Understanding your rights to severance pay and how to advocate for yourself can ease the transition between jobs and protect your financial stability. If the idea of obtaining a severance package as a result of a layoff is unfamiliar, you’re not alone. Many professionals don’t realize they may be eligible or how to negotiate favorable terms. Here’s what you need to know.

What Is a Severance Package?

Severance pay is compensation provided by an employer when an employment relationship ends. Usually it is most commonly due to layoffs, workforce reductions, although it can be due to a mutual agreement. While usually given as a lump sum or continuation of salary for a set period, severance may also include extended health benefits, job placement assistance, or other perks to support your transition.

The amount of severance pay can be outlined in your employment contract or determined by factors such as:

• • Length of service

  • Position or hierarchy within the organization

  • Company policy or practice

  • Circumstances surrounding your departure

Remember, unless severance terms are specified in your contract, details are generally negotiable.

Am I Eligible for Severance?

Severance pay eligibility depends on various elements:

• • Many employers offer severance pay to W-2 employees impacted by company-wide layoffs, particularly when proper notice is not provided as required by the WARN Act (for larger layoffs).

  • Employees who retire early, accept voluntary separation packages, or have contracts explicitly promising severance may also qualify.

  • Typically, employees terminated “for cause” (such as for serious policy violations) are not eligible for a severance package.

  • Some companies choose to offer severance even if not required, aiming to foster goodwill or minimize the risk of legal claims after employment ends.

If you’re unsure about your eligibility or believe an employer is limiting your legal rights in exchange for severance pay, consult with a qualified attorney before signing any agreement.

How to Ask for Severance Pay

Approaching the conversation about severance pay can feel daunting, but preparation is key. Follow these steps:

• • Review your employment contract and company policies to identify any severance-related provisions.

  • Document your contributions and tenure to strengthen your case for a fair severance package.

  • Initiate a calm, professional conversation with HR or your manager. It is best to do this in writing or during a scheduled meeting.

  • Ask directly: “Is the company offering severance as part of this separation process?” Express appreciation for your time at the company, and state your interest in an amicable transition.

  • Negotiate terms: If an offer is made, don’t accept immediately. Review the package carefully. Consider asking for an increased payout, continued benefits, or extended support based on your experience and the circumstances.

  • Get any agreements in writing, and avoid signing before you fully understand the terms.

Remaining professional and open while advocating for yourself is essential. Most employers expect severance discussions—handling them professionally won’t burn bridges.

Finding an Attorney for Severance Pay Issues

If you encounter complex severance pay terms or feel pressured to sign away important rights, legal counsel can help. Look for attorneys who:

• • Specialize in employment law or severance negotiations.

  • Offer transparent consultation fees and references.

  • Have experience representing employees in your industry.

Start your search with reputable legal directories or state bar associations. Consulting an expert ensures your severance agreement protects your interests now and in the long term.

Final Thoughts

If you believe you qualify for severance pay, don’t hesitate to ask. Many companies plan for this cost but only provide severance pay to those who request it. Understanding your options can turn a challenging moment into a bridge to your next role.

Have questions or need guidance? Reach out to our team—we are here to support you.

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LinkedIn Groups are one of the most effective tools on LinkedIn for building a professional network, sharing expertise, and discovering new career opportunities. When used strategically, they can help you enhance your personal brand. These groups also afford the ability to connect with industry leaders and stay informed about trends in your field.

According to LinkedIn, active engagement in LinkedIn Groups can improve your visibility, demonstrate thought leadership, and expand your network within your target industries. If you have not yet joined relevant LinkedIn Groups, you may be missing valuable opportunities to grow your career.

Why LinkedIn Groups Are Valuable

LinkedIn Groups function as specialized professional communities. Members share information, exchange ideas, and help one another achieve career goals. Participating in discussions, asking insightful questions, and providing helpful resources can establish you as a trusted professional in your field.

Career development experts, including those at the Society for Human Resource Management, note that active involvement in LinkedIn Groups can lead to concrete opportunities, such as new job offers, speaking engagements, and collaborative projects.

At craresources, we operate our own LinkedIn Group dedicated to the clinical research industry. Members gain access to job search strategies, industry news, and current position openings while engaging with like-minded professionals.

How to Optimize Your LinkedIn Groups Experience

You can customize your notification settings for each LinkedIn Group to ensure you stay informed without overwhelming your inbox. Here is how:

• Access Your LinkedIn Group Settings
• Open the LinkedIn Group homepage you belong to.
• Click the ellipses (…) menu in the upper right corner.
• Select “Update Your Settings”.
• Adjust your Messaging preferences (we recommend toggling ‘Yes’ to allow group members to message you).
• Adjust Communication preferences by selecting the type and frequency of notifications you receive.

