A commonly cited Hewlett-Packard study on internal hiring practices found that men often apply for a job when they meet 60% of the qualifications, but women apply only if they meet 100% of them. This finding implies that women subconsciously believe that if they don’t meet the job criteria exactly, they’re not suitable for the position and they won’t be considered. Because of this self-doubt, they don’t throw their hat into the ring.
\nChanging this belief takes conscious effort. If a position resonates with their capabilities and experience, women should focus on the mindset that they’re entirely capable of doing the work and then prove their merit during the interview process. [Need an interview refresher? Check out our complete guide to a successful job interview.]
\n\n \n\n\nFight for a mindset of equality as reality
\nA study conducted by the Pew Research Center found that in 2020, women earned 84% of what men earned based on an analysis of the median hourly wage for both part-time and full-time work. Similarly, a 2020 U.S. Census Bureau study that analyzed full-time wage data found that women earned 83% of what men earned.
\n![\"Median](\"https://images.vaylees.com/app/uploads/2019/04/17053304/Gender-wage-gap-in-2020-based-on-median-hourly-wages-for-part-time-and-full-time-work.png\")
\nMany women have felt the effects of the gender gap during their careers, whether through a pay dispute, a lost promotion or snide comments from co-workers. Even if your work environment champions equality, it’s not uncommon to encounter people who have faced some kind of discrimination, subtle or not, because of their gender. [Make sure you know how to recognize and report workplace harassment if it does occur.]
\nEven though we’re faced with the reality of gender inequality on the news, on social media and through personal experience, one expert says women should remain steadfast and optimistic. Paula Stephenson, director of marketing at Smoke’s Poutinerie, says if women want to be viewed as equal in the workplace, they must stand their ground and demand the respect they deserve – and it starts by behaving as if the gap has been closed. “I have noticed that if you act like there’s equality in the workplace, then there will be,” Stephenson said.
\nThat’s not to say people should pretend inequality doesn’t exist. Acknowledging the need for change is essential, but our actions and attitudes in the workplace are critical. Encourage yourself and others, and don’t let perceived detriments rule the day.
\n“Being a working mom in the corporate world is a daily challenge,” said Mayra Attuy, a marketing executive. Despite the struggle to find a positive work-life balance, she considers her proudest professional moment to be when she returned from maternity leave. She believes her simultaneous personal and career success has made her a stronger marketer.
\nWomen should embrace their natural leadership styles
\nFor women entering the workforce, Attuy recommended leading by example while being open, supportive and collaborative. Look for, bond with, and become a mentor and role model for other women. Advancements such as the #MeToo movement have ignited discussions, but there are still many barriers to overcome.
\nWhile every individual is different, attributes typically assigned to women can be significant differentiators as leadership qualities in the workplace. Women can help others set goals and attain them, emphasize teamwork, and invest time in training, mentoring and personal development.
\nEmily He, former chief marketing officer at Saba Software and now corporate vice president of business applications marketing at Microsoft, discovered that women are driven more by intrinsic motivations about work than by what their jobs or employers demand from them.
\n“In contrast to men, who tend to be career-centric and want to maximize their financial return from work, women view work more holistically, as a component of their overall life plan,” He said. “Therefore, they’re more likely to approach their careers in a self-reflective way and value factors such as meaning, purpose, connection with co-workers and work-life integration.”
\nPositive workplace culture shifts, including improved employee retention and better cooperation, can occur when women bring these intrinsic strengths to their teams and businesses. Most important, the next generation of leaders of all genders can move forward with enlightened perspectives.
\nAs people work toward gender equality in their workplaces, the gender gap will close over time. Companies have a better chance of thriving when they incorporate various leadership styles, including what’s seen as traditionally feminine or masculine.
\n“The big challenge is to keep our perspectives top of mind in conversations at the corporate level, and also among family and friends, so the mindset shift can happen,” Attuy said. “Be resilient that change will come.”
\nTip: Business leaders of all genders can help promote equality in the workplace. If you’re interested in bringing change, follow these tips to close the gender gap in the workplace and create an inclusive workplace culture.
\nWomen in leadership statistics
\n![\"Fortune](\"https://images.vaylees.com/app/uploads/2019/04/17053838/Representation-of-women-as-Fortune-500-CEOs-in-2022-and-the-progress-over-time.png\")
\nDespite small gains in recent years, statistics on women in leadership roles show that the gender gap remains. As of 2022, only 8.2% of Fortune 500 CEOs (41 CEOs) were women, although that’s a significant improvement from the zero female Fortune 500 CEOs in 1995, according to Zippia.
