Conducting a Remote Job Search

Do you need to find a job in a geographically limited area far from your current location? Maybe your significant other just found a dream job, or maybe you just always wanted to live in Seattle, WA – whatever the reason, a remote and geographically limited job search poses a distinct set of challenges that require some strategizing to overcome. Here are a few thoughts that may help from a person who recently was searching for a job in Dallas, TX, while living in Bethesda, MD.

Begin the search early. Job options tend to be reduced when they are limited by geography. Imposing boundaries on the location means relying on fewer potential employers. The more time you allow for finding a job, the better.

Use your network. Your network should be your first resource in a remote job search. Know the histories of the people in your network, and keep up with their current locations. Ask people currently or historically linked to the area for suggested companies or connections. Some of your contacts may work for a company with an office in that location and may be willing to send out feelers on your behalf. Always ask permission before using a contact’s name or, even better, ask them to provide an introduction.

Do not limit yourself to professional contacts. Talk to friends, alumni associations, volunteer organizations, members of your religious institute, or anywhere else you may find an unexpected lead. If you are a member of a professional or volunteer organization, contact the local chapters to make some connections. Seek local people at conferences. Make your job search as widely known as possible – the more exposure the better. Conducting a secretive job search poses more of a challenge, but typically you can advertise pretty broadly without you current boss finding out.

Use job cites. Job cites will be your friend. Most career sites filter searches to a specific area or radius around an area. Check out the state labor department for local search engines. The City of Dallas website had links to six local search engines.

Know your business. If you are looking for an academic job, search all the universities. For me, looking for a job in science policy in Dallas meant searching anywhere that might have a policy/government relations office, like non-profit organizations and universities. After finding some leads, go back to your network and look for the connections. Cold e-mails to directors or assistant directors (managers) located in offices of interest can end up in future leads or even a job.  So don’t be afraid to write them a note.  None of the offices I contacted were hiring at the time, but I continued to receive several leads from the people I contacted with in those initial cold e-mails.

Be flexible. Compromising a little on the job you are seeking may go a long way towards finding a position. As a person recently preparing for a science policy career in Washington, DC, where policy jobs are plentiful, now moving to Dallas, TX, where science policy jobs are next to non-existent, I had to broaden my search to jobs with similar skills requirements and career goals. After some considerable research, I found a job in the communications office of a local university requiring many of the same skills and tasks that I enjoyed in science policy.

To recap: start early, use your network heavily, use search engines wisely, cold call companies of interest, and use your network even more.

What are your suggestions or experiences for a remote job search?

Finding the Perfect Postdoc

Are you starting to think about finding the perfect postdoc position?

First, you need to decide whether you need to do a postdoc at all.  Depending on your career aspirations, a postdoc may only serve to delay your entry into your desired career or even hinder your ability to get started doing what you really want to do.  However, that is another post for another time.

You have decided that a postdoc is the next step, so here are some key elements to consider:

Advisor:  Many people think that the advisor’s reputation is the only thing to consider but we argue that to have a good postdoc experience you need to make sure that you and your advisor are compatible.  Here are some things to look for:

• Mentoring style: We all say we want autonomy as a postdoc, but the level of autonomy really can differ.  Some advisors you may never see and getting their attention to discuss data is difficult. Others are more hands on and stop by multiple times a day to discuss experiments, techniques, data, etc.  Determine your preference in this spectrum.
• Record: Understand where they publish.  How stable is their funding?  You should also know if they have expectation that you will write for your own funding or not. Consider the pros and cons of both tenured and tenure-track investigators (feel free to discuss this is the comment section).
• Your Career: Pick an advisor that will support your career, no matter what you want to do next.  A good sign is if they know where former trainees work and are still in contact.  Do they have a strong network that you can tap into as you look for your next position?

Project:  You will want to know the project(s) you will be working on and how much you get to define it.  Is it really your project, or your boss’s project where you are doing the work?  Also, does the project have built-in skills development for you to learn new techniques and write grants? Is it interesting to you?