Best Practices for Engaging in LinkedIn Groups

To get real value from LinkedIn Groups, you should do more than simply join. Consistent, high-quality participation is essential.

• Be Active: Comment, post, and share relevant resources regularly.
• Add Genuine Value: Avoid overt self-promotion and focus on sharing expertise that benefits the group’s members.
• Build Relationships: Connect with individuals who share similar professional interests and goals.
• Follow Group Rules: Professional etiquette ensures a positive and productive group experience.

Final Thoughts

Whether you want to exchange ideas, discover job opportunities, or grow your professional brand, LinkedIn Groups are powerful tools that, when optimized correctly, can accelerate your career growth.

At craresources, we encourage members to explore the functionalities of LinkedIn Groups, adjust their settings for a personalized experience, and actively contribute to discussions. When used strategically, LinkedIn Groups can help you position yourself as a thought leader, keep you informed about your industry, and expand your network far beyond your immediate connections.

Need some help setting up your LinkedIn Profile or establishing your personal brand? Reach out; we are here to support you.

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Great Recruiters Are Nothing Like Used Car Salesmen

There is a persistent misconception in the public imagination: when some people hear the phrase “recruiters,” they immediately picture a pushy used car salesman. Flashy, slick, and only interested in making a quick deal.

No offense to those in car sales.

Here is the truth: great recruiters could not be further from those stereotypes. If you are a candidate seeking your next opportunity or a client hoping to add top talent to your team, knowing what sets great recruiters apart is essential. Here is how you can identify truly great recruiters and recruitment agencies.

Great recruiters are true industry experts

They do not just skim the surface. Instead, they immerse themselves in your sector, mastering its language and cultural nuances. This is much like learning a foreign language. You do not become fluent just by reading a phrasebook, but by living the experience. The best recruitment agencies specialize in your niche. This ensures their recruiters can quickly recognize exceptional candidates and understand the unique needs of hiring companies.

Great recruiters offer consultative guidance

Rather than acting as transactional matchmakers, great recruiters provide valuable hiring consultation, such as training on effective interview techniques for both candidates and hiring teams. You should look for agencies that help with resumes, craft tailored job descriptions, and offer thorough compensation insights. These are signs of a recruitment firm that prioritizes your long-term success.

Great recruiters build genuine relationships

Top recruiters understand that recruitment is about partnership, not one-off arrangements. You deserve a dedicated, experienced Account Manager who stays the course and earns your trust over time. If your recruiter is not honest, transparent, and truly invested in your best interests, you have not yet found a great recruiter.

Great recruiters stand by their placements

The confidence of great recruiters is shown through placement guarantees. With a robust screening process and a strong belief in their ability to deliver exceptional talent, they are willing to offer money-back guarantees on placements to clients. This demonstrates a true commitment to quality.

Great recruiters go beyond job boards

Instead of relying only on postings and waiting for applicants, great recruiters proactively source talent. They target, engage, and attract top performers. Even those who are not actively seeking new roles. This means your new hire will be someone genuinely motivated to join your organization, not just someone in need of a job.

Great recruiters are true partners

The best agencies behave as though they are on retainer, fully invested in your search, but they only get paid when they make a successful placement. As a candidate, you should never be asked to pay a fee. Agencies operating on this basis are rare, but they are the ones who demonstrate true partnership and the “and then some” factor.

Ultimately

Great recruiters act as trusted guides and advocates, not as fast-talking salespeople. They bring expertise, integrity, and a commitment to building long-term relationships that benefit both candidates and clients.

Looking for a great recruiting agency? You have found it! Give us a call. 

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Her response to my question was simple: “With my experience, I expect a competitive hourly rate”. I agreed with her. But what she wasn’t telling me was her opinion of a competitive hourly rate. I asked her to provide some additional details, and she appeared unsure about the competitive compensation for that particular role. 

Unfortunately, it has been my experience that many candidates aren’t always sure what rate or salary to ask for. Additionally, many hiring managers are also at a loss when it comes to offering a competitive salary or rate. 

Landing a new role isn’t just about the position’s title and job function. It is also about making sure you are financially and professionally valued. Although conversations around pay are typically uncomfortable, understanding and effectively negotiating for competitive compensation is important to your long-term satisfaction and success in any new role. 

This guide is tailored for candidates who want to ensure their compensation package truly reflects their market value. 

What Is Competitive Compensation?

