How to Write an Athletic Coaching Resume

How to Write an Athletic Coaching Resume How to Write an Athletic Coaching Resume There are thousands of high school and college coaches who apply for coaching jobs every year. Many have experienced success at the highest level and can stand out by name. There are many others who have not had as much success, are trying to get their foot in their door, or move up the coaching ranks.How can they do that?By writing a coaching resume that sells themselves as the right person for the job.While resumes are not the sole criteria used to determine who gets interviews and ultimately hired for open athletic coaching jobs, its often required as part of the process. A resume is oftentimes a coachs first opportunity to make an impression with an athletic director, head coach, or hiring committee.What are the keys to writing a successful sports coach resume?Highlighting that undefeated season or state championship isnt enough. Break down exactly how you achieved success on and off the field. Belo w, we break down what athletic directors and coaches look for when reviewing sports coaching resumes.The Best Resumes Focus on Results and AchievementsThe best sports coaching resumes focus on results, results, results.The fact that as a lacrosse coach you went 19-3 in your first year and beat your rival 11-4 in the biggest game of the year is not enough. Dig deeper, saysChris Fore,author of An Insiders Guide to Scoring Your Next Coaching Joband consultant atEight Laces.Fore has coached high school football for 16 years (head coach for eight) and has been an athletic director for six. Fore also has a Masters Degree in Coaching and Athletic Administration and currently serves as a board member for the California Coaches Association.Youve got to highlight your accomplishments, Fore told Jobscan. Ive landseen SO many stinking boring resumes. They just list the facts. They list titles and years and job descriptions. Ho-hum. Youve seen one boring resume, youve seen them all.He continued, Prove that youre a great coach on paper as best as you can. Tell me that you coached 3 collegiate linemen in one year, that you helped six kids get scholarships in just two years, what programs you started to help improve the GPA of your team, what the numbers were when you took over, and how you improved those while you were there. Dont just show me a win-loss record. Show me what the winning percentage was beforeyou got thereand what it was when you were there.Most collegiate athletic directors understand they are likely going to receive several resumes from a number of highly qualified candidates from an Xs and Os standpoint, saysKevin Buisman, Director of Athletics at Minnesota State University, Mankato.What separates candidates at the collegiate level is the ability to demonstrate success beyond the coaching aspect of the job, says Buisman. Does the resume showcase their ability to fundraise, work within a budget, and handle alumni relations and PR for the program? Can they s ell the program to recruits and generate fan interest? Have they demonstrated they can hire the right assistant coaches and round out their staff?At the college level, there are little nuances within each division that college coaching candidates need to account for recruiting scholarship players at the Division I level versus non-scholarship players at Division III, public versus private institutions, schools with a religious affiliation. Do you have direct experience, or can you highlight values that show you are fit to work in this type of environment?And dont be shy. This is your one and only chance to brag.Youve only got 30 seconds with that resume in front of an Athletic Director, maybe up to a minute, adds Fore. Brag about yourself early and often. Make your career jump off that paper by using real stats, facts, and figures that make the person reading it say I need to talk with this guy.Human Resources and the Applicant Tracking ordnungsprinzipIt all goes through HR and a ce ntralized application process that requires pre-screening to enaya candidates meet the extremum qualifications, says Buisman. Its not like the old days when an administrative assistant would keep a box with all the resumes in it, and the search committee would get together and pass around resumes and talk about candidates.In todays world, and especially at the collegiate level, coaching resumes are typically submitted via an applicant tracking system(ATS) that is pre-set with criteria and qualifications for each coaching position. Each college or human resources department can determine what criteria must be met in order to get to the next step in the review process.HR departments protect the university from potential violations of institution, state, and federal laws, says Jim Fallis, Deputy Director of the National Wrestling Coaches