\n![\"Senior](\"https://images.vaylees.com/app/uploads/2019/04/17053949/Representation-of-women-in-U.S.-senior-management-positions-in-December-2021-and-the-increase-from-2016.png\")
\nAs of December 2021, women accounted for 35% of U.S. senior management positions in the United States – a 4% increase from 2016, but still far from 50%.
\n![\"Masters](\"https://images.vaylees.com/app/uploads/2019/04/17051916/Difference-in-the-number-of-masters-degrees-earned-by-women-and-men-in-the-United-States-between-2020-and-2021.png\")
\nEducational statistics, too, point to a considerable gap. Between 2020 and 2021 in the United States, 505,000 women earned master’s degrees, compared with 327,000 men. Moreover, women with master’s degrees earned, on average, 38% less than men with the same qualifications – $72,568 for women, compared with $117,617 for men.
\n![\"Gender](\"https://images.vaylees.com/app/uploads/2019/04/17052337/Gender-wage-gap-for-individuals-with-masters-degrees.png\")
\n\n\n \n\n\n![\"Women](\"https://images.vaylees.com/app/uploads/2019/04/17054056/Trend-of-women-earning-more-doctorates-than-men-in-2020.png\")
\nBarriers to women in leadership
\nDespite progress toward gender equality within the workplace, women still face pushback. Many barriers to women in leadership remain, including the following obstacles:
\n\n- Stereotypes. Most industries have been dominated by male leadership for so long that the traits of a good leader are often seen as masculine. Women are often perceived negatively when they exhibit these traits. To add insult to injury, women may be seen as unfit for the role when they do not demonstrate these typical leadership qualities. Additionally, some people may think of specific roles and industries as traditionally female and others as traditionally male.
\n- Discrimination. Work environments dominated by biases favoring men can be hostile toward women. Women may be passed over for promotions and experience sexual harassment, workplace harassment and other unprofessional behavior.
\n- Lack of networking opportunities. While bias is becoming less prevalent in the working world, its impact can still pose challenges for women looking to network. As a result, there may be fewer opportunities for mentorship or arrangements to help women move into leadership positions.
\n- No work-life balance. Old ideas about the domestic roles of men and women can limit the support women may need to balance work and everything else properly. As a result, some people may unfairly believe women can’t put in the time and effort required to lead. But every day, women continue to defy that myth – and plenty of others.
\n
\nCarlyann Edwards, Isaiah Atkins and Nicole Fallon contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"2551","_score":2,"_source":{"canonical":"https://vaylees.com/6625-accepting-credit-cards-confusion.html","displayModified":"2024-05-08T14:58:42Z","docType":"article","editorsPick":false,"href":"6625-accepting-credit-cards-confusion.html","id":"2551","ID":2551,"isSponsored":false,"published":"2018-12-14T02:00:00Z","site":"bnd","stream":"Credit card processing rates and service contracts don't have to leave your head spinning. Our guide will help you make sense of it all.","subtitle":"Credit card processing rates and service contracts don't have to leave your head spinning. Our guide will help you make sense of it all.","title":"6 Confusing Things About Accepting Credit Cards","author":{"displayName":"Marci Martin","email":"marci@writelikethat.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Finances","slug":"finances"}},"meta":{"robots":"index, follow","description":"Remove the confusion around accepting credit cards at your small business and learn what to look out for in a credit card processing company."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04080619/1554241352.jpeg","caption":"Oskari Porkka / Shutterstock","alt":""},"content":"\nThe fine print on personal credit cards can drive anyone crazy and the terms for accepting credit cards at your business aren’t any different. While you don’t need to be a contract lawyer to understand the terms and conditions of your credit card processor, you do need to read the contract thoroughly so you understand how it will affect your business’s bottom line.
\n\n\n\nIf you’re a small business owner looking to accept credit cards as a method of payment, confusing credit card processing rates, lengthy service agreements and complicated compliance issues might leave your head spinning. To help you make sense of everything involved with accepting credit cards, we’re going over six of the most confusing aspects and ways to make the process simpler.