Labmates:  Do you like small labs that feel like family, or large labs with lots of people with differing expertise?  You will want to ask the current lab members about the work culture, work-life balance and the average length of a postdoc in the lab and where past members have gone after leaving.  These are the people you will spend a large portion of your time with, so getting the right fit is key to your overall happiness.

Institution:  Does the institution where the lab is based have career support in the form of a postdoc office or association?  You will also want to know the standard pay scale and benefits for postdocs and whether that is negotiable.  Also, don’t forget about your science and determine if the institution has facilities, such as core groups, that will support your research.

Location:  Yes, it does matter.  For some, being in a big city is the only way to truly live. For others, all that noise and commotion is too much to handle.  If you have a family (or are hoping to start one), their needs are important to consider as well.  Also, remember that your income needs to be considered with in the context of the cost of living for that area.

These are just a few key elements to consider.  Feel free to add a comment discussing other considerations when choosing the perfect postdoc.

 

Finding Time for Career-Enhancing Activities

Research is your top priority as a graduate student or postdoc. That, coupled with your passion for science, may drive you to devote every waking moment to your research.  You love discovery.  You need to publish.  However, regardless of your career aspirations, your regular routine may benefit from a slight change of pace.  Maybe there is a certain career you’ve always wanted to explore or skill set you’ve wanted to develop.  Participating in activities outside of lab can help you learn a lot about yourself, forge meaningful networks, and potentially guide your future career path.

Earlier, we discussed serving on the career symposium committee and how to make the most out of such opportunities.  Other activities may range from writing an article for a newsletter, organizing a monthly seminar series or social event, teaching a course or leading a journal club, taking the initiative to start a new interest group, or serving as a co-chair of a postdoc or graduate student association (such as FelCom or the Graduate Student Council). There is a variety of opportunities with a range of time commitments to explore.

Choose the right moment, but make the time: Develop a comfortable balance between your research and activities, and never overextend yourself.  For both graduate students and postdocs, the “middle-years” of your fellowships are generally good times to participate.  Don’t get heavily involved when just starting your fellowship or when your lab is in the midst of preparing for a sensitive event like a grant deadline or a BSC review.  For grad students, avoid periods of time when you have a high level of academic responsibilities.  Perhaps it feels like there is no perfect time or personal/family commitments make it difficult to participate in events that extend into the evening.  Though, let’s say you devote 5% of the “standard” 40 hour work to such career-enhancing activities.  That’s 2 hours a week!  Look at your schedule from that perspective and determine how you can find the time.

Do the job right or don’t do it at all: Don’t participate in an activity if you are just looking to add a line to your CV, and don’t agree to take a role if you are not truly enthusiastic about it.  That line on your CV alone won’t do or say anything if you can’t support it by explaining the transferrable skills that you may have acquired.  Make sure you clearly understand what is expected for each one before you volunteer.   If you don’t fulfill your responsibilities, it could irreparably damage your reputation with colleagues and staff.  Give plenty of warning if you have to respectfully miss a meeting or withdraw from an activity.  Again, research is your top priority and everyone understands if extenuating circumstances arise.

Taking the next step: Talk to your mentor about your participation in any activities during normal working hours.  If your mentor isn’t too enthusiastic about your participating in a certain activity, start with an event that doesn’t take up much time.  Explain to your mentor how these activities can be important for your future career path and show, specifically, how small the time commitment really is for many cases.  Show through experience that these activities are not interfering with your ability to get new data or proceed with your research.

The NIH (or your university) is a great place to explore your skills and interests both in and out of the lab.  If you choose the right activity, plan ahead and manage your time efficiently, you can significantly enrich your experience here.