Association and the former Athletic Director at the University of Northern Colorado and Northern Arizona State University.So typically, HR will want t he department to provide a job description that list the minimum qualifications for the job, added Fallis, who was also the head wrestling coach at Lake Superior State University before moving into athletic administration. The initial task of the search committee is to determine that those considered have the minimum qualifications. Having served on numerous search committees and going thru literally hundreds of resumes and applications, you figure out in a hurry how to match the applicants skills to the minimum qualifications.Fallis advice to college coaching candidates?Read the job description and make sure your experience matches the minimum qualifications, and that that information is easy to find on your resume, adds Fallis. I would literally have a list of the minimum qualifications and go through a resume to first and foremost match up minimum qualifications. If I could not match all those up the candidate did not make it through the first cut.Generate your custom report base d on ATS matching algorithms belowOnce its determined which candidates have met the prescreening qualifications, search committee members can log-in to the applicant tracking system and review applications at their leisure.Resume writing tips for assistant coachesIf youre applying for an assistant college or high school position, be sure the resume highlights ways you can make an impact in the things most important to running an entire program. In college, showcase recruiting success, how youve made an impact with certain positions/players, highlight organizational and administrative skills.Office work is a part of the game. Coaches want assistants who can fill in and add value in areas where the head coach is not as proficient. Again, look for examples of what is required of the assistant in the job description and showcase where you have made an impact in those areas. Dont try and wow with a won-loss record alone.Many head coaches at the college and high school level run their wre stling program like a business, I recently wrote in an article How to Write a Wrestling Coaching Resume. The head coach is the CEO, and the assistant coaches and support staff are the vice president, directors, and sale staff. Any good business also needs someone who can complete the administrative tasks necessary to run a program.If Im looking at a candidate and they cant help out with office work, if they cant communicate with athletes, parents, and administrators, they just arent going to be a competitive candidate at many schools, says Mike Clayton, Manager of the National Coaches Education Program for USA Wrestling and a former DI assistant and DIII head coach.In high school, assistant coaches should also showcase how they can add value to the program. Perhaps the head basketball coach is an offensive guru, but needs an assistant who can improve the defense. Or, a second assistant is needed to work with the booster club, organize schedules, practice times, travel, and fundraisi ng all aspects important to a high school program that an assistant can take on to let the head coach coach.Showcase examples or results from your past on your resume that demonstrate how you can fill those gaps.How to write a high school coaching resumeJerry Concannon is the owner and director of QuickSkills Soccer, a Pittsburgh-based soccer program providing instructional training and products for developing soccer players. Concannon is also a former assistant coach with the Duquesne University mens soccer team and played Division I soccer at Marquette University. He holds coaching certifications from the United States Soccer Federation and the National Soccer Coaches Association of America, and is a Pennsylvania West coaching education and license instructor who hires coaches that are certified and nationally licensed.Concannon offers these resume writing tips for high school coaching candidatesSummaryOpen with a brief summary statement outlining interest in the position, but ne ver use the word I. Instead, write something like this insteadHigh-energy coach with 6+ years of experience leading varsity soccer programs to success on and off the field seeking opportunity as head coach at Central High School.ProfileFollow with a professional experience category featuring 4-6 bullet points outlining your biggest accomplishments that most closely align with the specific coaching position youre applying to.This comes back to reading the job description and understanding specific needs. Highlight coaching certifications, leadership, off-the-field successes (academics), and program development, not just winning or won-loss record. Consider adding any coaching awards or honors in to a profile section.ExperienceAfter a