\n\n\n\n \n\n\n\nConfusing things about accepting credit cards
\n\n\n\n1. Credit card processing quotes and fees
\n\n\n\nThe most confusing part of accepting credit cards is the pricing, according to Deborah Winick, principal and merchant services advisor at credit card processing company BankCard Services. She said most businesses don’t know what a competitive price quote is and rely on the integrity of sales representatives.
\n\n\n\n“Most business owners are very busy, so they do what seems like the best choice [and] reach out to their bank, expecting quality service,” Winick said. However, this isn’t always what businesses get. “The banks, for the most part, outsource merchant services … as funny as it seems, they really do not know much about the industry.”
\n\n\n\nInstead, Winick advises businesses to find sales representatives with at least two years of experience, get two or three quotes from vendors and ask for full disclosures of all rates and fees in writing.
\n\n\n\nEditor’s note: Looking for the right credit card processor for your business? Fill out the below questionnaire to have our vendor partners contact you about your needs.
\n\n\n\n \n\n\n\nMore than a third of small businesses in a Weave study said they overpay for credit card transaction fees. This could be because the processor they chose has a fee structure that is not optimal for their type of business. Different fee structures benefit different types of enterprises.
\n\n\n\nFor example, a flat percentage with no per-transaction fee is best for companies that make many small sales, such as cafes. A lower percentage with a per-transaction fee is best for businesses that make less frequent sales on higher-ticket items, such as furniture retailers. Look for a processor with the pricing model that will cost your business less overall.
\n\n\n\nAlthough you can change credit card processors if you are not satisfied with their service and fees, the process is a hassle that can result in downtime and the need to purchase new equipment and possibly a new point-of-sale system. To prevent needing to switch providers down the line, choose a processing vendor that can serve your needs as your business grows. You may be able to start out with one pricing structure and move to another as your volume increases.
\n\n\n\n \n\n\n\n2. Pricing models
\n\n\n\nThe pricing for credit card processing also often confuses business owners because there are so many pricing models.
\n\n\n\n“There are several different pricing methods, but the two most popular are tiered pricing and interchange-plus,” said Amad Ebrahimi, founder of merchant accounts comparison site Merchant Maverick.
\n\n\n\nWith tiered pricing, merchants qualify for different vendor-determined rates, while interchange-plus uses rates set by the credit card brand, such as Visa or Mastercard.
\n\n\n\n“Interchange-plus is a much more transparent model of pricing, but it also leads to more confusion if the business owner does not understand what the pricing entails,” Ebrahimi said.
\n\n\n\nYou should research the type of pricing credit card processors offer and determine whether you can afford those fees, given your cash flow and customer base. Ebrahimi also advises business owners to gather as much specific information as possible about the processor’s rates to avoid surprises later on. [Check out five tips to lower your credit card processing fees.]
\n\n\n\n \n\n\n\n3. Contract terms
\n\n\n\nNo one likes to read lengthy contracts, but it’s necessary in business. The contract is one of the most important — and confusing — aspects of signing up with a credit card processor. Failure to understand your service agreement completely could lead to some unpleasant surprises later on.
\n\n\n\n“These contracts can be very long, so unless the business owner takes the time to read through every line, they may be caught by surprise,” Ebrahimi said.
\n\n\n\nThat happens partly because you can’t always trust what sales representatives say.
\n\n\n\n“There is really no regulation to be an agent for a merchant service provider, so there are agents out there telling a small business owner what they want to hear rather than speaking with knowledge and integrity,” said Cindy Bender, owner of Bender Merchant Services.
\n\n\n\nBy not reading through contracts yourself and communicating directly with the vendor, you risk the shock and hindrance of hidden fees and service limitations. In particular, you should ask how long the agreement lasts and whether you are leasing the credit card processing equipment, Ebrahimi said. Watch out for processing fees, including early termination, annual, setup, monthly, monthly minimum and Payment Card Industry (PCI) compliance fees, he added.
\n\n\n\n \n\n\n\n4. PCI compliance
\n\n\n\nCredit card processing security is no joke. Failure to protect customers’ data won’t just harm your business’s reputation; it can also lead to significant costs in government and banking fines, lawsuits and more. But PCI compliance, a set of credit card processing security standards, is another area of confusion for small business owners.
\n\n\n\nThe problem is that business owners assume the credit card processing provider will handle PCI compliance or they don’t know enough about security to verify whether their credit card processor is compliant. Some may not even think their business is at risk, but large companies aren’t the only ones that get hacked. Over 45 percent of data breaches affect small businesses, according to a Verizon report.
