setting the tone for how you expect to be treated moving forward. So take a breath, trust your prep, and hold your ground. You're not lucky to be at the table—you earned it. Now claim what you're worth, with poise. You've got this!
Yahoo
7 days ago
- Business
- Yahoo
Misperceptions around fair pay can increase top talent turnover, report finds
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. More than two-thirds of employees — 68% — believe they're underpaid, even when their compensation is considered to be at or above fair market rates, according to a June 17 report from Payscale. Employees who think they're paid unfairly are 45% more likely to look for a new job, regardless of their actual compensation, Payscale found. However, those who work for companies with high levels of pay transparency are 59% less likely to leave. 'Pay misinformation and ineffective communication are undermining employer efforts to build trust among employees. This pay perception gap poses a real threat to retaining high performers,' said Ruth Thomas, chief compensation strategist at Payscale. 'While more employees are covered by pay transparency laws than ever before, compliance alone is not enough,' Thomas said. 'Employers must build transparent compensation strategies rooted in data so they can communicate with confidence, consistency and clarity to help employees understand what fair pay looks like for their role and prevent regrettable attrition.' The perception gap has grown since 2021, when 51% of employees who earned at or above market rates felt underpaid. Although pay transparency has improved and salaries have grown since then, employee misperceptions have increased, Payscale found. In a survey of more than 325,000 respondents, 32% of those who reported being paid unfairly actually earned below market rates. Among those paid above market, 47% believed they were underpaid. Among job seekers, 65% expressed poor perception of their current pay, which highlights the critical role that fair pay perceptions play in retention, Payscale reported. 'Even when pay is fair, many employees don't believe it because perceptions around fair compensation are deeply subjective,' said Lexi Clarke, chief people officer at Payscale. 'The goal is for employees to not only understand whys behind how their pay is calculated, but ideally how they can increase their compensation and grow within the organization, helping support long-term retention and prevent top talent from walking out the door.' The problem may be greater among younger workers. Class of 2025 graduates are experiencing a disconnect between their job expectations and reality during their job search, according to a ZipRecruiter report. While soon-to-be graduates said they expected to make six figures, the average starting salary was closer to $68,400. Most HR professionals expect pay transparency and pay equity to increase or remain steady in companies' branding strategies, according to HR Dive's 2025 Identity of HR survey. As new legislation rolls out, companies will be expected to disclose pay and benefits information as standard business practice, experts told HR Dive. At the same time, 2025 could be 'a year of contention' for pay transparency, as employers tighten budgets and employees advocate for more, according to another Payscale report. Listening to employees and leading with fairness can provide a competitive advantage, Payscale's Clarke said. Recommended Reading This week in 5 numbers: Workplace tensions spike as the election nears Sign in to access your portfolio
Business Insider
18-06-2025
- Business
- Business Insider
How AI can help HR price competitive employee compensation packages
With the help of AI, some companies are bringing more structure and strategy to how they compensate employees. A 2025 survey from Korn Ferry found that roughly a quarter of the 5,717 companies they surveyed are using AI to help determine compensation. Though just 22% of surveyed companies said they are using AI for external-pay benchmarking, 63% say they are considering using it. Ruth Thomas, the chief compensation strategist at the software company Payscale, said that when companies use AI to analyze large amounts of compensation-related data, it can help promote pay transparency and provide HR teams with an additional tool for understanding new and changing job markets. At the same time, human resources workers should still audit and monitor AI-driven data tools to keep confidential information safe and avoid data errors that can lead to pay bias, said Gord Frost, the global rewards solution leader at global consulting firm Mercer. AI can assist with filling compensation gaps At Payscale, the company uses a combination of AI modeling and HR-contributed salary data to help its customers price jobs, Thomas said. The tool that does this, Payscale Verse, is especially useful when data is limited because a job is new to an industry or has rare requirements for its location, company size, education, or experience level, Thomas said. "Sometimes our jobs are really niche, and we have a hard time finding matches for them," said Kristen Damerow, an HR analyst at SmithGroup, an architectural firm that uses Payscale's services. There's also Payscale Peer, a dataset built from salary information that includes compensation data from more than 5,400 organizations, Thomas said. This data is pulled daily