Negotiate a Signing Bonus

Negotiate a Signing BonusNegotiate a Signing BonusYouve heard of the signing bonus for accounting and finance jobs, that incentive often used by hiring managers to entice top talent. But do you know when or how to negotiate for one?Lets say that after a difficult job search, you were invited in for an interview, and now the company has asked you back for a second interview. Congratulations If you are successful, the next step may be a job offer.But what if the salary they offer is lower than you were expecting, or the benefits package or employee perks leave something to be desired? By all means, you should try to negotiate closer to the compensation youre comfortable with, but if your attempt is unsuccessful, you may be able to arsortiment additional payment for signing the contract.Enter the signing bonus, also called the sign on bonus. Here are five negotiation tactics for job seekers who see such a bonus in their future1. Wait for an official offerThis applies to any kind of sala ry negotiation, including signing bonuses Let the hiring manager be the first to bring up the topic of money. Wait until you have an official offer to begin negotiations.2. Do your researchNow its your turn to offer a range so theyre clear about your expectations and needs and still have room to negotiate. Reach out to your social network to find contacts who could lend some insight as to whether this is a company that would be amenable to signing bonuses. Also make sure youve researched financial salaries at similar companies and locations.Visit our Salary Center to research starting compensation for more than 400 finance and accounting positions. 3. Broach the subjectIf its apparent the employer is not going to give you the salary you were negotiating for, point out how a signing bonus could make up for it, providing enough of a balance to make you comfortable enough to accept the job.4. Dont make it all or nothingJust as with salaries, its always a bad idea to give a potential em ployer an ultimatum. Even if its impossible for you to accept the job without a signing bonus, saying so might send up a red flag that you might not be a good long-term investment for the company.5. Read the fine printIn most cases, signing bonuses come under specific conditions that will vary from one organization to the next. You may be required to pay back the bonus if you leave the company within a certain amount of time, or the payment may be split up and awarded in increments. Signing bonuses might also introduce new terms into your contract, such as a non-compete clause. Read the fine print to make sure the bonus is truly worth it.If you decide this isnt the position for you, let us help you continue your job hunt.SEARCH FOR JOBSEditors note This post was published in 2014 and updated recently with current information.

Blanket Licenses in the Music Industry

Blanket Licenses in the Music IndustryBlanket Licenses in the Music IndustryIn the music industry, a blanket license is used to give blanket permission to use any music from a specific catalog. A blanket license usually is used in a situation where issuing individual music licenses for each piece or each use would be cumbersome. Blanket Music Licenses and Performance Rights Organizations Although the term blanket license can have a few different applications, one common blanket license occurrence that people are likely to encounter in the music industry is a blanket license issued by a wertzuwachs rights organization, such as Broadcast Music, Inc. (BMI) and the American Society of Composers, Authors and Publishers (ASCAP), for the music they represent. These licenses are issued to radio stations, venues and other places that host public performances of music. Understanding the Process of Licensing Before you can understand how unterstellung music licenses work, you have to un derstand a little bit about how performance rights organizations work. Songwriters and publishers each join a performance rights group independently to register the works they represent - 50% of a song is credited to the songwriter by the performance rights group and 50% to the publisher. Songwriters are only allowed to join one performance rights organization, so they must register all of their works with that one group. For instance, if a songwriter joins BMI, then BMI exclusively represents that songwriters entire catalog. Publishers, meanwhile, need to have memberships with every performance rights organization in the territory in which they represent songwriters. That way, they can claim their 50% share of the compositions their songwriters write from each performance rights organization, regardless of which one the songwriter joined. For instance, if a publisher has one songwriter with a membership at ASCAP and another at BMI, the publisher has to have a membership at each of those groups to manage each songwriters catalog. When the publisher joins a performance rights group, that group represents the publishers entire catalog of work composed by songwriters with memberships in the same group. In other words, if a publisher joins BMI, then that one membership puts BMI in charge of representing for the publisher all of the works of all of the songwriters that have publishing deals with that publisher, plus BMI memberships. Issuing Blanket Licenses Performance rights societies then use these exclusive rights to allow them to issue blanket licenses. A group (perhaps a radio station) will go a performance rights collection group and apply for a blanket license to be able to use the music represented by that group. The performance rights group will charge a fee to issue the blanket license. The license allows that applicant to then use all of the music represented by the group. For example, if a radio station is issued a blanket license by ASCAP, then th at license gives them the right to use all of the music represented by ASCAP on their station. For this reason, most venues that host public performances of music need blanket licenses from each performance rights society. Continuing with the example of radio stations, it would be difficult for a station to survive by only playing the music of one societys members - only playing music written by writers who are ASCAP members would exclude the station from playing a major hit that happens to have been written by a writer with a BMI membership. When a blanket license is issued, the recipient must comply with certain tracking and reporting guidelines set out by the royalty collection group. The purchaser may be required to turn in playlists for a certain period of time, or to report the setlists of shows played in their venue. These reporting criteria vary depending on who is using the music and how, as well as between performance rights agency. The fees for blanket licenses also vary wildly, depending on how heavily the license recipient uses music and how large of a listener base they reach. Large radio stations can pay millions in blanket licensing fees, while very small venues and businesses may only need to come up with a couple hundred dollars per year to get a license. The licensing fees collected from blanket licenses go to pay songwriters and publishers.