\n\n\n\nEbrahimi urges business owners to verify PCI compliance with the processor they are considering. “Card data security is of utmost importance to your customers, so it’s essential to understand this area,” he said.
\n\n\n\nAs with pricing and fees, the best way to prevent confusion is to ask questions. Ebrahimi recommends point-blank asking vendors if their credit card terminals and software are in fact PCI compliant.
\n\n\n\n \n\n\n\n5. Nonpayments
\n\n\n\nSubscriptions and recurring charges provide a great way for businesses to automate repeat business, but one major drawback happens when payments get declined.
\n\n\n\n“One thing I found most confusing and is usually a cause for lost profits, is dealing with expired or canceled credit cards for recurring charges,” said Mike Salem, co-founder of Vorex, a professional services automation provider. “Many small businesses do not have a mechanism or the technological capacity to stop a service automatically until the customer updates [their] credit card information.”
\n\n\n\nDeclined payments essentially become free services, Salem added. “Many small businesses must manually monitor credit card activities on a daily basis and might not notice a nonpayment before several days have passed after a charge has been declined, which means giving out a service for free. Trying to retroactively recoup the charges for unpaid days can be frustrating.”
\n\n\n\n \n\n\n\n6. E-commerce compatibility
\n\n\n\nTechnology lets merchants conduct business anytime and anywhere, which is both a blessing and a curse. This flexibility creates several types of confusion for processing credit cards because not all credit card processors are compatible with all merchant account services.
\n\n\n\n“Some business owners need to know that their merchant account will work seamlessly across all sales channels, like retail, e-commerce and mobile,” Ebrahimi said. “It can get confusing trying to make sure all channels can play well with each other.”
\n\n\n\nThis is particularly the case with accepting credit card payments at self-hosted online stores.
\n\n\n\n“Up until recently, accepting credit cards for online payments has been a surprisingly complicated and painful process,” said Yarin Kessler, co-founder and chief technology officer of PropertyScout. “It required setting up a merchant account with a bank, signing up with a payment gateway and then using any number of payment software solutions to integrate with your app. This meant multiple applications, fees and accounts just to get set up.”
\n\n\n\nSome credit card processing companies have made the process easier for merchants. For example, web payments company Stripe takes care of payments end to end, eliminating the need for separate merchant accounts and payment gateways, Kessler said.
\n\n\n\n“Since then, other companies like Braintree and PayPal have followed Stripe’s lead by simplifying their own processes for accepting credit card payments on the web,” he said. “Consequently, it is now vastly easier to accept credit cards for an online business than it was a few short years ago.”
\n\n\n\n \n\n\n\nTop credit card processors
\n\n\n\nWhen looking for a credit card processor, consider our choices for the best credit card processing companies. We analyzed and reviewed a variety of vendors and services, comparing transaction fees, plan options and more.
\n\n\n\nMerchant One
\n\n\n\n\n- Since 2015, Merchant One hasn’t charged a separate PCI compliance fee for new customers.
\n\n\n\n- It accepts businesses with low credit scores.
\n\n\n\n- The base plan costs $6.95 per month, plus a flat rate of 0.29% to 1.55% for in-person transactions.
\n
\n\n\n\nRead our Merchant One credit card processing review to learn more.
\n\n\n\nSquare
\n\n\n\n\n- Square does not charge monthly fees on its entry-level plan.
\n\n\n\n- The free plan includes a POS app at no charge.
\n\n\n\n- The free plan has flat-rate pricing of 2.6% plus 10 cents for in-person transactions.
\n
\n\n\n\nOur Square credit card processing review details how this processor stacks up to the competition.
\n\n\n\nChase Payment Solutions
\n\n\n\n\n- Chase’s platform has POS and e-commerce capabilities.
\n\n\n\n- The system is easily scalable.
\n\n\n\n- The bank processor feature means payments go through significantly faster than normal.
\n
\n\n\n\nLearn everything this processing service has to offer in our Chase Payment Solutions review.
\n\n\n\nStax
\n\n\n\n\n- Stax’s monthly fees start at $99 for high-volume businesses.
\n\n\n\n- There is interchange-plus pricing with no percentage markup, only a per-transaction fee.
\n\n\n\n- Another option is flat-rate pricing of 8 cents per transaction for in-person transactions.
\n
\n\n\n\nCheck out all the features available in our Stax credit card processing review.