NIH Alumni: Where are they now? Field Application Scientist

Name: Jill Hesse, PhD

Job title and company: Field Application Scientist, GenoLogics

Location: Raleigh, NC

How long you’ve been in your current job: 9 months

Postdoc advisor, IC, and subject: Richard Paules, NIEHS, micro-RNA’s role in damage response

What do you do as a Field Application Scientist? We joke that I drink coffee and run my mouth professionally, but basically my job is divided into two parts: on the pre-sale side, I visit customers and give them demonstrations with high-level information on how my company can help them and their science. On the post-sale side, I help coordinate the implementation of their software and provide computer training to get the customer into the software to get the information they need.

What was the hardest thing about transitioning into your career from bench? I think the interesting thing about moving from bench science is there’s a fear that you’ve never done anything other than bench science, and we know that we are really good at bench science, but what if I am not good at anything else? The second thing is that it’s just a different mindset. Science is very much a you’ll-get-there-when-you-get-there pace. When you go to industry positions, there’s much more of an immediate timeline and things move at a faster pace than the research environment.

What is your favorite aspect being a Field Application Scientist? I like being a Field Application Scientists for two reasons: One, I get to talk about science at the 10,000 foot level. Instead of talking about your favorite mutation or protein, you get to talk about things really affecting critical research and clinical trials. The work also changes all the time. With research, you might get one particular little tiny thing that you do over and over and over again everyday – now I talk to different people all over the country about different things every day.

What was your job search like? I knew relatively soon after coming into my post-doc that I didn’t want to stay at the bench forever, so I started looking to see what was out there and explored what my options were so I’d be ready for the right job when it came along. After I decided that something in the sales side of the world would be interesting, I started looking at field application jobs. They’re a good way to get your foot in the sales door. You can take the science you know and apply it to whatever technology a company happens to sell.
I’m actually one of the very few that applied for a job on-line and had a recruiter call me instead of an HR rep. I had a really good experience with the recruiter. We did a couple of interviews before ever getting passed on to the company that I currently work for. She did some of the initial vetting and helped me throughout the process with the scheduling and giving me interviewing pointers, telling me the most likely interviewers and what they might ask. It was great.

What soft skills are needed for this position? In this job, you need the ability to talk with anyone about anything, including talking about science to talking about items that I’m selling to talking about what happened today in the weather. For researchers, getting out and learning not to be afraid to talk to people is really useful. Additionally, anything you can do that will show that you are a self-starter. Teach yourself to do something new or get a certification you didn’t need for your post-doc. People I interviewed with found it interesting that I had the initiative to learn things on my own, like some basic bioinformatics I taught myself to analyze a data set. These jobs tend to move fairly rapidly. Sometimes you’ll be given a project and told “just work things out”. The fact that you can learn something and not afraid to do so will translate well.

Last bits of advice: Everybody is given advice that you need to network, you need to get out more, and you need to meet people. While I didn’t get my job that way, going out and doing all that networking was very important. I had been involved with the NIEHS Training Association (NTA), which broadened my network my network of postdocs, faculty members, and staff at NIEHS. My involvement as the postdoc representative on several NIEHS wide committees gave me the opportunity to learn more about how government science works and exposed me to people I might not have otherwise met. Additionally, the committee work helped me develop skills in talking and negotiating with my superiors. When I got my job, my previous experience networking had made me unafraid of people even if I didn’t understand their science. Networking is useful, both for getting the job and in developing skills that we sometimes miss at the bench, such as talking about things that aren’t specifically related to our science.

NIH Alumni: Where are they now? Patent Examiner, United States Patent and Trademark Office (USPTO)

Last year we had a number of postdocs from the NIH Intramural Research Program leave to start their careers with USPTO, here we interview 3 that started in May of 2012

Names: Sean Barron, PhD; Andrea McCollum, PhD; and Julie Wu, PhD
Location: Alexandria, VA
Time in current positions: 8 months (all started at the same time)
Postdocs:

• Sean: the affect of nicotine on the hippocampus with Chris McBain at NICHD.
• Andrea: biomarkers in ovarian cancer with Elise Kohn at NCI.
• Julie: the role of mTOR for aged related processes with Toren Finkel at NHLBI.