summary and profile, list your coaching experience in reverse chronological order most recent to oldest. In the experience section, again, focus on bullet points of successes. Include information on how you increased numbers, improved certain aspects wi thin the team or program, and successes, backed by examples of those successes.When reviewing various experiences, Concannon looks for coaching experience in the age group or at the level the candidate would be coaching.Do they have time working with players of that age and/or gender? says Concannon. In addition, can they provide some situational experiences that they may have dealing with certain situations that have come up in their career? For example, can the candidate share an anecdotal story in an interview setting about how they dealt with a situation such as playing time, an upset parent? Id also like to know how the candidate approaches disciplining an athlete in certain situations.Education and TrainingAfter experience, list coaching certifications and training, along with educational information. Coaching certifications are important. My perception of coaches who do not pursue coaching certifications is that they are not willing to develop themselves, or worse, they alrea dy think they know it all, says Concannon. Coaching is a lifelong learning process, and the pursuit of coaching education demonstrates both a level of professionalism as well as a willingness to learn to improve the experience of the athletes.Coaching PhilosophyIncluding a brief section on your coaching philosophy for that level can also help share more about your as a coaching candidate, says Concannon. This tells me if they align with the organizations principles and provides some insight on the candidates overall approach to coaching.Playing ExperienceListing a brief section about your past playing experience can also be valuable, however, dont let playing experience take over whats most important Showing value as a coach.Playing experience is likely a more significant factor for younger coaches trying to build their coaching career, says Concannon. Over time, the coaching experience can overtake playing experience in terms of a main factor in getting a job.Additional Information At the end of the resume, try and add some info about soft skills (interpersonal/communication), unique attributes (matching what is requested in the job description if possible), and/or experiences that help you stand out as a candidate.Coaching is a job that requires an ability to establish rapport and motivate athletes, so it requires solid interpersonal skills and an ability to relate to people, says Concannon.Coaching resumes for youth sportsThe best coaching resumes for youth sports coaching positions are those that demonstrate both coaching experience and coaching certifications for the age group of the coaching position, says Concannon. In other words, does the candidate have experience with a large range of ages and genders? Has the candidate coached 6-year-olds and 18-year-olds? Coaching 6-year-olds teaches one to be concise in communication and flexible in approach. These are qualities that would help at any level of coaching, says Concannon.Proofread the resumeSpelling a nd grammar mistakes happen. Proofread the resume several times to avoid any mistakes if at all possible.Read it in different ways to catch errors your brain might be glossing over. Read the resume from bottom to top. Increase the size of the document on your computer to 150% to make the font bigger and easier to read. Print it out and read it. Write it one day, read it over the next.Also, make sure you update each and every resume for the specific job. Fore has reviewed several resumes where the candidate listed the wrong school on the resume or application package. Dont put in the hard work only to see it all for naught because its littered with errors. The little things are important as a coach and in writing a resume.At the interview Supplemental materials make an impactBuisman says leaving behind supplemental material such as program vision, a student-athlete handbook created by the candidate, documents outlining the candidates plan for the first 90 days, six months, or first ye ar on the job, or a program philosophy or mission statement, can help candidates stand out.Once youre on campus, its an extended chance to share your vision for the program, to sell yourself and continue to tell your story, says Buisman.Remember, a resume alone wont get you job. But the goal of the resume is to get an interview and get your foot in the door. To get the interview, follow these tips the next time you write a sports coaching resume.Matt Krumrie has 15 years of resume writing experience and helps professionals at all levels, and in all professions including coaches create resumes that help them stand out and get noticed.