\n\n\n\nKnow the fine print and avoid credit card processing surprises
\n\n\n\nIt’s easy to get caught off guard when you don’t understand all the details of credit card processing. Stay one step ahead by putting in the effort to understand everything you’re committing to when you sign up with a credit card processor. When you do your homework ahead of time, you don’t have to worry about hidden fees or security issues later on. The more you prepare now, the more time you can spend on the most important part — accepting sales with ease and keeping your loyal customers happy.
\n\n\n\nNatalie Hamingson and Jennifer Dublino contributed to this article. Source interviews were conducted for a previous version of this article.
\n"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"1705","_score":2,"_source":{"canonical":"https://vaylees.com/5543-personal-swot-analysis.html","displayModified":"2023-10-23T18:29:32Z","docType":"article","editorsPick":false,"href":"5543-personal-swot-analysis.html","id":"1705","ID":1705,"isSponsored":false,"published":"2019-10-10T19:00:00Z","site":"bnd","stream":"Find out how to analyze yourself – and your business – with the SWOT method.","subtitle":"Find out how to analyze yourself – and your business – with the SWOT method.","title":"Conducting a Personal SWOT Analysis to Chart Your Future","author":{"displayName":"Marci Martin","email":"marci@writelikethat.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","type":"Senior Writer"},"channels":{"primary":{"name":"Build Your Career","slug":"build-your-career"},"sub":{"name":"Get Ahead","slug":"get-ahead"}},"meta":{"robots":"index, follow","description":"A SWOT analysis can help you understand your strengths and opportunities as well as your business's. Learn how to do the analysis here."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04072609/coach_nortonrsx_getty.jpg","caption":"nortonrsx / Getty Images","alt":""},"content":"A strength, weakness, opportunity and threat (SWOT) analysis is a common tool for assessing your company’s strategy. It provides leaders a new perspective on what the organization does well, where its challenges lie and which opportunities to pursue. A personal SWOT analysis can do the same for an individual, providing insights based on your personality strengths and weaknesses, the challenges ahead and the opportunities you may find now and in the future. Here’s how to conduct a SWOT analysis.
\n\nThe SWOT analysis was first devised in the 1960s by business icons Edmund P. Learned, C. Roland Christensen, Kenneth Andrews and William D. Guth. In 1982, Heinz Weihrich took the concept one step further, constructing a 2 x 2 matrix to plot out the answers to the four key aspects. He placed strengths and weaknesses across the top of the matrix, and opportunities and threats in the bottom row. This remains the most common way to conduct the analysis today.
\nWhile there are other formats for the SWOT analysis, in its simplest form the matrix is a four-quadrant table with a color-coded grid looking something like this free SWOT analysis template:
\n![\"SWOT](\"https://images.vaylees.com/app/uploads/2019/10/24064209/swot-analysis.png\")
\nThe creators saw strengths and opportunities as favorable and within your control, while weaknesses and threats are dictated by external forces. With this information, identify how to leverage your strengths to make the most of your opportunities and discover how to mitigate threats.
\nWhen conducting a personal SWOT analysis, first set a goal. Do you want a new job or a new responsibility in your current position? Are you looking for personal growth or to go in a different direction? With your goal in mind, ask yourself questions about each of the four areas. It’s important to be as honest as possible with your answers.
\nTry to see yourself from the standpoint of a colleague and view any feedback with objectivity. According to Caroline Smith, an editorial manager at Centrica, it’s best to focus less on where you are today and more on the potential of what you can become. [Related article: Honest Employee Feedback Starts at the Top]
\n“Don’t limit yourself to the strengths that you’re currently exhibiting in your job. List all of your strengths, even the ones that have been dormant for a while,” Smith said. “Pay particular attention to the things that you have that your peers don’t: How are you different, unique and special?”
\nA personal SWOT analysis requires real introspection. Set aside the time to think deeply, then sleep on it and revisit your analysis the next day. You won’t think of everything in one sitting, and questions or answers that pop into your brain overnight might be the most revealing insight of the entire exercise. Return to your analysis a few times over a week or two to truly capture complete answers.
\n\n\n \n\n\n\nWhat to ask yourself in a personal SWOT
\n\n\nTo begin, find a SWOT analysis template online that makes sense to you. Then, get ready to evaluate your strengths, acknowledge your weaknesses and identify what makes you excited about your career.