Competitive compensation is typically an hourly rate for consultants, aligning with similarly skilled professionals in the industry and region. However, for permanent employees, compensation isn’t solely based on the paycheck. It extends to a complete benefits package which includes salary, bonuses, health and retirement plans, flexible work options, and paid time off.

Why Competitive Compensation Matters to You

Financial Security and Stability

Jobs offering competitive compensation typically yield greater job satisfaction because you feel recognized for your work and can support your lifestyle.

Career Growth and Motivation

Inadequate pay can be demoralizing and often leads to disengagement or job-hopping. Alternatively, when you are properly compensated, you are more likely to be motivated and productive, thus setting the stage for professional development and advancement. 

Retention and Long-term Satisfaction

Companies with below-average compensation experience high turnover…a reality that we, as a recruiting company, observe and capitalize on. Conversely, competitive compensation attracts and retains top talent. For you, as the job seeker, this means you should focus your job search on those companies that offer competitive compensation because you will be more likely to stay long-term and experience internal growth within the company.

Work-Life Balance

In the modern workplace, how you are paid is as important as what you are paid. Flexible hours, remote work options, increased vacation, and wellness perks are strongly linked to morale and well-being. Thus, they are now essential parts of competitive compensation.

How to Evaluate If an Offer Is Truly Competitive

Pull the Market Data

Use salary comparison sites and government labor resources to research industry standards. You can easily find average pay ranges for your position, location, and level of experience. Top resources include:

• • Bureau of Labor Statistics
  • Glassdoor
  • PayScale
  • Indeed
  • Salary.com
  • PayLab
  • SalaryExpert

You can also compare to similar roles. Use recent job postings and aggregate data to see what the going rate is for similar positions. And don’t forget to factor in your specific skills, years of experience, degrees, and certifications.

Assess the Total Package

Competitive compensation isn’t just salary. Review and map out:

• • Base pay
  • Bonuses and commissions
  • Health, dental, and vision insurance
  • Retirement plans and matching contributions
  • Flexible work arrangements (remote/hybrid/four-day weeks)
  • Paid time off: holidays, vacation, sick leave
  • Other perks such as tuition reimbursement, wellness stipends, stock options, and professional development

Tip: Sometimes, a slightly lower salary is offset by more generous benefits or greater flexibility. Consider the full picture.

Evaluate Employer Reputation

Research employer reviews to gauge how current and former employees rate the company’s pay practices and culture. Glassdoor and Indeed reviews are two excellent sources.

You should also consider the company’s approach to the compensation discussion. Were they transparent with you? Is it clear they have a strong commitment to pay transparency and fair pay for all employees?

Factor in Location

Salary competitiveness is highly affected by geography. Cost-of-living adjustments can make a big difference, so do your homework and adjust your expectations and demands accordingly. Payscale offers an excellent cost-of-living calculator, but a quick Google search will reveal similar tools, and it doesn’t hurt to check across multiple calculators. 

Benchmark Yourself

Use the tools above to figure out where you stand relative to the market based on your unique skills, certifications, and achievements. Are you a top performer? Do you have in-demand or rare skills? If so, leverage these qualifications to negotiate above the market average.

How to Benchmark Your Compensation

Here is a simple framework you can follow:

1. 1. Title and Requirements: Accurately define your role, required experience, and skills.
   2. Market Salary Research: Plug your title and location into tools like Glassdoor, PayScale, and the Bureau of Labor Statistics.
   3. Adjust for Skills and Certifications: Add value for unique skills and certifications that differentiate you from others.
   4. Benefits and Perks: Evaluate all non-salary benefits and balance them against salary offers.
   5. Negotiate Holistically: Be ready to make a case for why your skills can command premium pay.

Recommended resources:

Leveraging Competitive Compensation in Negotiation

When to Talk Numbers

I recommend you ask the hourly or salary range prior to engaging with a company. After all, if the salary is exceptionally low, do you want to waste your time? 

When it comes to when you should reveal your compensation requirements, always be prepared to answer the direct question. Meaning, when someone asks what your compensation requirements are, be ready to provide a clear and direct answer. However, if not asked, I recommend you abstain from the discussion until you know the employer is serious.

And always be prepared to back your expectations with market data.

Tips for Candidates

• • Have a range: Structure your range on real data; don’t just state a single number.
  • Explain your reasoning: Use your research to justify your ask, referencing industry averages and your added value.
  • Don’t forget perks: If the salary can’t go higher, consider negotiating for more flexibility, additional PTO, education budgets, or relocation assistance.