from human resource information systems, or software platforms that help companies manage their operations. It's 100% employer-reported, which is different from job-posting data that other compensation vendors use, she added. Peer can show Payscale users what the market is paying for certain roles now, as opposed to purchasing a salary survey from a survey provider, where the information can be outdated. Thomas said if a compensation manager is trying to set a salary for a brand-new job but doesn't have much data about that role, Payscale Verse uses Payscale Peer's data and AI modeling to find similar roles in different locations. Then, the AI algorithm takes those differentials and suggests a market price to match the new job. By using AI, compensation managers can more quickly and efficiently see how pay compares by location, industry, and size. For instance, if a company isn't sure how much to pay a culture experience specialist in the hospitality industry, Payscale can fill in the gaps by pulling data from a similar field, like travel and tourism. Thomas told BI that after Payscale Verse recommends a suggested salary match, the company decides whether to accept it. She said firms have accepted an estimated 88% of Payscale's AI-recommended matches, compared with the 12% that were accepted previously when Payscale started using the technology. AI for automating HR tasks Frost said AI also has the potential to automate HR professionals' routine and repetitive tasks, such as submitting salary data for annual compensation surveys and retrieving benchmark data to compare pay across companies and roles. For instance, Frost said that by having more timely and robust access to external market data, rewards teams — which are responsible for designing, implementing, and managing programs that recognize employees for their contributions — would be able to react quickly to changes in the talent market by making salary adjustments in real time. Frost said HR professionals can better understand which elements of their total rewards programs have the most impact on employee retention and performance, and then focus on investing in programs that resonate the most with different employee groups. He added that an HR team could also use AI to generate personalized talking points for managers to explain pay decisions and the company's pay programs more consistently with employees across the organization. Weighing the risks Though AI can help determine compensation, human oversight still matters. Thomas said that before data is added to Payscale's database, it's validated using a series of automated outlier detection steps. She added that human reviewers also routinely audit data. "All of our tools are built with pay transparency in mind," Thomas said. "Payscale works hard to help organizations understand where the data comes from and how we use data to arrive at salary information." The rise of AI in compensation has also led to new questions about how vendors are building and using the tools. Thomas said that HR professionals should work with their vendors to ensure that they understand how each vendor is using AI in its compensation management solutions. "The onus is on the employer to make sure that they are aware of any potential bias in the vendor solutions," Thomas said. For example, if an AI model were trained on historical salary data that shows men earning more than women for the same job, it could unintentionally recommend lower salaries for female employees. Frost said that HR professionals need to be aware of the risks of using AI, especially when it comes to protecting confidentiality while comparing employee data or using salary analytics tools. "These are the kinds of responsibilities that total-rewards teams take seriously, and while AI is a powerful tool that can help with the process, the importance of the human element cannot be overlooked," Frost said.
Local Germany
30-05-2025
- Business
- Local Germany
What to study in Germany to land a high-paying career
Most German universities offer high quality teaching, world-class facilities, courses in English, and internationally recognised degrees. Tuition is also state funded at Germany's public universities and colleges. The only additional charge for non-EU/EEA international students is a small 'semester fee' of between €100 and €300. That is except in the state of Baden-Württemberg -- home to Heidelberg University -- which levies a fee of €1,500 per semester on non-EU/EEA students. But which courses, and universities, offer the best prospect of a high-flying career? It's no big secret that to land a high-paying job in Germany, you'd be well advised to study something in the field of engineering or IT. In an effort to advise the next generation of skilled workers who may want to emigrate to Germany, the Nigerian newspaper Vanguard recently compiled a list of the top courses to study with high employment opportunities in the country. Unsurprisingly, six out of ten of those subjects fell into the IT or engineering fields. But arguably as important as picking the right subject to study is picking the right university. After all, the school you enrol in determines the quality of your courses as well as the peers you're exposed to, and often also the opportunities you'll get upon graduation. With all of that in mind, here's The Local's guide to the subjects that are ideal