How to Defend Your Value in a Shifting Job Market

Four days have passed since my final interview. I know it went well. Regardless, I've been sitting on pins and needles all weekend.

Emma, my recruiter, asked for feedback on my experience working with her.

Why is she asking before I know whether I'm the chosen one?

"It went well," I tell her. She thanks me for honest feedback. Then pumps me up with four final words – feedback is trending positive!

Recruiters can't shout, "It's yours!" from the hilltops. They must be subtle.

Over the weekend, I watched three college basketball games, it's tournament time. I burned up nervousness at the gym, walked my dog eight times, and held tight to a pile of overdue bills.

Monday goes by without a call or email. I'm exhausted. I lost enough sleep this weekend to consider taking a Benadryl before bedtime tonight.

It's 10:13 a.m. when Emma's email arrives in my Gmail.

Hi John,

Happy Tuesday! I have all the details this morning – let me know when you'd be available to chat. Thx, Emma.

When Excitement Turns into Negotiation 101

"Congratulations! We'd like to make you an offer," I feel warmness in her voice.

"Yes," flies out before I can hold it in.

"Wait," Emma said. "Market dynamics have shifted since this role was approved."

I muzzle my mouth to keep more words from escaping.

"The Hiring Manager had to push to keep this position from being retracted," Emma said. "We can't offer the $120,000 previously discussed."

She doesn't know that I'm merely a funnel. The money enters my accounts and disappears soon after to creditors and lenders.

"You still there?" Emma asks breaking our silence.

"I am."

"We can offer $95,000. Plus, a $5,000 increase to your signing bonus. That's $10,000."

My teeth sink into my cheeks to contain my disappointment.

How Underrepresented Professionals Are Shortchanged

Black Americans, Hispanic Americans, Native Americans and other people of color are more likely to experience – a rug pull.

The practice of guiding them to the lower end of an acceptable pay range.

History shows we're less likely to pushback and demand our value.

Many face the stark reality of their skills and talents being less respected and valued throughout the hiring process.

More importantly, unless a candidate demonstrates a track record for results delivered, related to the key performance indicators (KPIs) that they will be evaluated against with a new employer, a firm "no" will meet demands for what you deserve.

In my own employment history, I've experienced the rug pull. The exact employer shall go unnamed.

Walking away from an offer is no easy feat after sinking the time and energy it takes to shine during four, sometimes five or six interviews.

The Simple Truth Stephen A. Smith Lives By

Stephen A. Smith is the most famous alumni from my high school, Thomas A. Edison Career and Technical Education HS in Queens, New York.

His endless stream of "hot takes" irritates me like most others. Yet, there's something Smith speaks to regularly which resonates with me.

Knowing your value and demanding it!

His recently signed five-year deal with ESPN for a reported $100 million validates his dedication to living by those words.

"Let's be clear," as Smith enjoys saying, his KPIs are clearer than most.

The ratings for First Take and NBA Countdown are either going up or down.

In today's streaming dominated world, it's also easy to see if viewers are watching more or less.

Besides sales professionals who are either making their sales targets or missing, the rest of the corporate soldiers seem to find it more difficult to directly link their responsibilities and achievements to sales and revenues.

Building Your Negotiation Power

There's an art to positioning for future negotiations. It begins with mastering three key steps in your current role.

• Key #1: Know what results decision makers need from you.
• Key #2: Align KPIs with what matters most to your manager.
• Key #3: Decline busy work unless the ask comes from leadership.

Another less obvious skill is crafting clear performance goals.

Too many performance goals take on a fuzzy, all-encompassing tone. This negatively impacts your ability to show your achievement of clear results.

Also, don't underestimate the importance and power of composing SMART (specific, measurable, achieveable, relevant, time-bound) goals.

Ample resources exist to gain competency in drafting SMART goals and it pays to spend time collaborating on these goals with your manager, well before the deadline to submit performance goals.

Thriving when negotiations take an unexpected turn requires being overly prepared to speak eloquently and precisely on the results you achieved with every initiative, project, and program under your direct ownership.

Failing to deliver the message will ensure taking what they offer. ■