Don’t Forget The Role of Work-Life Balance

Remember that today’s competitive compensation is about much more than pay. Consider other perks that may mean as much (or more) than the money, such as: 

• • Remote and hybrid work: Jobs with flexible location policies attract up to three times as many applicants as office-only jobs.
  • Four-day workweeks: When feasible, these arrangements can boost productivity and reduce stress. Some companies have measured up to a 40% increase in output after implementing a four-day workweek policy. 
  • Work-life balance: Candidates increasingly prioritize roles that make it easier to manage personal and professional commitments.

Ask yourself:

• • Does the employer value results over long hours?
  • Is there transparency around work-life perks and benefits?
  • Are there demonstrated policies that support real balance…not just promises?

How to Spot a Truly Competitive Compensation Offer

Common Pitfalls and How to Avoid Them

Here are a few pitfalls we consistently see. 

• • Accepting low pay for a “great opportunity”:  Don’t let excitement about the company or position cause you to accept below-market pay. Future negotiation power will diminish. Unfortunately, this means your job satisfaction is likely to decrease if you start from below-market compensation.
  • Overlooking benefits: A mediocre salary with exceptional benefits may actually carry better lifetime value.
  • Skimming on research: You must use recent, credible sources. Salary data changes quickly due to inflation, labor trends, and market shifts.
  • Ignoring your worth: Don’t just accept the first offer. Use your unique skills and experience as leverage. And, if you don’t feel comfortable negotiating your compensation, engage a recruiter to do it for you.

Final Thoughts

Securing competitive compensation isn’t just about advocating for yourself. It is about ensuring you start your next job with satisfaction, motivation, and the chance to excel. Use real data, check the full value of your total package, and never hesitate to ask questions or negotiate. Employers expect you to do your homework, and the companies worth working for will respect your diligence and professionalism.

For more detailed guidance, consult resources like the Bureau of Labor Statistics, PayScale, Glassdoor, Indeed, and Salary.com to benchmark your compensation at every stage of your career journey. You can also reach out to us or join our Career Coach and Job Search community. 

The post How to Secure Competitive Compensation appeared first on craresources.

Some time ago, I published an article focused on building rapport during the video interview. It is tough to build rapport through a video conference, so that article meets a serious need for job seekers. However, it dawned on me that some very important (and basic) video interview tips were missing from that article. Therefore, I am updating this follow-up article because, after years of assisting numerous candidates with their video interview preparation, I have identified a few straightforward yet essential points that candidates often overlook.

Eye Contact in Video Interviews

Maintaining strong eye contact is a cornerstone of building connection and trust, especially in cultures such as the United States. When you, as a candidate, avoid eye contact, you risk being perceived as disengaged or even untrustworthy. And, of course, this perception will undermine your chances of winning the position.

However, achieving authentic eye contact during a video interview is a challenge. Why? Because candidates often find themselves focusing on the interviewer in order to interpret the interviewer’s body language. As a result, the interviewer sees you looking down or away, rather than making direct eye contact. This subtle misalignment can leave the interviewer with the impression that you are uninterested or not fully invested in the opportunity.

To overcome this challenge, make a deliberate effort to look directly at the camera throughout your video interview. Although it may feel unnatural at first, gazing into the camera creates the illusion of eye contact for the person on the other end. This simple adjustment allows you to forge a genuine connection with your interviewer, which is crucial for making a positive impression during the interview.

To help maintain this focus, consider placing a small reminder, such as a sticky note, near your camera. This visual cue will prompt you to return your gaze to the lens, ensuring your eye contact remains consistent and effective throughout the interview.

Professional Appearance and Background

I once had a candidate conduct a video interview with a poster behind him that said, “Let’s get drunk and dance naked on the table”. 

Yep. 

While the hiring manager thought it was funny, she also questioned his judgment. And no, he didn’t receive a job offer. 

The second key aspect of successful video interview preparation is ensuring both you and your surroundings are professional. I strongly advise conducting a practice session, or dry run, before your interview. This allows you to evaluate how you appear within the video frame and make necessary adjustments to your background.

During these dry runs with candidates, we almost always recommend adjusting the camera angle to achieve a flattering and clear view of your face. Position yourself so that you are centered in the frame, with the camera at eye level, and avoid sitting too close or too far from the camera.

As you prepare, carefully assess your background. Ensure that bookshelves, tables, and desks are neat and orderly. Remove any inappropriate items or images from view. Pay close attention to lighting; natural light from windows can fluctuate throughout the day, potentially causing visibility issues during your interview. Therefore, test your setup at the same time of day as your scheduled interview to guarantee consistent lighting.