Call Center Key Performance Indicators (KPI)

Call Center Key Performance Indicators (KPI)Call Center Key Performance Indicators (KPI)Call centers have their own set ofKey Performance Indicators(KPI) that managers can use to determine the success of their operations. Below we will review the common call center KPI. Remember, though, that the key management issue is not what these numbers are, but ratherwhat you do with them. Call Center KPI There are many KPI that a call center can manage. Listed below are some of the common ones, with short descriptions. There are longer explanations further down. More business terms are defined in theBusiness Management Glossary. Time to AnswerHow long does it take for an werber to answer an incoming call?Abandon RateWhat percentage of the calls are lost before they can be answered?Call handhabung TimeHow long does it take the agent to complete the call?First Call ResolutionWhat percentage of calls can be resolved in a single call?Transfer RateWhat percentage of calls have to be transferre d to someone else to complete?Idle TimeHow much time does an agent spend after the completion of a call to finish the business from that call? Hold TimeHow much time does the agent keep the caller on hold during the call? Call Center Agent KPI In addition to the metrics above, which can be accurately measured by an Automatic Call Distributor (ACD) phone systems, manycall centersuseQuality Monitoring programsto measure agent wertzuwachs against less objective metrics such as the following. Phone EtiquetteHow did the caller or the observer rate the agents behavior or the call?Knowledge and ProfessionalismHow did the caller or the observer rate the agents knowledge of the product or service being offered or the procedures to follow to resolve the callers issue?Adherence to ProceduresHow well did the observer determine the agent did in following the script if there is one, or other procedures specified by the company for handling calls and callers? Call Center KPI Descriptions T ime to AnswerThis is a measurement, usually expressed in seconds, of the time from when a call is received until it is answered by an agent. It is a measure of the call center performance rather than of the agent performance. It does, however, depend on call center agents being available to answer calls when they are scheduled to do so. Thismetricis closely timed to Abandon Rate.Abandon RateThis is a measurement, expressed as a percentage, of the number of callers who disconnect, or are disconnected, before they reach an agent who answers their call. This is a measure of call center performance rather than agent performance. However, it is related to Call Handling Time. Call Handling TimeThis is a measurement, usually expressed in seconds, of the time an agent is on the call with the caller. This call handling time will vary from call to call depending on the nature and complexity of the callers issue. As a result, the call handling time of an agent on any one call is not a good met ric. It is important to average the call handling time over a number of calls to get an accurate assessment of the agents performance. Average call handling time is also a metric for the call center as a whole and for individual teams within the call center. First Call Resolution (FCR)This is a measurement, expressed as a percentage, of the number of calls that are resolved during that call and do not require either the customer to call back or an agent to make an outgoing call to the caller with additional information. This is indirectly a measurement of agent performance. The better the agent is the higher their individual FCR will be, but it is not an exact measurement because the resolution of the call may require action by someone other than the agent, such as a supervisor or another department. FCR is difficult to accurately measure and should be evaluated with care. Transfer RateIn addition to First Call Resolution, some calls centers also measure transfer rate. This is a mea surement, expressed as a percentage, of the number of calls that the agent has to transfer to someone else to complete. This might be to a supervisor or to another department. The reason for the transfer could be the fault of the agent, a request by the caller, or an incorrect routing of the incoming call.Idle TimeThis is a measurement, usually expressed in seconds, of the time an agent spends completing to work on a call after the caller has hung up. For example, it may be the time it takes the agent to put requested material into an envelope and mail it to the caller. Some call centers require agents to handle such issues while the caller waits on the phone. This will result in a lower idle time value, but a higher Call Handling Time. Hold TimeThis is a measurement, usually expressed in seconds, of the time an agent keeps a caller on hold during a call. It may be the time needed to look something up or to talk to someone else to find an answer to the callers issue. Many call cente rs also specify a maximum length of time a caller may be kept on hold without the agent checking back with the caller.Phone EtiquetteThis is a measurement, expressed as a percentage, of the quality of the agents etiquette during the call. It normally consists of a number of factors, sometimes weighted, that are checked off by a quality monitor listening to the call. The more factors that are checked off, the higher the agents score. These include items such as greeted the customer by name, spoke in a clear, calm voice, and repeated callers issue to verify understanding. Knowledge and ProfessionalismThis is a measurement, expressed as a percentage, of the quality of the agents knowledge during the call. This could be product knowledge in a sales call center or procedure knowledge in a customer service call center.Adherence to ProceduresThis is a measurement, expressed as a percentage, of how well the agent followed company procedures during the call. In a sales call center, there may be a script the agent needs to follow. Other procedures specify how to greet the caller, how to terminate the call, when to transfer a call, how to respond to irate callers, etc.

