Washington State University Career Guide - Flipbook - Page 40
Career & Resume Guide
for Cougs, 2024 Edition
Always relate your answers to your future responsibilities and the organization’s policies. Give
concrete examples from your past activities as illustrations of your qualifications. Never answer with a
simple “yes” or “no”. Substantiate your answers whenever possible.
Your points must be:
• Clear to enable the employer to understand what you are trying to say.
• Relevant to enable the employer to determine your strengths for the particular job.
• Adequate to enable the employer to have sufficient information to make a good decision.
AFTER THE INTERVIEW
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Express your sincere thanks for the opportunity to interview
Send a thank you card or email within 24 hours of the interview. Be sure to mention a specific part of
the interview that you enjoyed or learned something.
Contact the interviewer to receive feedback.
Reflect and assess how you think the interview went and what you can improve upon:
o What questions were asked?
o What responses of mine seemed to interest the interviewer?
o How well did I present my knowledge, skills, abilities, and experiences?
o What did I forget to say?
SALARY NEGOTIATIONS
How to get from what they offer to what you want! First, let’s understand the process! There are two different
philosophies regarding salary negotiation, and they impact how you move forward with negotiations.
“FIRST OFFER, BEST OFFER”
¤ Fair Offer Upfront: Some companies do indeed offer what they consider a fair and competitive
salary upfront, based on their understanding of market rates and the position’s value. They aim to
avoid the back-and-forth of negotiations, believing that this approach saves time and reduces the
risk of undervaluing or underpaying a candidate.
¤ No Negotiation Expected: In this model, companies may be transparent about offering their best
possible compensation from the start, signaling that salary negotiation isn’t built into their
process. This could be driven by a desire to foster fairness and equality across employees with
similar qualifications and roles.
“NEGOTIATION IS OK AND EXPECTED”
¤ Salary Negotiation is Expected: In many industries and organizations, salary negotiation is still a
common part of the hiring process. Companies that follow this approach often expect candidates
to negotiate, and this may be seen as a demonstration of their confidence, communication skills,
and understanding of their own value.
¤ Company Culture: In organizations with a negotiation-driven culture, the ability to negotiate could
reflect not just on the salary itself but also on how well the candidate handles conversations
around value, compromise, and assertiveness. It may be particularly true for roles in fields like
40 | Career & Resume Guide for Cougs, 2024 Edition