for those looking to secure a well-paid job in Germany after their studies -- and a few of the top German institutions for studying them. READ ALSO: The best-paid jobs you can get without a university degree in Germany Note that the institutions listed here are internationally recognised in the fields indicated, but they're only the tip of the iceberg. With roughly 400 universities and technical colleges, Germany has something to offer everyone. Visit the DAAD website for a comprehensive overview. All salary estimates are from Payscale . Engineering A recognised global centre of excellence for all things engineering, Germany is home to industrial giants including Siemens, Bosch, Volkswagen, and BMW. Graduates in engineering from universities including the Technical University (TU) of Munich, RWTH Aachen University, and Karlsruhe Institute of Technology are at the heart of Germany's energy transition, as well as numerous new developments in automation. Advertisement Courses in mechanical engineering, electronic engineering, automotive engineering and environmental engineering place a strong emphasis on research, design, and real-world applications. An engineer works in the clean room of the pilot production plant for SOEC electrolyzers of Thyssenkrupp. Photo: picture alliance/dpa | Martin Schutt According to Payscale, the average salary for an engineer in Germany in 2025 ranges from €44,000 for an environmental engineer to €57,000 for an automotive engineer. TU Berlin, the University of Erlangen Nuremberg, and TU Dresden are particularly well-regarded for electrical engineering. For budding automotive engineers, TU Munich, the University of Stuttgart, and Wolfsburg University of Applied Sciences have strong connections with BMW, Mercedes Benz, and VW respectively – offering access to potential internships and entry-level positions. READ ALSO: Weimar to Heidelberg - The best German university towns for foreign students Computer science, IT, and machine learning Advertisement Like engineering, computer science is a catch-all term covering a range of university courses and an even greater variety of career opportunities, from IT and AI to cybersecurity and software development. Germany is currently investing heavily in digitalisation and AI across sectors including finance, logistics and health – and leading universities typically partner with start-ups and multinationals to provide hands on experience as well as pathways into rewarding tech roles. According to Payscale, the average salary for a computer scientist in Germany is currently €55,000. According to the Study in Germany website, TU Munich, TU Berlin, RWTH Aachen University, the University of Munich, and Karlsruhe Institute of Technology are the top five institutions in Germany for a degree in computer science. Architecture There are times when it feels as if all of Germany is a building site. With ambitious plans to add to the country's housing stock, as well as to modernise and re-purpose existing buildings, there are numerous opportunities for ambitious young architects. Graduates who want to work abroad will also benefit from the focus at German universities on green design, urban planning, and energy efficiency. Arch20 has a useful list of the top ten architecture schools in Germany, featuring Weimar University, Brandenburg University, and Wuppertal University. The average salary for an architect in Germany is €39,000. Business Administration & Management As with engineering and computer science, German universities offering business administration courses make a point of encouraging students to gain as much hands-on experience as possible. Advertisement Courses typically begin by covering the basics of economics, marketing, and accounting, before offering students an opportunity to focus on a specific area. The University of Mannheim, the Frankfurt School of Finance and Management, and the School of Business & Economics at Berlin's Free University are all renowned for their business administration courses. Payscale estimates that the average salary for business administration graduates in Germany is €55,000 – but, as with many of the jobs listed here, the sky's the limit. Medicine, Healthcare & Psychology Germany is currently suffering from a well-publicised and acute shortage of doctors and healthcare professionals. A strong command of German is required to study many of these subjects in Germany (more so than for subjects such as engineering or computer science), but international students willing and able to make the effort are almost guaranteed to walk into a secure position on graduation. Psychology is currently one of the most popular fields of study in Germany. Photo by Alex Green from Pexels While psychology is currently one of the most popular fields of study in Germany, the number of graduates does not seem to be slowing demand in the workplace. Depending on the area students choose to focus on, a degree in psychology can lead to opportunities across a range of different fields – including healthcare and counselling, as well as jobs in the private sector such as human resources, market research, and marketing. The average wage for psychology graduates varies wildly depending on the chosen career path. As a general rule, however, a career in business tends to attract the highest salary. There are many renowned medical schools in Germany, including Heidelberg University, the Charité in Berlin, and the University of Lübeck. Ludwig-Maximilian University in Munich, Humboldt University in Berlin, and the University of Mannheim enjoy similarly stellar reputations for psychology. RANKED: The 'best' universities in Germany for 2025