No, you cant actually gain weight from one day of overeating

No, you cant actually gain weight from one day of overeatingNo, you cant actually gain weight from one day of overeatingMany people complain that they gain weight around the holidays, but youll be happy to know that you cant really gain weight from a single meal or day of overeating. If youre typically consuming an average of 2,000 calories per day, which is what most mildly activetwenty-somethings should consume dailyto maintain their current weight, you would have to eat3,500 additional caloriesthat day to gain just one pound of fat.To give you a better sense of what 3,500 calories looks like in food form, consider this. Youcould eatyour regular diet plus three glasses of wine (350 calories), two chicken wings (110 calories), some onion rings (340 calories), a portion of chips and queso (290 calories), a loaded burger (860 calories) and a slice of The CheesecakeFactorys OG cheesecake (830 calories) and still have 720 calories to spare before you could potentially gain only one poun d. Thatsa lot of food. Most of us would probably feel sick before wed be able to put down that amount of food in one sitting, even on Thanksgiving.If you do step on the scale following Thanksgiving Day and notice that the number went up, dont freak. The excess weight that you see is likely just water weight. Most high-calorie foods are also high in sodium and one of sodiums jobs is to help your body regulate its fluid balanceby retaining water. So when you eat a lot of sodium in one sitting, your body retains excess water, which causes you to bloat and may temporarilyadd a few extra pounds(even as much as five) to your regular body weight. But this bloating isnt permanent and itll likely go down over the next couple of days, along with that number on the scale.While peopletypically thinkthat they gain an average of five to 10 pounds over the holiday period that runs from Thanksgiving to New Years Day, that is untrue for most folks. A study published in theNew England Journal of Medi cinefound that the average weight that people gain during the winter holidays isjust one pound. And this happens over the course of six weeks, not from one meal or day of overeating. Less than10 percentof the studys participants actually gained more than five pounds between Thanksgiving and New Years Day.So when that turkey dinner roles around, indulge without guilt knowing that itll take more than just one splurge for you to see a difference in your body. And dont let this one indulgence derail you from your pursuit of a healthier lifestyle, either. Just getback on trackthe next day and youll be good to go.Thisarticlewas originally published onSwirled.comin the Thrive section, which covers valuablecareer and personal finance contentfor Millennials.

Multiple Layoffs Raise Sales Pros Game

Multiple Layoffs Raise Sales Pros GameMultiple Layoffs Raise Sales Pros GameFive layoffs in 15 years taught this SalesLadder member to ride the employment rollercoaster without losing his cool.When Bruce was laid off from his IT sales job last July, his first thought was, Here I go again.The layoff marked Bruces fifth one in the past 15 years.Ive been down this path too many times over the last several years, said the Texas salesman, who asked that Ladders not use his full name. Bruce said the twists and turns have taught him realism about the travails sales professionals have endured as the economy and entrepreneurial environments have fluctuated.Ive worked for startups, which tend to be more volatile. Little companies tend to get sold, and then you are starting all over again, Bruce said. He cited acquaintances whove also been affected by startup churn. They are all good salespeople, yet theyve been through the same things.Bruce, whose previous job was with a company that sold au tomated document processing systems, knew he was looking at a three- to six-month job search.At my age and in this economy, I couldnt expect it to be any sooner, the 50-something said.Methods for successTo tough it out in a rough job market, Bruce returned to the disciplined plan of attack he used in previous searches.Being laid off can affect you emotionally, especially two or three months into the job search, when nothing is happening, he said. You might get depressed at that point, and want to stop looking. But I didnt I knew what to expect.Bruces search took him five months. He chalks up his ultimate success to a big dose of networking along with a clear idea of the location and font of job that would suit him.First of all, he did not want to leave Texas and was pretty sure he wouldnt have to. Everyone needs a sales rep in Texas, he said.Im a generalist in terms of sales, he explained. I like IT sales, but I stay away from commodity products. You can be selling the best mousetra p in the world, but if a company can put off buying that mousetrap because its not budgeted for the project until 2012, you wont have a lot of success. I want to sell something they can buy today and have a great ROI in 12 months or less.After his latest job ended, Bruce wasted no time submitting applications for jobs he saw on SalesLadder.I started on Day One, using Ladders and other job sites, he said. But my primary focus was networking with people I knew. I wanted everyone I knew to know I was looking, and solicit their help.His mission, he said, was twofold when communicating with recruiters to forge relationships with them and help connect them to people in his own