Does the compensation in your Job Offer letter represent your actual value to the firm?

Often, candidates view the compensation offered or discussed at the interview as representing their value to the firm they are applying to and what they believe they are worth in the overall marketplace. While employers think about value, will the candidate add value to their team or firm?

Value is not static. The value you add is relative to the problem needing to be solved or the inertia you can provide to speed the situation toward resolution. Sometimes, a candidate does not interview well enough to prove their value or how they will make a difference and improve the team. Do not leave it to the interviewer to recognize or scout the value you can add to the firm.

Adding value does not just mean having matching skills, extensive years of experience, or a myriad of degrees. Be careful not to drop your basket full of skills during the interview, and expect the interviewer to catalog and assign relevance and value. To demonstrate the value you will add, you will need to make sure the role you are applying for will allow you the opportunity not only to use your current skills and talent but also allow you to stretch to be the best you can be. So, it is more than matching the job to your current experience and training.

It pays to be open throughout the recruitment process, listen, and identify where your strength lies and how your new and existing skills can be utilized to add value. Once you are hired, do the same with your colleagues and co-workers. That way, you can continue to be at your best, live an (adapted) working life, and be proud of each of your successes.

Candidates often view the compensation offered to them in terms of what they believe they are worth in the entire job marketplace. While employers think in terms of value, the value to the candidate will add to the team or the firm immediately and long term. Value is not static, the value you add at any time, is relative to the problem needing to be solved. Sometimes a candidate does not interview well enough to evidence their value, or how they will make a difference and improve the team.? Do not leave it to the interviewer to recognize or scout your ability to add value to the firm.

Adding value does not necessarily mean having matching skills, extensive years of experience, and a boatload of certifications and degrees. To add value, you will need to ensure that the role you are applying for will allow you to be the best you can be. It is not necessarily that the job matches your experience and training perfectly.

It pays to be open throughout the recruitment process. Discuss with and listen to your career coach and mentors to identify your strengths and how you can utilize them to add value to your work life. Once hired, do the same with your colleagues and co-workers, which means you can continue to be at your best. Do this, and you can continue to grow and advance your career, and live a productive, adaptable work life, and be proud of your successes.

Alan Elmont Sandra J. Granda Tiffany Wey, MBA Elizabeth Cannon AARP Shelia Higgs Burkhalter, MBA Shelia Perkins Marlōn Hall Alignable Hutch Hutchinson, CIMA? Connie Wilson ?@JhaeThompson Ronald Williams, ChFC? Ann Abel Jacqueline Pink Janae Dixon Nicole Paterson, MPA Allison Keavey Luther Patricia Townsend Johnson Connie Jefferson Roxana M. Beltran ? Jacqueline Pink Orian Williams, JD, LL.M, CFP? Lloyd Taylor #franklinpatersoncompany??#DWEN??#AssociationForWholesalingDiversity??#forbeswomen?#interviewcoaching?#jobsearching #interviewpreparation #overqualified