\nBegin by identifying your strengths – the traits or skills that set you apart from others. Ask yourself these questions:
\n\n- In what areas do I naturally excel?
\n- What skills have I worked to develop?
\n- What are my natural-born gifts?
\n
\nThe next step is identifying weaknesses – the areas you need to improve because they could cause career setbacks. These are some questions to consider:
\n\n- What are my negative work habits and traits?
\n- Does any part of my education or training need improvement?
\n- What would other people view as my weaknesses?
\n
\nProceed to the opportunities section, which are the external factors you can leverage to get a promotion, find a new job or determine a new career direction. Here are some questions to ask yourself:
\n\n- What is the current state of the economy?
\n- Is my industry growing?
\n- Is there new technology in my industry to learn?
\n
\nFinally, look at any threats – the external factors that could hurt your chances of attaining your goal. Consider these questions:
\n\n- Is my industry contracting or changing direction?
\n- Is there strong competition for the types of jobs for which I am best suited?
\n- What is the biggest external danger to my goal?
\n
\nMoving outside your comfort zone will keep you from simply reinforcing your existing beliefs. Be unflinching in revealing faults and weaknesses, but also in celebrating your personal strengths. Don’t be afraid to consult colleagues for their honest opinions if necessary. [Related article: 10 Development Goals for Better Leadership]
\n\n\n \n\n\nDetermining the outcomes of your personal SWOT
\nEvaluate your results using two popular methods: matching or turning negatives into positives. Matching means connecting two of the categories to determine a course of action. When you turn negatives into positives, grow a skill set through education or find a creative way to transform a weakness to a strength.
\nFor instance, the SWOT analysis may have identified that you’re outgoing, and an introspective or isolated work environment may not suit you. That may lead you to pursue a position in sales, where your extroverted personality allows you to excel. You can also update your resume to reflect what you have learned to ensure it represents your desired career path. [Follow our resume writing tips to help you stand out.]
\nPost-SWOT action
\nOnce your personal SWOT analysis is complete, it is crucial to follow through on the results you uncovered.
\n“SWOT analysis can fail to be effective if it is simply treated as a laundry list, without any tie-in to how the elements identified in the analysis can be put into play for the individual carrying out the assessment,” said Marlo Zarka, a certified professional coach. “For example, how can the identified strengths move the needle in the endeavor to achieve a key goal? Or how can one navigate a potential threat once it is identified … to ensure no ground is lost?”
\n“The best outcome is to take action and succeed in the opportunities you have identified,” Smith added. “This can benefit you on a personal and professional level, and set you apart from your peers and colleagues.”
\nOnce you create an action plan, track your progress. Set up measurements and keep working toward them. Step by step, you will get where you want to be if you stay committed. To aid this process, take advantage of free goal-tracking tools.
\n\n\n \n\n\nSWOT analysis for your business
\nConduct a SWOT analysis for your business by asking many of the same questions. Consider your company’s strengths, weaknesses, opportunities and threats within the marketplace. Consider conducting additional analyses such as the PEST analysis, competitive analysis and the Pareto analysis. These can be adapted for personal use, making them worthy exercises for both personal growth and business success.
\nRoss Mudrick and Chad Brooks contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"2866","_score":2,"_source":{"canonical":"https://vaylees.com/4037-illegal-interview-questions.html","displayModified":"2023-10-23T19:15:45Z","docType":"article","editorsPick":false,"href":"4037-illegal-interview-questions.html","id":"2866","ID":2866,"isSponsored":false,"published":"2018-07-06T21:20:00Z","site":"bnd","stream":"Learn which questions are off-limits to employers.","subtitle":"Learn which questions are off-limits to employers.","title":"Illegal Job Interview Questions to Avoid","author":{"displayName":"Marci Martin","email":"marci@writelikethat.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Your Team","slug":"your-team"}},"meta":{"robots":"index, follow","description":"When interviewing job candidates, employers must avoid asking certain questions to comply with the law. Learn which problem questions not to ask."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04081046/1554242707.jpeg","caption":"baranq/Shutterstock","alt":""},"content":"Employment interviews are stressful for everyone; you want to select the most talented candidate, and the person you’re interviewing hopes to make a good impression. In your enthusiasm to find the right new team member, however, you may not evaluate your interview questions properly, especially if you’ve quickly developed an easy rapport with the interviewee.
\nWe’ll outline interview questions that are illegal, unwise, rude or otherwise unacceptable.