What is a patent examiner? A patent examiner reviews applications and determines their patentability according to the laws and regulations for the US government. Patent applications need to comply with US laws in their format, organization, subject matter, etc., and contain strong support for the claims. Investigating the evidence of those claims and making sure that no one else patented or published the idea is where the patent examiner turns sleuth. The work requires checking publications, conferences, books, and other potential outlets to ensure that the item being patented is not already in the public domain.
How did they find this job? Andrea conducted informational interviews early on to determine where she wanted to go next in her career. With her interest sparked by speaking to people in patent work, Andrea took the FAES course: Intellectual Property and Patent Prosecution for Scientists. Sean took the same course as a way of introduction to the patent world after hearing about technology transfer at an OITE event. Julie applied for the position after researching a job post on an organizational e-mail. So each person had a different level of preparation for the job.

What skills are needed? Everyone agreed that an ideal candidate would have a good attention to detail, be quick to learn, and, as Sean put it, “be comfortable being uncomfortable”. The USPTO reads patents on every sector of science (and more), and a patent examiner needs be able to quickly process an application that may be barely related to the science they have previously seen. Additionally, examining patents is a high-paced environment, and there is an expectation that a certain number of patents will be reviewed each pay period. Sean views these targets as a positive in that you always have a good idea of how well you are performing. Excellent time management and organizational skills help an examiner deal with the fast pace necessary for the high turn around requirement.

What adjustments did you make moving to the USPTO? Becoming a patent examiner requires a change in mindset from that of a bench scientist. As a bench scientist, you are expected to be an expert at everything you do and to know your field in great detail. As a patent examiner, time is a luxury. You need to learn just enough to be able to accept or deny a patent with confidence. This fast pace requires a big shift from knowing a lot about a little to knowing a little about a lot.

What preparation can people do to follow in your path? In addition to the course previously mentioned, FAES offers several technology transfer related courses that can be applied for credit for a Masters of Science degree at the University of Maryland University College’s (UMUC) Graduate School of Management and Technology. Detailing in the Office of Technology Transfer is also a good way to check if intellectual property is a field you are interested in (see the recent Catalyst article: Details, details, details: Leaving the bench, but staying in science). A nice thing about working as a patent examiner is there is no previous experience required. You will be trained (extensively) in the patent process after placing in the job.

Keep in mind when applying to emphasize the breadth of your knowledge rather than the depth. You probably will not be placed in the area you researched, so it is important to show intellectual flexibility.

Is this career for everyone? Although all three of our alumni love their jobs, they also recognized that the career of a patent examiner is not for everyone. The pay and work life balance is excellent, the science is fascinating, and you can quickly gain control of your own career in the USPTO. However, the work is pretty independent, desk-based, and fast-paced. But, for the right people this is a career they can love.

Interviewing advice from the hiring partners perspectives

We had a workshop on interviewing this week, here is a wrap-up of what was said, and more information to make your interviews a success.  If you want to watch the videocast, it is archived here.  We had three speakers to highlight multiple aspects of the hiring process; a hiring manager, a human resources person, and a recruiter.  The advice here is mostly for non-faculty positions (although we have information on the faculty job hunt at www.training.nih.gov)

Interviews questions are best answered in the Situation-Action-Response format.  The basics of this format is that you need to have a story that you can tell that gives background to the situation, tells about the action that you did, then finishes by telling a result or the outcome of the challenge.  You should be able to tell this story in about 90 seconds.  The hiring manager emphasized the need to practice these stories, which gives you the ability to stick to your script and not get led down tangents in the interview process.  He also mentioned that by practicing you are able to maintain your poise and a positive tone of voice, even under difficult questioning.