network.When I spoke to headhunters and recruiters, I offered to help them. If we talked about a job that wasnt a good fit for me, I would recommend someone I knew who would be a good candidate, he said.Bruces networking paid off when a former boss, with whom he had an ongoing relationship, called him with a job off er.He knew my strengths, my weaknesses and he trusts me, Bruce said.But it wasnt just the relationship that won him the job.I had already done my homework on his employer, and when I first contacted him about my layoff, I was able to send him a sharp e-mail, talking about the value of the product they sell. When we did eventually talk, I was up to speed, and I understood the value of this product to customers. He remembered those things when a job eventually opened up. He might have called me anyway, but he knew I knew how to sell this product.Thinking about his most successful networking strategies, Bruce stresses that making contact with potential employers by phone is important.Phone calls are the best, he said. E-mails get the word out quickly, but you need to make more personal contact with people. Even if its just to say, Im going to send you my resume, they will look out for you. If I had a connection to the company, whether I had done business with them or worked for them, I would call.In the current economic climate, Bruce said, theres no shame in letting everyone you know that youve been laid off and are looking for a new job.I want everyone to know by the end of the first day that Im job hunting, and that I will help them, too. Send out e-mails, make phone calls and network with every peer, former manager and recruiter that you know.

Why You Should Choose a Career in Sales

Why You Should Choose a Career in schlussverkaufWhy You Should Choose a Career in SalesAuthor and motivational speakerBrian Tracy described sales as the ultimate default career. By that, he meant that many people get into sales because they cant find any other job that pays them what they need. Yet, while some of the top sales professionals in the world will admit they had no intention of getting into or staying in the sales industries, most wouldnt change their decision to stay. There are several reasons why you should choose a career in sales instead of being a salesperson until something else opens up. Earning Potential of a Sales Career There are very few careers that offer the income potential that sales careers offer. While not all sales careers offer unlimited income potential, many do. In sales, your income is based on your performance. Yes, there will be quotas and activity expectations, but therewill also be rewards. Rewards include commission checks, quarterly and annu al bonuses, trips, prizes, and a slew of other incentives. Those who hire sales professionals hire them to increase their revenues. Without sales, their doors will soon be closed, so employers are willing to do what it takes to get their sales teams motivated- that motivation usually comes in the form of income. The Flexibility of a Career in Sales Many outside sales positions come with the benefit of a flexible schedule. While the amount of flexibility ranges from job to job, most allowsales professionals to set their daily schedules, as long as specified activity and training levels are met. For sales professionals who dont abuse this freedom and who use their work hours for business-generating purposes, the resulting rewards are tremendous. When coupled with the ability to take a mental break during the day or to run a quick personal errand, sales careers and the associated flexibility become highly desirable positions. If you were to offer a successful salesperson a full-tim e desk job, youd probably have your offer rejected. Why? Once youve enjoyed the freedom of setting your daily schedule, it is very difficultto do any job that has the time and location expectations that most office or desk jobs demand. Job Security The more valuable you make yourself to your employer, the less likely you are to be fired, replaced, or laid off. However, if the economy turns, the industry you work in takes a hit, or if the owners of the company decide to sell the business or simply retire, your value decreases significantly. The saatkorn can be said about sales professionals. The difference is that successful salespeople are usually the last to be cut from dying businesses because cutting sales means cutting revenue, which is not a good plan for a business trying to remain viable. The other waysales create job security is through demand for experienced and prove salespeople. Every business that sells a product or service needs effective salespeople to drive their revenues. If you are good in sales, you have tremendous market value. Competition in Sales People like to win and to feel as if their work makes a difference. There is nothing like the feeling of closing a big deal that puts a substantial bonus in your wallet and also helps secure the jobs of beistand and administrative staff. Knowing that your efforts beat out your competition and helped your customer solve a business issue can be more rewarding than the income earned. While the emotional rewards range drastically from sales job to sales job, and not all sales positions are rewarding at all, the thrill of your victories, the income rewards, the flexibility associated with sales, and the fact that you are creating and securing employment for others, makes choosing acareer in sales a very attractive option worth considering.