Conclusion

A video conference interview doesn’t have to be more daunting than a traditional face-to-face meeting. By incorporating these video interview preparation strategies, you will be well-equipped to present yourself confidently and professionally. Have questions? Please do not hesitate to reach out because we are here to help. 

We also offer coaching. If you would like 1:1 coaching to help with your interview prep, just let us know.

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The Interview is Coveted

We have all seen the frustrated posts from job seekers describing how they have submitted thousands of applications with very few interviews in return. The interview is highly coveted because it is the critical stage where hiring managers evaluate qualities that cannot be conveyed through a resume or cover letter. This is the moment when your professionalism, communication skills, and cultural fit are assessed directly, making it essential to avoid common interview mistakes that could cost you the opportunity.

Here are some common interview mistakes with some tips on how to avoid them.

Inappropriate Attire

I once interviewed a candidate who arrived in a hoodie, jeans, and sneakers. Although her clothes were expensive, her attire made it difficult to take her seriously. And yes, I did tell her the interview was casual. But when I said the interview would be casual, I meant business casual.

Wearing inappropriate attire is one of the most common interview mistakes. Being well presented is essential, so choose your outfit carefully. Wear clean, freshly ironed clothes and avoid jeans or sneakers, as these do not convey professionalism.

Research the company to gauge its dress code. When uncertain, it is safer to dress more formally. A great tip: If your outfit is something you would wear for a night out or on the weekend, reconsider your choice. Aim to look professional while feeling confident.

Poor Grooming

Similar to attire, neglecting personal grooming is a major interview mistake that can quickly undermine your professionalism and credibility. Unless you are interviewing for a creative or unconventional role where a unique style is expected, it is best to keep your appearance conservative, classic, and polished.

Avoid wearing excessive jewelry or accessories, as these can be distracting and may come across as unprofessional. Strong perfumes or colognes should also be avoided, as overpowering scents can be off-putting in a closed interview setting. Small details such as dirty fingernails, mussed hair, or wrinkled clothing can send the message that you lack attention to detail. According to a survey by CareerBuilder, 49 percent of employers said that poor personal grooming and appearance is a top interview mistake that can cost candidates the job.

By paying attention to grooming and personal hygiene, you help ensure that the focus remains on your qualifications and what you have to offer, rather than on distracting or negative first impressions.

Lack of Preparation for Common Questions

Failing to prepare for standard interview questions is a critical interview mistake, and there is no excuse for it. A simple online search provides numerous sample questions to help you get ready (see here, here, and here for a few examples). We also offer interview preparation worksheets tailored for the CRA role and for practicing behavioral questions.

Research the company’s focus, mission, market position, competitors, and key personnel. Make sure you fully understand the role you are applying for. Be ready to discuss your strengths, weaknesses, career goals, and how your experience aligns with the position. Thorough preparation demonstrates professionalism and confidence, while a lack of preparation signals laziness or disinterest.

Giving Vague Answers

Vague responses often lack specific details, making it difficult for interviewers to assess whether you are truly qualified for the role.

Interviewers use your answers to reduce the risk of a bad hire by confirming that your past actions align with the job requirements. When answers are unclear or overly general, it raises doubts about your capabilities. It may also suggest you are fabricating or exaggerating your experience. This uncertainty can lead to missed opportunities, as hiring managers prefer candidates who provide concrete examples that demonstrate their problem-solving skills and achievements.

Moreover, vague answers can make you appear unprepared or disinterested. In summary, being vague undermines your credibility and reduces your chances of advancing in the interview process.

Not Asking Questions

Not asking questions during an interview is a significant interview mistake and can be seen as a lack of interest in the role. To show enthusiasm, research the company and prepare thoughtful questions, such as asking about current projects, opportunities for career progression, or the company’s five-year outlook.

However, avoid asking questions you could easily find online, such as what the company does, as this signals poor preparation. Also, listen carefully to the interviewer’s responses and use them to build a genuine conversation, helping you establish rapport and stand out as an engaged candidate.

Improper Salary Discussions

Salary and benefits are important, and you will need to discuss them at some point during your candidacy. However, job seekers commonly make two interview mistakes regarding this topic.

First, do not bring up compensation early in the interview process. Asking about salary too soon can make you appear focused only on money rather than the role, team, company, or opportunity. Instead, wait for the hiring manager to introduce the topic…which they will.

Second, be ready to discuss and justify your salary expectations when asked. Avoid vague answers like “I am flexible” or “It does not matter to me.” Failing to provide a clear, well-researched response can make you seem unprepared or insincere. Show confidence and demonstrate your understanding of fair compensation for your role in the current market. Here are some tips to help you prepare in advance so you are ready for this conversation when the time is right.