\nEditor’s Note: Looking for information on background check services? Use the questionnaire below, and our vendor partners will contact you to provide you with the information you need.
\n\n\n \n\n\nIllegal job interview questions to never ask candidates
\nThe EEOA prohibits employers from asking questions that might lead to discrimination or the appearance of discrimination, even if you think they’re common hiring manager interview questions. To ensure you’re EEO compliant, it’s crucial to understand what you can and can’t ask. Consider the following question categories that can prove problematic.
\n\n\n \n\n\nGeography
\nYou may not think that asking someone where they’re from is problematic. You may have noticed a unique accent or observed that a candidate worked in other countries and asked something like the following:
\n\n- What is your national origin?
\n- Where are you from?
\n
\nUnfortunately, this isn’t harmless small talk fueled by curiosity. In fact, it’s illegal and may open you to discrimination charges.
\n“Hold back the urge to ask where they are from,” advised Shobi Zietlow, president of Referral Staffing Solutions. “Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them.”
\n\n\n \n\n\nMarriage
\nThese may seem like innocuous questions:
\n\n- What is your maiden name?
\n- Are you married?
\n
\nIn fact, these questions are not permissible, even when asked innocently, because employers are not allowed to discriminate on the basis of gender or marital status.
\nInstead, you can ask this:
\n\n- Have you ever worked under another name?
\n
\nThis question can provide important information, such as whether the candidate has published works or received accolades under another name.
\n\n\n \n\n\nAge
\nOther seemingly innocent questions include the following:
\n\n- How old are you?
\n- What year did you graduate from high school?
\n- When did you first start working?
\n
\nUnfortunately, these questions may be construed as age bias. The Age Discrimination in Employment Act of 1967 protects people 40 and older from age-based discrimination.
\nYou may have a minimum age requirement for a position and must ensure a candidate is eligible. For example, if anyone you hire must be over 18, you can ask this:
\n\n- Are you over the age of 18?
\n
\nFor example, if you’re hiring a bartender or server who will serve alcohol, 37 states and Washington, D.C., require them to be at least 18 years old. Three other states require an employee to be over 21 to serve alcohol, and one state has an age requirement of 17.
\nFamily planning
\nFamily planning questions are also problematic. Avoid questions like these:
\n\n- Do you have children?
\n- Do you plan to have a family?
\n
\nThese questions have historically been used to maintain a gender imbalance in the workforce; some employers won’t hire women because they assume they’ll take parental leave at some point or need time off to care for a sick child. Either way, this discriminatory practice and these questions are illegal.
\n“You cannot ask a candidate if they are planning a family, if they are pregnant or about their child care arrangements,” cautioned Jackie Burkhardt, a human resources manager at Spartek Inc. “This is an illegal interview question because it reveals personal information that is not allowed to be used by employers to make hiring decisions.”
\nBurkhardt noted that questions relevant to the job description and requirements are acceptable.
\n\n\n \n\n\nHealth
\nHealth and medical information is confidential. For example, you can’t ask the following questions:
\n\n“It’s illegal for employers to ask an applicant if they are in good health or if they have had any past illnesses or operations,” Burkhardt said. “You are not allowed to ask about their height, weight or any details regarding any physical or mental limitations.”
\nHowever, some positions may have lifting or other physical ability requirements, and the employer must ascertain that the candidate can perform the job’s required functions. In these cases, you should describe the job’s physical requirements even if they were listed in the ad or job descriptions.
\nYou can legally ask the following reasonable question:
\n\n- Are you able to execute the necessary job requirements of this position and perform them well and safely?
\n
\nAdditionally, you can’t ask if a candidate drinks socially or has ever used illegal drugs. If a person is recovering from alcoholism or substance abuse, their treatment is protected under the Americans with Disabilities Act. If they avoid alcohol for religious reasons, you could face a charge of religious discrimination.
\nSalary history
\nAccording to the Pew Research Center, women are paid 92 cents for every dollar men make. Black and Hispanic women earn even less than that. Federal law already prohibits gender-based pay discrimination, but it’s difficult to prove. For this reason, some states have taken measures to stop this discrimination at the job interview level.
\nAlabama, California, Colorado, Connecticut, Delaware, the District of Columbia, Georgia, Hawaii, Illinois, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Mississippi, Missouri, New Jersey, New York, Nevada, North Carolina, Ohio, Oregon, Pennsylvania, Puerto Rico, Rhode Island, South Carolina, Utah, Vermont, Virginia and Washington all have salary history bans.