Top Resume Cover Letter Template Free Reviews!

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How do I ask for a pay rise

How do I ask for a pay rise How Do I Ask For A Pay Rise?Posted September 10, 2013, by Career FAQs team I havent had a salary increase in over two years and I think its time to ask. Whats the best way to approach a pay rise? Paul, 27, marketing coordinator Talking about money and asking for a pay rise can be nerve-racking. Its important that you dont go into it like a bull at a gate you need to give yourself plenty of time to prepare and think through your approach, as well as do your research. The following steps will assist you Follow company procedure Find out what the process is for granting pay rises at your workplace and make sure you follow the proper procedure. If standard practice is for pay rises to occur at a particular time of year, it may be difficult and inadvisable to ask outside of this time. Know what youre worth Find out if your current salary is below the market rate for your level. Speak to relevant industry bodies, review salary data for similar positions and explore job websites to see what comparable positions are worth. Also talk to colleagues and friends who work in your industry to see what they think. Prepare your case Your request for a pay rise should be evidence-based. departure by reviewing your job description, reflect on your performance, and document any additional tasks, achievements, or when you have exceeded expectations. Check out these tips on negotiating your salary like a pro. Timing is critical This is not a conversation to be had by the photocopier You need to be the consummate professional, so send your boss a request for a meeting and let him/her know why you want to meet. I recommend referring to the meeting as a salary review. Prior to the meeting, provide them with a summary document outlining the reasons for your requested pay rise this will give your boss a chance to review and reflect beforehand. At the meeting Make sure you take your documentation with you and stay focused on the facts. Be prepared for yo ur boss to ask what pay rise you are expecting and why you feel this is justified. Avoid getting emotional and never talk about needing money for personal reasons, such as buying a house or needing a new car. Stay calm and professional, and never give an ultimatum such as threatening to quit unless you get a pay rise. Be prepared for NO If the answer is no, listen to the reasons why and find out if theres anything you can do to improve your chances. Its also fine to ask when would be an appropriate time to re-visit the discussion. This is also a good opportunity to ask for things that are more likely to receive a positive response, such as opportunities for professional development. Remember that pay rises are not only determined by your performance, but also by how well the geschftlicher umgang is doing financially. Sometimes you just have to be a little patient, but if you dont get the result you are seeking and you dont feel hope for a pay rise in the future, it may very well b e time to start looking for a new position. Jo Messer is a Career Development Specialist who has many years of experience in supporting and guiding students and graduates of some of Australias most respected universities, as well as mature-aged clients, across all facets of their career. She is a Professional Member of CDAA and an active member of NAGCAS. Whether you have a specific question about how to achieve your career goal or something more general, Jo is available to provide you with up-to-date advice. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searcheshighest paying jobs in australiahow to ask your employer to pay for your mbahigh paying jobs australia no experiencehow to ask for a day off on short noticeasking for a pay rise CoursesBachelor of Social WorkEnquire zugnglich En quire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineCareer FAQs teamRelated ArticlesBrowse moreMedicalScienceCity doctors the push to go bushA new national program will encourage city doctors to work in rural areas to expand their skills and give remote doctors a break.High schoolWork experienceHow to get work experience at a magazineIf youve ever envisioned yourself as Anne Hathaways character in The Devil Wears Prada, you probably already know that a position in the glossy magazine industry is a job a million girls (and a few boys) would kill for.EngineeringWORKFORCE TRENDSEngineers Rebels with a causeLike a tall, dark and handsome stranger, engineering is often considered the mysterious outsider in the room full of Average Joes.