How and Why the Hiring Process Differs for Each Company

How and Why the Hiring Process Differs for Each CompanyHow and Why the Hiring Process Differs for Each CompanyIf I asked a group of job landseekers to use one word to describe the hiring process, I doubt the top responses would be words like uniform, standard, or predictable.It seems like every company has its own way of approaching recruiting and hiring, which makes sense since each company is unique. But that doesnt make it any less confusing for job seekers.In one of our recent employer panel webinars (where job seekers get the chance to interact directly with employers and ask them questions), we saw justhow differently employers handle the hiring process. To help job seekers make better sense of how, and why, employers differ when it comes to hiring, lets review what they told us.Representatives from three great Featured Companies- DVMelite, PricewaterhouseCoopers, and Haynes Company- parteicipated in a 60-minute webinar to tell job seekers about their open lokalitts (view the full webinar here).The reps spent the belastung 30 minutes of the webinar answering questions from the audience on everything from the skills they look for in applicants to the states they hire from to what technology is neededto work remotely at their companies.And when asked about the hiring process at each company, we learnedhow and why the hiring process differs from company to company.If youre a job seeker whos ever wondered why the application process is so vastly different from one company to the next, read onto find out how things generally differ- and why they do.Howand Why Companies Approach the Hiring Process DifferentlyDuring this webinar, I asked the question, What does the application process look like at your company?What followed was a fascinating dive into the various considerations each company makes when it decides how to structure its hiring process. For the job seekers in attendance that day, and for anyone who watches the recording, the answer each companys rep gives uncovers the mysterious parts of the hiring process- revealing why certain companies do X, others do Y, some do Z, and some do X, Y, and Z.Submitting an ApplicationThe employer reps on our webinar each had slightly different instructions for how job seekers should apply.Shannon Leigh, tax global delivery model, or GDM,and national practice talent acquisition leader at PricewaterhouseCoopers, a global professional services organization, says the company recommends everyone submit their applications online, rather than through networking contacts.Why? Each position is assigned to a different recruiter at PricewaterhouseCoopers. Applying online makes it possible for your application to get in front of the right recruiter quickly.Haynes Company, aresearch and analysis agency, has people submit applications online, and they also require applicants to sign a nondisclosure agreement. Elizabeth Haynes, founder and president, said, The first thing that we ask all of our candidates to do is to ask everyone to signa nondisclosure agreement because what we do is proprietary and, therefore, highly confidential.The Bottom Line Why Companies Accept Applications in Different WaysThe way a company collects job applications is going to depend on what information it needs, and on how its hiring process is managed. It mighthave logistical or legal reasons for gathering certain information.Completing Tests or Submitting Sample WorkDepending on the role youre applying for, an employer mightask you to take part in a test of your skills or to submit work samples.At DVMelite, a web design, marketing, and consulting firm, before a candidate is granted an interview, the person isasked to work through a test scenario. Sally Van Dyke, team builder manager at DVMelite, says We start with a couple different scenarios that you could run into while youre working for us. We understand that you wouldnt know exactly what our procedures would be, but its just to get a feel for what your g ut would say you would do for this.Haynes added that Haynes Company also requires a sample project of applicants. That project may be looking at an apparel company that we cover. It might be doing a sample set of work around toys or handbags. Its something that is analogous to what were actually recruiting for at that moment in the market. Haynes says applicants are asked to do some upfront training and learning in order to be available and ready.Applicants at Haynes Company will also be asked to take a competency quiz. Haynes says this process is, as much about us finding the right fit with the candidate as its about the candidate finding out whether or not they want to do what we do.The Bottom Line Why Some Companies Require Tests and Sample WorkMore companies seem to be turning to samples and tests in lieu of, or in addition to, reference checks. Its a way for applicants to actually demonstrate their skills, rather than having a third party talk about them.And depending on the unique nature of the work a company does, tests and sample work help them pinpoint people with the ability to understand the job and do it well.Conducting a Job InterviewBecause the companies on our webinar are all hiring for remote jobs, the reps each mentioned the use of video interviews. But how many job interviews, and with what people, varies by company.PricewaterhouseCoopers Leighsays applicants may be interviewed by multiple people or go through multiple rounds depending on each position. Sometimes its dependent on the level of position- the number of people that need to be involved in the interview process, she says. You could have as many as threeto five interviewers, depending on the level of the position. If youre going to be responsible for people, we want to make sure you have the opportunity to meet with the team youre going to be working with.And how youll be interviewed varies even within PricewaterhouseCoopers itself, depending on whether the position is in-office o r remote, and on the availability of the applicant and the interviewer(s). Those conversations can occur over the phone or in person. We also do virtual interviews, whether its through Google Hangouts. Some conversations could happen through WebEx, but Google Hangouts is typically the virtual interview option.DVMelites interview process is intense, and thats intentional. Van Dyke says, For some positions it could be up to two hours. And then we have two other interviews. Why? The company wants to make sure applicants are completely aware of the nature of the work, and the job they might be offered. It helps them recruit and retain the right people. We hire less than 1percent of the applicants that apply, Sally says. But once theyre in, theyre in for good. We have a very low turnover.The Bottom Line Why No Two Interviews Seem to Be the SameCompanies use the interview process to meet different goals depending on the nature of the job being filled. For some, its a chance to demonstrate skills or experience. For others, its to see how a potential manager fits with his or her team. And still for others, it helps them refine their candidate pool.They also change up their interview methods depending on the availability of each hiring manager and applicant.How Job Seekers Can Keep Up with Different Hiring PracticesKeeping up with a companys needs during the application process boils down to threeactions job seekers need to takePay attention to the instructions in the job listing.Research the company beforehand. Check its career page, and any Glassdoorreviews from employees. Look at the companys page on to see if its job seeker success stories offer insights into the hiring process.Ask questions once you get connected to a person.Its absolutely fine to ask questions of a recruiter, such as How many people can you expect to interview with or How long do you think the hiring process might take? Make it clear that you just want to be ready for anything the companyneeds- a nd not that youre getting impatient or annoyed. An informed job seeker is an effective job seeker.Readers, have you ever wondered why employers do things differently in the hiring process?