Yahoo
12-05-2025
- Business
- Yahoo
Why young people are leaving Florida — and what to know before making a big move
When Cody Bunch was in high school, he created a scrapbook of his dreams and his goals. Moving to Miami Beach was on that list. "There's Miami, there's Miami Beach," Bunch told CBS News, pointing to pictures in his scrapbook. "I live right behind that now." Thanks to Jeff Bezos, you can now become a landlord for as little as $100 — and no, you don't have to deal with tenants or fix freezers. Here's how I'm 49 years old and have nothing saved for retirement — what should I do? Don't panic. Here are 5 of the easiest ways you can catch up (and fast) Nervous about the stock market in 2025? Find out how you can access this $1B private real estate fund (with as little as $10) Bunch achieved his dream of living in South Florida in 2021. But just a few short years later, he's packing up and heading to Atlanta instead. It seems surprising to leave a place he had dreamed of for most of his life, but Bunch has his reasons — and he's not alone in leaving the Sunshine State. Here's why more residents are packing their bags and saying goodbye to South Florida for good. Although Florida's population growth surged in recent years, new data shows a shift. In 2023, about 511,00 people left the Sunshine State, while just 637,000 moved in — nearly half the number that arrived the year before. The American Prospect called it "the largest drop in net migration in a decade." Young people like Bunch are leading the exodus, departing not just from Miami-Dade but from surrounding counties such as Broward and Palm Beach, as well as from other major metro areas like Tampa. About 25% of those leaving Florida are between the ages of 20 and 29. Those moving in are older, wealthier and affected by the sluggish job market and soaring housing costs, driving Bunch and others away. "Younger residents, particularly those aged 20-29, are leaving in significant numbers," said the latest migration report from the Florida Chamber of Commerce. "Factors cited include the high cost of housing and perceived limited in-state job opportunities for early-career professionals." Both of those factors pushed Bunch to give up his dream of life in Miami. "The salaries don't add up to the cost of living here," Bunch said. "Overall, the cost of everything is so much more expensive than it was four years ago." He's not wrong. While Florida's unemployment rate in March 2025 was 3.1% — lower than the national average of 4.2% — the quality of job opportunities is another story. The median annual salary in Florida was $52,400 in 2024, compared with the national median of $59,400, according to ADP Pay Insights. Meanwhile, the cost of living in Miami is 19% higher than the national average, according to Payscale. High housing costs are another major issue. Redfin data shows Miami home prices surged from a median of $390,000 in January 2021 to $632,500 in January 2025. Miami is now ranked the second least affordable metro area for renters. Bunch said he's moving into a beautiful Atlanta apartment — complete with a coworking space, pool, and city view for $1,500 less than what he's paying for a Miami studio apartment. Read more: BlackRock CEO Larry Fink has an important message for the next wave of American retirees — here's how he says you can best weather the US retirement crisis Bunch is heading for Georgia, a popular destination for ex-Floridians. But before relocating, it's important to research your destination carefully. Anyone who is considering a move to a new city should look into: Housing costs, including the median rent and home prices The overall cost of living The local job market Typical salaries for the area The unemployment rate The demographics — is the area growing and attracting younger residents, or is it aging? Quality-of-life amenities like restaurants, museums, parks and entertainment Plenty of online resources can help, including the Bureau of Labor Statistics for wages and unemployment data, and Redfin for housing market trends. You can also use job boards to explore employment options and rental sites to gauge how far your money will go. Finally, consider visiting sites like Reddit and City-Data to connect with current residents and get an unfiltered view of daily life in your potential new hometown. By doing your homework, you may find a city where dreams become reality — and unlike Bunch, you might just decide to stay and put down roots. Want an extra $1,300,000 when you retire? Dave Ramsey says this 7-step plan 'works every single time' to kill debt, get rich in America — and that 'anyone' can do it Rich, young Americans are ditching the stormy stock market — here are the alternative assets they're banking on instead Robert Kiyosaki warns of a 'Greater Depression' coming to the US — with millions of Americans going poor. But he says these 2 'easy-money' assets will bring in 'great wealth'. How to get in now This article provides information only and should not be construed as advice. It is provided without warranty of any kind. Sign in to access your portfolio
