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$750
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This course, Comprehensive Salary Negotiation Strategies for Client Career Success is meant to arm career professionals at any level to help clients to negotiate smarter and with more success. It will cover topics such as creating and protecting leverage, dealing with salary questions on online applications and during the interview, working with recruiters, analyzing an offer and conducting a successful negotiation. Tips for negotiation in special circumstances are provided. You have 75 days to complete the requirements.

Successful completion of this course is a pre-requisite to the certification. Once the instructor approves your work on the course, you will receive a certificate with 20 continuing education hours. Subsequent to a successful conversation with the instructor who will explore your knowledge and application of the negotiation principles, you will be issued the certification from Career Planning Academy.

Your Instructor: Karen James Chopra
Karen James Chopra, LPC, MCC, NCC, CCC is the founder of Chopra Consulting for Consultants (www.KarenChopraConsulting.com), which helps therapists, counselors, coaches and other consultants create thriving businesses.  She also has a well-established career counseling private practice in Washington, D.C. (www.ChopraCareers.com), and has helped hundreds of clients with career exploration, job search and career management.  A former U.S. Government trade negotiator, she is the author of Coaching Career Clients on Salary and Other Workplace Negotiations and numerous other articles on the business and practice of career counseling. MCDA has honored her with both their Outstanding Career Practitioner and Lifetime Achievement awards. She received her M.A. in Community Counseling from the George Washington University, and her B.A. from the University of Virginia.   She also has a master’s degree from Georgetown University’s School of Foreign Service.

LEARNING OBJECTIVES

At the end of this course you will be able to:
Describe current labor market conditions and current wage gaps for women and minorities.
Articulate how better negotiating skills can help clients overcome systemic wage inequities.
Describe how common mental biases, especially anchoring and implicit bias, affect workplace negotiations.
Explain how emotional activation can limit the ability to negotiate effectively.
Define leverage and name at least two ways to create and protect leverage.
Identify when clients possess maximum leverage in a salary negotiation.  
Identify at least three online resources of salary data.
Describe the process for asking contacts about salary information.
Explain the protocol of every interview.
Describe the “salary dodge three-step” process for dodging salary questions.
Identify at least two other ways to handle salary questions in an interview.
Identify two  ways to handle salary questions in online forms.
Describe how to determine the salary range that should be listed in an online application.
Describe the differences between types of recruiters.
Explain when a client should share salary requirements with a recruiter.
Know what clients should say when an offer is received.
Understand the concept of “pocketabilty” and when to use it.
Describe the process for evaluating a job offer.
Articulate the reasons that clients should not negotiate via email or voicemail.
Describe the process of negotiating a job offer with an employer.
Explain the importance of getting every offer in writing.
Describe the employer perspective on salary negotiations.
Identify at least three items that employers can offer besides salary.
List the types of questions that employers cannot ask in an interview.
Describe ways to handle illegal interview questions.
Describe the sources of leverage an employee has after accepting a job offer.
Explain how to apply salary negotiation concepts to other workplace negotiations.