Negative Comments About Previous Employers

Never speak negatively about former employers, colleagues, or supervisors. This behavior reflects poorly on your professionalism. It also raises concerns about your attitude and ability to work effectively with others. And funny but true: hiring managers may worry about what you might say about them in the future.

Regardless of your reasons for leaving a previous job, always remain diplomatic. Instead of focusing on the shortcomings of others, highlight the positive actions you took to address challenges. Emphasize what you learned from past experiences. Outline the skills you developed and how you plan to apply them in your new role. When asked about difficult situations or coworkers, answer positively to demonstrate your conflict-resolution skills and ability to work well with a team.

A Few More Thoughts:

• Cell phone. Ensure your device is turned off to avoid distractions and show respect for the interviewer’s time.
• Punctuality matters. Arriving late is an interview mistake that can instantly ruin your chances, no matter how qualified you are. Plan to arrive early to demonstrate reliability. But be careful, don’t show up too early because it may make you look desperate.
• Show genuine enthusiasm. Your interviewer will feel you aren’t interested if she experiences a disinterested tone, lack of eye contact, or slouched posture. Be upbeat and be prepared to discuss why this position is a great fit for you and your career goals.

Final Thoughts

Your resume and cover letter may get you in the door, but avoiding these common interview mistakes will help you secure the job. Make a conscious effort to steer clear of these pitfalls, and you will leave a positive, lasting impression on your interviewer.

Do you need help preparing for your next interview? We offer a community that provides guidance. Alternatively, check out our 1:1 coaching options.

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A Professional LinkedIn Profile is essential for every industry, but it is especially critical for self-employed contractors in Clinical Research. As a 1099 contractor, you are not only responsible for your core work as a CRA, CRC, or CTM, but you also serve as your own marketing and advertising department. Your Professional LinkedIn Profile is the key tool for reaching out, building your LinkedIn Audience, finding contract opportunities, and impressing hiring managers to secure new projects.

A well-optimized Professional LinkedIn Profile acts as a powerful supplement to your resume, especially when you leverage it strategically. For clinical research contractors, a complete and detailed profile is a must. LinkedIn is one of the most effective and cost-efficient platforms for promoting your expertise and attracting the right LinkedIn Audience.

What Defines a Complete Professional LinkedIn Profile?

A complete Professional LinkedIn Profile goes beyond simply listing employers or contract organizations. Hiring managers and recruiters in clinical research want to see:

• Detailed phase experience (Phases I, II, III, or IV)
• Device and therapeutics experience (e.g., Oncology, Infectious Disease, CNS)
• In-house versus regional/home-based roles
• Education, certifications (BS, BSN, CRA certification), and relevant training

This level of detail not only positions you as an expert but also enables your LinkedIn Audience—hiring managers and recruiters—to quickly assess your qualifications and match you to relevant opportunities.

Why Keep Your Professional LinkedIn Profile Updated?

As a contractor, your work experience and responsibilities can change rapidly. Contracts may be short-term, and your expertise may evolve between conversations with hiring managers. While your resume may become outdated, your Professional LinkedIn Profile, if regularly updated, ensures your LinkedIn Audience always has access to your most current skills and experience.

Maximizing the Value of LinkedIn for Contractors

LinkedIn is not just a platform for advertising your skills. It also allows you to research sponsor companies, CROs, and individual hiring managers before interviews. By reviewing company pages and hiring manager profiles, you gain valuable insights into their background and focus areas, helping you tailor your approach and better connect with your LinkedIn Audience during interviews.

Tips for Optimizing Your Professional LinkedIn Profile:

• Use a professional photo and a branded background image.
• Craft a compelling headline and summary that highlights your expertise and value proposition.
• Include relevant keywords throughout your profile to increase visibility in recruiter searches.
• Detail your work experience, skills, and certifications with specifics relevant to clinical research.
• Regularly update your profile to reflect new contracts, skills, and accomplishments.
• Engage with your LinkedIn Audience by sharing content, joining groups, and participating in discussions.

In Closing

By fully optimizing your LinkedIn profile and actively engaging with your LinkedIn audience, you can streamline your self-marketing efforts and make finding your next contract opportunity significantly easier. A strong, up-to-date profile not only attracts recruiters but also positions you as a leader in your field, making your LinkedIn presence a true asset to your contracting career.

Need help optimizing your LinkedIn profile? Join our community and ask questions; we are here to help. 

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What Is a Counter Offer?