The human resources manager and the recruiter are looking for the skills specifically based towards the job you are applying to.  Neither of these partners in the hiring process will likely be subject matter experts, so they may not understand the full details of your science.  Rather, they are looking for technical skills and perhaps even specific instrumentation.  They are also looking for good responses to the opportunity questions, such as “Tell me about yourself”.  Being able to answer these questions clearly and concisely is a benefit to getting past these hiring partners.  Answer these questions based on the job ad, to always link how you would be a terrific fit for the position you are applying to.  Here are two examples:

Tell Me About Yourself: “I am a scientist with strong program management, communication and leadership skills.  I have taken on responsibility to organize events, influence leadership with respect to the needs of my fellow postdocs, and have defended scientific ideas. I am looking to use my strong analytical and people skills to move into science policy to help direct science.” (for a non-bench job)

What interests you about this job: “This job utilizes my strengths as an innovative scientist, specifically with XX diseases.  I have had success utilizing new technologies such as XX to explore (my subject matter) can be used for drug development.  Based on the ad, you are also looking for someone who can lead and influence other scientist.  I enjoy that, and have had success in the lab as seen by the numerous collaborations with other scientists and by direct and informal mentoring of other lab members.  I enjoy working with people, and this job seems to have a nice mix of cutting-edge science with leading a team of people to accomplish that science.”

This is just the start of your preparation and the information available from the OITE.  The OITE has posted here on the blog many other articles on interviewing, and have also videocast many in the past.  Here are some links that you may want to read/watch:

BLOG POSTS:

You Got an Interview, Not a Job Offer: How to Impress Your Way into a Position

How to Manage Stress in Interviews

Phone Interviews

Preparing for interviews

VIDEOCASTS:

Interviewing Skills

Interviewing outside the Ivory Tower

A Year in Review: Calendar for Career Success

If you’ve been following the OITE blog this year, you know that in the start of 2012 we decided to help you make a Calendar for Career Success.  We picked topics, and blogged about them, giving you advice (and sometimes challenges) each month to help you drive your career.  In short, we wanted 2012 to be the ‘Year for Your Career.’

And given that it is December, it is time to sit back and reminisce about the past year – because that is what everyone does in December, right?  Some of the things we talked about this year included having conversations about your career goals.  Not just you and your friends talking about your dream job over lunch, but a directed conversation with your PI or a career counselor.  These can be tough – but worthwhile. They help you take control of your career – set a plan, and work with people that have experience and knowledge to help you create a successful career plan.

And sometimes we made you work – pulling together resources to create your job application, practicing your interviewing skills.  Because your career plan is not just a theory or a timeline on a piece of paper, but something you engage in: Thinking critically about your resume or CV, assessing your skills and abilities, and taking advantage of resources and opportunities to strengthen your career.

If you followed our career calendar for 2012 (you can find it here) then congratulations!  You deserve a good pat on the back. Even if you are in your same job now (because you weren’t on the job market in 2012) or not (despite your best efforts you still haven’t moved on to your dream job), actively working on your career each month is a great achievement.  Even people in their ‘dream’ job constantly engage in making their career a ‘priority.’  They attend conferences and network with colleagues; they think about how to either gain new skills or apply the ones they have to new questions or problems.  For these people, focus is on making their current job more interesting or more challenging, not on getting a new one.

But why should 2012 be the only “Year of Your Career?”  The answer: No reason.  Every year can be your career year.  And if you weren’t reading our blog in January of 2012 (shame on you, by the way), then there is no reason not to start working on our calendar in January 2013.  And if you’ve been with us all year long, you can continue to actively work on your career – whether you want to just be better at your current job, or get a new one.

In short, your career is an activity, not a thing.  And by setting up a career calendar, and sticking to it, you’ve decided that your career is a priority, and actively engage in having your dream career!

How I Overcame My Fear of Informational Interviewing

Post written by a guest blogger Yewon Cheon, former postdoc in the National Institute of Aging and current Program Coordinator in OITE.

“I love interviewing people!”