Super-Fast Lasers Detect Poisonous Air

Super-Fast Lasers Detect Poisonous Air Super-Fast Lasers Detect Poisonous Air Super-Fast Lasers Detect Poisonous AirLasers have been a centerpiece of the lifes work of Konstantin Vodopyanov, professor in the College of Optics and Photonics at the University of Central Florida. His commitment and years of work have led to the development of a new way to use infrared lasers to detect tiny amounts of chemicals in the air that could have a wide variety of practical applications.They range from scanning the atmosphere for pollutants, poisons and other toxic agents in order to alert communities to a biological or chemical attack to doing medical breath analysis for detecting biomarkers to diagnose diseases including cancers and even for searching for traces of life during missions to other planets.The technique is super-fast, obtaining information in seconds. Its also accurate. The device is so sensitive that it can determine if there is a molecule of any chemical present at concentrations as low as one parte per billion.When youre doing research, you dont think about compactness. You are trying to demonstrate the principle. Prof. Konstantin Vodopyanov, University of Central Florida Professor Konstantin Vodopyanov focuses on laser technologies in his lab at the University of Central Florida.In an article recently published in Nature Photonics, Vodopyanov and his collaborators describe how they were able to simultaneously obtain 350,000 data points over an entire spectral range of 3.1 to 5.5 micrometers in about 7 milliseconds. This demonstrated the simultaneous detection of numerous and various molecules in a mixture of gases in the air.For You Blockchains Link to ManufacturingVodopyanovs method is an advancement of the work of John Hall and Theodor W.Hnsch, who won a Nobel Prize in physics in 2005 for developing what is called the frequency comb technique that allows the measurement of different colors of light and thus a broad range of atoms and mole cules simultaneously. Hnschs technique is also very fast and extremely precise, enabling exact identification of the chemical.At first lasers were monochromatic but with the frequency comb Hall and Hnsch developed, its like one mio lasers in a single device, Vodopyanov says.A few years later, Vodopyanov became interested in pushing the frequency comb beyond the visible range into the challenging infrared range because most molecules in the air have resonances in that range. Eventually we succeeded, and now we have shown that we can send a laser beam and detect dozens of molecules simultaneously, he says.Identification is possible because every chemical is made up of individual molecules that vibrate at their own unique frequencies.They are the saatkorn everywhere - here, on a different continent, on a different planet, he says. Think of it as a molecular fingerprint. So when we use the laser we can detect these fingerprints with great precision.He likes to explain by comparing the o utcome to a bar code on a grocery product, which actually involved the first everyday use of lasers back in the mid-1970s. Since every product has a unique bar code, when the code is scanned, it is never mistaken for something else.The same is true for molecules, lets say carbon monoxide, he says. You see all the same lines without exception, the same as for a bar code.When his team took a sample of room air and scanned it, they saw many molecules in addition to oxygen, carbon dioxide and nitrogen, even poisonous ones such as methane and carbon monoxide, but in concentrations too small to be dangerous.While the prospects are very promising, the work is far from ready for real-world applications, which Vodopyanov believes could be anywhere from five to 20 years. The biggest challenge, he says, is cost. The prototype machine costs around $500,000. The researchers are now working to reduce that cost, while continuing to broaden the range of the laser frequencies and making the equipmen t more compact and mobile.We need to find a compromise between the cost and the application, Vodopyanov says. We can get in one second of information that is more than 100 megabytes. Some applications dont need nearly that level of sophistication.He is confident that the cost and size will decrease with subsequent development, much like the green laser pointers now available for as little as five dollars, which first sold for thousands of dollars and were the size of a dining room table.When youre doing research, you dont think about compactness. You are trying to demonstrate the principle, Vodopayanov says.He is optimistic about timing as well.Everything is moving fast actually, he says. If you compare our ordnungsprinzip to a small car, our system is simpler.Nancy S. Giges is an independent writer.Read More on Design and ManufacturingWaste Heat Recovery Revolutionizes Diesel EnginesProtecting a New World of 3D-Printed ProductsHow to Drill a Square Hole