In the world of career moves, a counter offer is when your current employer tries to persuade you to stay after you’ve announced your resignation, often by offering a raise, promotion, or new perks. While it can feel flattering, it’s important to consider what is really motivating this gesture.

The Unhappily Employed

Most of us have been there. Early in my career, I worked as a CAD specialist in North Carolina. At first, I found the job interesting, but after a while, it became repetitive and unfulfilling. I wanted more, but I remembered my dad’s advice: “Always have a new job lined up before you leave.”

There are many reasons people look for new jobs while still employed: boredom, lack of growth, or simply wanting a change. If you are job hunting while employed, you know how challenging it can be.

Clarifying Your Reasons for Leaving

Leaving a job is rarely easy. My advice? Make a list of what you love and dislike about your current role. This “love/hate” list will help you:

• Confirm whether leaving is the right choice.

• Define what you want in your next position before you start the job search.

The Counter Offer Dilemma

You’ve accepted a new job and are ready to move on. But when you submit your resignation, your boss surprises you with a counter offer. Now what?

The Allure of the Counter Offer

Most people don’t leave solely for money. They leave because they feel undervalued or see no path for advancement. Deciding to quit is an emotional task because most individuals are simply looking for appreciation.

This is why counter offers can be quite seductive because they can feel like overdue recognition, but in my 20+ years as a recruiter, I have seen that most people who accept counter offers eventually regret it. Here is why:

The Real Issues Remain

Think back to your love/hate list. Why are you only now being offered a raise or promotion when it wasn’t an option 30 minutes ago?  Did you know that, according to Gallup, the average cost of replacing an individual employee is conservatively estimated to be 150% of their annual salary?

Therefore, isn’t it fair to believe that the counter offer is usually related to management trying to avoid the cost and hassle of replacing you rather than truly addressing your needs? And, if your reasons for leaving go beyond compensation, a counter offer likely won’t fix the root issues.

Your Loyalty Is in Question

Once you’ve announced your intention to leave, your employer may see you as a flight risk, even if you stay. Research shows that 70-80% of employees who accept counter offers leave or are let go within a year.

Company Maturity Matters

Mature, well-run companies rarely make counter offers. They already pay competitively, invest in career development, and regularly check in with employees about their satisfaction. If your company suddenly scrambles to keep you, it may be a sign of deeper issues.

How to Gracefully Decline a Counter Offer

While a small percentage of counter offers work out, it’s wise to weigh the risks. If you decide to decline the offer and move on, be gracious:

• Thank your employer for the offer.

• Clearly state your commitment to your new role.

• When the time is right, share your feedback about why you chose to leave; this can help your manager improve the workplace for others

Need Guidance?

Unsure about your next step? We help job seekers and employers navigate these situations every day. If you’d like confidential advice or support in finding the right fit, contact us.

You can also join our community and openly ask questions. We are here to help you make the best decision for your career.

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Before We Tell You How to Ask for a Raise…

Let’s talk about when to ask for a raise. When I first entered the workforce, it was typical for companies to offer annual increases. While many companies still support this practice, many have abandoned this methodology and only offer a salary increase under certain circumstances.  As you think about how to ask for a raise, you may want to consider the following as it relates to timing. These tips will better prepare you for your discussion.

Preparing To Ask For A Raise Starts Long Before You Feel You Deserve One

When you are hired, ask your supervisor about the criteria for advancement. You should also ask her what she believes you need to do to earn a pay increase. During this discussion, make sure you are clear regarding the targets you are expected to achieve as well as what you will be held accountable for in your day-to-day responsibilities. 

You should also understand that increases in compensation are not usually solely based on performance. Always seek clarity regarding outside dynamics that may impact a decision to award raises or merit increases. For example, if your project doesn’t meet a major milestone, will this affect your chances for an increase? And what about the profitability of the company (or project or division)? The reality is that if a company isn’t profitable, it is less likely their employees will be receiving raises. 

Always have this type of discussion at the beginning of your engagement. The results will help you understand how to progress professionally and monetarily.

Here are some other things to consider. 

You Haven’t Received A Raise In A While

Do not take it personally if you have been with a company for over a year and haven’t received an increase. As you consider how to ask for a raise, it is important to note that companies will vary when it comes to their policy for giving increases; therefore, it is a good idea to understand your company’s model before asking your supervisor for additional compensation.  

For example, many companies are now more focused on providing merit increases rather than a typical pay raise. The difference between a typical pay raise and a merit increase is that a merit increase is given as a result of excellent work. In this scenario, raises will largely be given only to those who exceed their targets or whose performance is above average. 