One day, I was full of energy, running down the hall and shouting with excitement, coming back from an interview. It surprised everyone, including me. Because I am shy and afraid of talking to people I don’t know, it was very hard for me to absorb and initiate informational interviews for my career development. I am a researcher who hates networking, but I am NOT afraid of doing an experiment.  So, I designed my new experiment: informational interviews.

When I started to treat informational interviews like an experiment I found myself enjoying this important career tool, and using it for my advantage.  Think of it like this: It is composed of a literature review (getting information about person and career), developing methods (preparing questions), an experiment (interview), data acquisition (Q&A) and data analysis (evaluating a meeting), and repetition to increase sample size and to confirm reproducibility (contact others).

Here is how I found success:

My background:

I was shy and not confident in myself, finding it easier to label test tubes at the bench rather than to talk to strangers about their careers. Informational interviewing and networking were not things I wanted to do . My career mentor gave me two names to contact for informational interviews, a handout on how to conduct informational interviews, and the encouragement to go out and try….yet, it still took me a week to connect.

I am an Asian woman. I was raised and educated in the traditional Eastern way; listening and following others is considered to be respectful, but being persistent and aggressive is frowned on. I felt that being proactive in conducting informational interviews was the equivalent of being aggressive.

The AAAS Science and Technology Policy Fellowship: An Insider Look at Getting Prepared

This post was written by guest blogger Pat Sokolove, PhD, Deputy Director, OITE; AAAS Policy Fellow, 2003 – 2005; Health, Education, & Human Services Selection Panel Member, 2006; Chair, 2008 – 2009.

The online application system for AAAS Science & Technology Policy Fellowships is now open; the deadline is 5:00 pm (EST), December 5, 2013.  The AAAS materials are exceptionally clear, but potential applicants always have questions.  Here are some of the questions I hear most often.

Am I a good candidate?  AAAS selection panels adhere carefully to the published evaluation criteria.  That means that your science counts most (40 points)!  You need to demonstrate a credible publication record for a scientist at your career stage.  As a postdoc you don’t need ten Science papers, but you will need at least a handful of peer-reviewed publications.  Good science is not enough, however.  You will also be judged on your leadership, your problem-solving abilities, your communication skills, and your commitment to/interest in policy (15 points each for a total of 60).  Your CV or letters must provide convincing evidence that you have it all.

I am interested in applying to this program in the future.   What can I do to make myself a good candidate?  In addition to ensuring that your science is top-notch, take the time to immerse yourself in policy.   Read all the articles that include a science policy component in a good newspaper. Read broadly.  Don’t restrict yourself to the areas with which you are already familiar.  You should be just as conversant with the importance of maternal-child health in developing countries as with climate change or the toxic effects of gold mining in rural Nigeria.  Find an opportunity to take an active policy role: volunteer with an advocacy group, write and submit opinion pieces, contribute to exhibit development at a museum or to a free clinic in a neighborhood near you, participate in the NIH Science Policy Journal Club, or sign up for a diversity course.  This will demonstrate your interest in science policy, and develope your leadership and communication skills.

What is the interview like? The 30 minute interviews for a particular fellowship area are scheduled back-to-back on two sequential days, and selections are made at the end of the second day.  Except for the Congressional Fellowships, there is no limit to the number of finalists the committees can select.  The aim is bring in candidates that best meet the goals of the program.

At the beginning of the interview, the applicant presents a briefing memo he/she prepared in advance (5 minutes) and answers questions on the memo’s contents (5 minutes).  The six to ten panelists then ask policy-related questions for the remaining 20 minutes.   They are looking for evidence of outstanding communication skills, a wide-ranging interest in policy issues, and a realistic understanding of the constraints under which policy makers operate, both fiscal and temporal.  A typical question might be, “It’s a rainy night and you find yourself in a cab with the President’s science advisor.  What would you talk about if you had only 5 minutes?”