Outrageous Resume Example Tips

Outrageous Resume Example Tips Resume Example If youre feeling the should extend to two pages, make sure the absolute most important and appropriate information is displayed on the very first page. Make certain that you have replaced all the information from the vorlage with yur own, personalized details. If you get a personal site, published writing samples, or an internet portfolio, link that in your Contact Information section, so long as its pertinent to your preferred job. Along with social media, the remainder of your contact information needs to be modernized too. A functional resume is a great choice for men and women who have gaps in their professional experience. Theres no doubt that a resume which is both cohesive and professional will have a much better likelihood of standing from the crowd even supposing its made utilizing a template. There are occasions when you reach a plateau and will need to modify your career path if youre to reach your dreams. Youve come to the correct place. There are many free creative resume templates its possible to use, allowing you to focus your energy on everything else you have to do. Inside my mind, decent design gets from the method of the content. Visual resume is about visuals, utilizing visual facets of graphic design to permit visual imagery and total visual appearance to speak for itself. Each one of our creative style templates offer you a perfectly balanced mixture of personality, professionalism and some style. Get the job that you deserve, not the one youre stuck in. An attractive, minimal and user-friendly template that you could edit in accordance with your abilities and experience. Next, you will start to list your principal abilities and abilities. The initial one is about outlining your abilities and your availability in a specific job position. Hiring Managers are considering getting to the center of the information FASTER. Bear in mind that HR personnel of the majority of compani es are extremely good in regards to detail. Also, in the event that you frequently change jobs, you might also think about a functional resume. Though there might be gaps in your work experience, for example, work youve done can be beneficial for employersespecially when relevant to the position. Even when you were doing the specific saatkorn responsibilities, odds are there are 10 or more bullets youll be able to utilize to define your range of work. Be certain to target your resume to the particular position youre seeking, too. When youre asking for a job which relies on the strengths of the person, you require a resume template that you could inject a little more personality into to make it pop. A Startling Fact about Resume Example Uncovered As you probably know, your resume needs to be outstanding. A modern resume needs to be simple to read and attractively designed. There are lots of places where youre able to see what a Functional Resume Format looks like, for example , site given below. Free resume template is an ideal minimalistic and clean. There are lots of free resume templates readily available online but sometimes it can be quite tough to decide on the best one that is most suited to you. There are many other options. There are plenty of layouts options that are pre-built so that you are able to add all info desired. Even in the event you dont enjoy the template, envision it using a different font. Utilizing VisualCVs CV editor you can readily switch from 1 template to another, and that means you can easily use the ideal template for the job every single time you apply. For instance, a template can demonstrate how to lay out your CV. It is available in PSD format.