This also means that those who performed as expected or below expectations may not receive an increase at all. 

Know The Market Value Of Your Job

If you feel you are underpaid, do some research to determine what the current market rate is for your position. You can do this by benchmarking job postings of positions similar to your current role. Ideally, you should research postings from your current employer, but you want to research your current company’s competitors too. 

We have written an article where we provide step-by-step instructions on how to benchmark the compensation range for your job. It is critically important you do this homework before asking for an increase in salary or compensation.  

Have You Taken On More Responsibility?

If the scope of your original position has changed, and that change has resulted in you accepting more responsibilities, it is fair to ask for a bump in salary. So how do you ask for a raise in this scenario? The key is to show evidence of your additional effort (and results) in order to properly support your request.   

Here is how:

With your original job description in hand, make a list of all the extra tasks or projects you have taken on that are outside of your original role. Then quickly document the extra time and effort that performing these tasks takes. 

Next, you will want to outline your achievements while performing these new tasks. This can be as simple as documenting the extra value you have added to the company or team. It can also be described in the context of how you have helped the team or company achieve their goals. For example, you can outline how your extra effort has helped the team obtain milestones, saved the company money, or even helped the company increase its efficiency or revenue.  

When You Speak to Your Manager

Asking for a raise is not as easy as running into your manager at the water cooler and mentioning that you would like to be paid more for the work you do.  Choosing the right time and being prepared can make all the difference.

Timing Is Key

You don’t have to wait until your evaluation to discuss a pay increase. Merit increases are given throughout the year so don’t feel that waiting for your annual review will be your best opportunity to win a raise. For example, a perfect time to ask for a raise is right after you have successfully completed a big project. 

Also, from a timing perspective, consider asking for a raise a few months after you have decided to take on more responsibilities. This one is tricky because you don’t want to ask for an increase when initially accepting the additional tasks. You should first prove you are successful with the new duties! Tackle the new role with enthusiasm and passion while holding yourself accountable to successful results. Approaching the new responsibilities with this attitude will surely yield excellent results and accomplishments. 

How to Ask

And when it comes to answering the question of how to ask for a raise, being able to document tangible accomplishments will provide an excellent argument for your cause. 

I would also recommend you consider how busy you are. Asking for a raise after taking on new responsibilities or leading a large project to completion is much more justified than if you have had a lot of free time around the office. 

A note of warning:

Many employees take a flawed approach and only consider their contributions to the company when asking for a raise. You should also consider the performance of the company. Has the company just successfully launched a new product and is therefore seeing an increase in revenue? Alternatively, has the company lost its flagship product and therefore seen a decrease in revenue? Have there been more team members hired? Or instead, have there been layoffs? Are you aware of recent budget cuts? 

The company’s current performance and profitability are indicators that the company is…or is not…able to give you a raise.

Have A Number In Mind

Don’t make your supervisor guess at the amount of increase you want. Before the meeting, factor in competitors’ salaries and your experience and attributes to arrive at a specific amount you think you should be paid. 

As a side note, it is okay to ask for a certain increase while voicing that you would be ‘willing to accept’ something different…but only if you can explain your conditions. And let me be clear, those parameters must include something you are willing to commit to.  For example, you may state something like:

“Based on current market rates, individuals in my role are making $12,500 more per year in base compensation. However, I realize I am new to this role, so I would be open to accepting an $8,500 increase if you will consider an additional increase in compensation as I continue to be successful in this position.”

Being knowledgeable and forthcoming will show you are confident and that you believe you deserve this raise.

Don’t Spring This On Your Manager

Take the professional route and set up a meeting. This not only shows professional courtesy but gives the manager notice of your intention. Additionally, scheduling a meeting allows you a few days to prepare yourself.

You will also want to consider what approach to use with your boss. Is he the kind of person who will be impressed by an aggressive sales presentation highlighting your outstanding attributes and contributions? Or would he be most affected by a relaxed data-driven presentation that shows your accomplishments as well as how you compare to others in the same role?

Regardless of your supervisor’s personality, don’t apologize for asking for a raise. But don’t be arrogant or threatening either. Lay out the research you have done as well as your clear request. 

If your manager rejects your request for a raise, ask what areas of your work performance you would need to improve in order to obtain a raise in the future. Even if the increase isn’t awarded this time, your manager will be impressed. 

In Conclusion

It can be intimidating to ask for a raise, but the steps regarding how to ask for a raise are clear. Be prepared in the how, and then push through your nerves. Do not let the process shake you from going after what you want and deserve.

Be prepared and plan ahead.  And good luck! 

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