If the point of the fellowships is to bring good science to government, why does the NIH participate in this program? PhD scientists are a dime a dozen at NIH.  In fact, the aim of the program is two-fold: providing scientific input to inform policy decisions and exposing the fellows to how policy works. Fellows in the Congressional or Diplomacy areas may well be the scientist in their offices.  They are responsible for bringing the policy makers up to speed on whatever scientific issue arises, be it stem-cell transplants or wind energy, while at the same time engaging directly in policy making.  In contrast, the policy component will dominate the fellowship experience at the NIH or NSF.  The AAAS Fellowship Program provides a pool of “vetted” individuals with an interest in policy.  NIH offices tend to use their fellows to do policy work while evaluating them for more permanent employment.

The best way to increase your chances of successfully applying for a Science and Technology Fellowship through AAAS is to make sure you read and follow the application instructions.  All the instructions, selection criteria and FAQs can be found at http://fellowships.aaas.org/  We strongly encourage those interested in applying to read all the information on this page and tailor your application accordingly.

Preparing to Negotiate Non-Academic Job Offers

In our last blog post we talked about negotiating for an academic job search.  This week, we will highlight tips for negotiating any non-faculty position.  Like last week, this blog post is intended to give you an overview of how to prepare for negotiations.  For more in-depth information on negotiating for non-academic job offers, view our video here.

Salary: Salary is probably the first thing on everyone’s mind when they think about negotiations.  The biggest question you have is “are they paying me fairly?”  For the most part, organizations are not trying to low-ball you.  It doesn’t make sense to pay you so far under market value, that you leave the organization faster.  That being said, they are looking to get you for the lowest amount of money they can. To make sure you feel like you are getting what you are worth you should connect with your network in similar jobs and organizations to see what salary you should be getting.  Ask these people, “I am looking at a job at organization X.  The position is described like this (insert a brief description here).  I think the salary should be $A-$B.  Do you think that is reasonable?”

Another resource for salary information is salary comparison sites:  Glassdoor.com, monster.com, and salarywizard.com are all good sites.  Be cautious though, sometimes the information is not as updated as you would like.  These sites are good places to start, but you need more information.  Understanding the cost of living changes in different areas of the country is also important.  $80K in the DC area is a lot different than $80 in Topeka.

You should always try to ask for additional salary, but be prepared to give them reasons on why you deserve more.  You may bring a particular skill set, be losing money by taking this position, or just have an understanding based on your salary research that the number they offered is too low.  They may say no to your request, but they can’t say yes if you don’t ask.

Benefits: Sometimes you can negotiate other benefits like time off.  The biggest thing here is to understand what you are worth or what you would be losing that you current employer gives you.  For example, if in your last job you had 15 days off (including some federal holidays), but the new jobs offers you 12 days.  This is now a negotiable item, either to add more days or to add more salary for the days you missed.  Also, if you have religious holidays that you need, this is the time to ask.  Industry jobs have other benefits that are negotiable such as bonuses, profit sharing and stock options. You may be able to get education payments if you need additional training.  Relocation costs are sometimes included, and if they are not you can try to negotiate them.  Moving cost span from a flat payment to full help with finding a house/childcare/packing services.

Typical non-negotiable benefits include health care benefits, other insurance benefits, flexible benefits and retirement packages.

Spousal/Partner hires: Your negotiation can also include help for a position for your other half.  We have seen this work, and not work depending on the organization.  Have a clear idea of what your partner wants to do, the types of jobs that they would like, a list of organizations that their skill sets fit into, and a current CV/resume in order to help your new employer to make the best connections.

Salary review: A good thing to do is to work out a plan that your salary will be looked at in 6 months to a year in order to see if your performance warrants a salary increase.  We know someone who did this and after six months got a $20, 000 raise.

The original job offer will likely be by phone or email, as will most of your negotiations.  Get the final deal in writing!  Nothing is final until it is written down and signed by all parties.