How to Talk Your Boss Into Letting You Have a Flexible Schedule

How to Talk Your Boss Into Letting You Have a Flexible Schedule The way America works is changing fast, but some geschftslebenes refuse to accept it. Many companies cling to traditional work models despite countless studies showing the benefits flexible work programs have for both workers and the entities for which they work for.In these cases, its up to the employee to convince management of the value of flexible work. When the company completely lacks a flexible work policy, this can be easier said than done. Luckily, a recently releasedfact sheetfrom flexible work advocacy group 1 Million for Work Flexibility (1MFWF) offers a step-by-step guide to drafting a flexible work proposal for your supervisor.The Reasons for Flexible WorkThere are many reasons an employee may decide they would be better off with a flexible schedule, but its important to focus a proposal on the benefits for the business.Employees are typically driven to ask for work flexibil ity for a personal reason, often in response to a personal crisis or dramatic change a sick loved-one, a personal health issue, a move, a pregnancy, says Emma Plumb, director of 1MFWF. If you havent thought through the details, youre likely to emphasize those personal reasons for needing flex in your proposal, which isnt going to help you make your case.Before rushing into your bosss office to beg for flexible hours or telecommuting options, you need to get your proverbial ducks in a row. According to Plumb, its important to focus your proposal on thefollowing information- Identify exactly what type of flexibility makes the most sense for both you and your job requirements.- Understand the landscape at your company and establish whether theres precedent for your case.- Delineate how you will continue to communicate and collaborate with your boss and colleagues.- Plan for a trial period.- Choose a time to discuss the issue when your boss will be most receptive.- Showcase how flexibil ity is a win-win for employers and employees. Emphasize that its not a perk or an accommodation, but rather a strategy for improving performance and productivity.The key to winning flexible work isto show your boss how the proposed plan will positively impact not only the company, but also the manager themselves.Bosses fear that flex will end up meaning more work for them, Plumb explains. They worry that an employee they cant landsee wont get their work done, or that flexible schedules will be difficult to manage. Its key to emphasize all the ways that flex makes good business sense and will make things better and easier for them.Need help formulating a few convincing reasons why flex is a good idea? Plumb has some suggestionsFlex will help you do your own job more effectively. That might be because youll be more engaged, healthier, and/or because youll have less stress and be better able to focus or all of the above.Reducing or eliminating your commute will allow you to be more pr ompt or more available during times when youd otherwise be in transit.Its likely youll take fewer sick days, and be more available overall. Youll also be better positioned to continue working in a weather disaster like a snowstorm or some other unforeseen emergency.Because of that increased availability, you may even be able to take on additional responsibilities.If applicable, mention the cost savings that could come from remote work (less real estate, less equipment usage).Point out successful examples of flex in action. If theres a colleague or another team working flexibly at your company, all the better.The Impossible BossWhat about those bosses who are practically guaranteed to shoot down a flexible work proposal on sight? Employees working for organizations with no flexible work precedent or an extreme dedication to traditional work models are likely to face heavy pushback, but that doesnt mean they should give up all hope of progress.If a company doesnt have any precedent fo r allowing flex, that may just be because theyre used to doing business a certain way and no one has spoken up yet about how things could improve, Plumb says. If a company has denied previous requests, its possible thats because the requests didnt emphasize the business case strongly enough or at all. You may be better at making the case than anyone else before you, or you may speak to the right person with whom no one else has discussed this issue before. Its certainly worth making the attempt.Even if a boss says no, that doesnt have to be the end of your dream of better work/life balance. Plumb herself has experienced hitting a brick wall with flex requests. When her high-ups repeatedly turned her proposals down, she decided to take a more drastic step.At that point, I had to evaluate my own priorities very carefully, and I realized that flex was so important to me that I needed change to happen or I would quit my job, she says. Once I made that decision, I felt comfortable elevat ing the conversation all the way up to the president of the organization. After meeting with him and getting stymied yet again, I knew Id exhausted all my options, and I handed in my notice and moved on.If a boss says no on the first try, wait awhile and try again. Plumb kept at it for two years before deciding it was time to leave. Ultimately, of course, the goal is not to quit your job, but to change it.