\nEven if your state does not ban salary history considerations, it’s safer to avoid questions like this:
\n\n- What is your current salary?
\n
\nInstead, determine the salary for any given position beforehand. During the interview, make that salary range known and confirm that the candidate is still interested in the position given its compensation parameters. This practice ensures cycles of underpayment don’t continue.
\n\n\n \n\n\nOther potentially problematic questions
\nYou should also avoid the following questions when interviewing job candidates, to prevent legal complications and maintain a respectful tone:
\n\n- Have you ever been arrested? This information is relevant only if a candidate has been convicted of a crime and the arrest and conviction would affect their role. Questions like these may be precursors to discrimination. Additionally, being arrested doesn’t necessarily mean the person is guilty of anything.
\n- Can you work weekends or nights? This question is problematic because it may be seen as related to a candidate’s religious observance. It can also be a backdoor way to ask about their family status.
\n- Do you have a bank account? This question is fair to ask only if you’re sure it’s permitted under the Fair Credit Reporting Act of 1970 and the Consumer Credit Reporting Reform Act of 1996.
\n- Do you own your own home? You are not permitted to ask if a candidate owns or rents their home, who they live with, or how they know the people they live with.
\n- Is English your first language? Employers cannot ask if English is a candidate’s first language. You can ask what other languages a candidate can read, speak or write fluently if these skills are relevant to the position.
\n
\nGeneral job interview tips
\nHiring for cultural fit is ideal. You want your new team member to possess the right skills and knowledge and have a personality that meshes with those of other employees. At the same time, you want to avoid a potential minefield of inappropriate and illegal questions during the interview process.
\nConsider the following guidelines to protect your company and applicants when you’re conducting job interviews:
\n\n- Focus on the position. Focus on interview questions that are relevant to the job’s requirements, and determine if the candidate meets the position’s specific criteria. Don’t ask anything too personal.
\n- Be consistent with the interview process. Create a set list of questions before the first interview, and stick to the script. Ask all candidates for the role the same questions.
\n- Know the law. Research labor and employment laws, and gain a thorough understanding of what is legal and illegal to ask in an interview.
\n- Respect applicants’ privacy. Respect your candidates’ privacy, especially if they communicate that they’re uncomfortable disclosing the information requested. Never force an interviewee to respond to a question that makes them uncomfortable.
\n- Don’t be tone-deaf. Never ask questions that can be construed as discriminatory or disrespectful toward someone’s culture, religion, gender or background.
\n
\nPrepping interview questions
\nWhen you’re preparing to interview candidates, do your due diligence to avoid illegal questions and protect your organization and applicants. When in doubt, keep your questions directly related to the job and its associated tasks and responsibilities. Eschew personal questions, and keep the conversation respectful and comfortable for both parties.
\nSammi Caramela contributed to this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"1568","_score":2,"_source":{"canonical":"https://vaylees.com/8101-asking-for-a-raise-tips.html","displayModified":"2024-10-25T18:26:49Z","docType":"article","editorsPick":false,"href":"8101-asking-for-a-raise-tips.html","id":"1568","ID":1568,"isSponsored":false,"published":"2019-11-22T16:25:00Z","site":"bnd","stream":"Asking for a raise can be intimidating. Here are five tips and other suggestions that will help you approach your boss confidently and professionally. ","subtitle":"Asking for a raise can be intimidating. Here are five tips and other suggestions that will help you approach your boss confidently and professionally. ","title":"How to Ask Your Boss for a Raise: 5 Tips for Success","author":{"displayName":"Marci Martin","email":"marci@writelikethat.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","type":"Senior Writer"},"channels":{"primary":{"name":"Build Your Career","slug":"build-your-career"},"sub":{"name":"Get Ahead","slug":"get-ahead"}},"meta":{"robots":"index, follow","description":"Learn how to ask for a raise at work, including five tips that will help you approach your boss for the best chance of success."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04074535/1554240479.jpeg","caption":"Production Perig/Shutterstock","alt":""},"content":"Most people cringe at the thought of asking their boss for a pay raise. If your company doesn’t do regular annual salary increases and you’re not up for a promotion, asking may be the only way to get the raise you know you deserve. You should understand that it is perfectly acceptable to ask for a raise, and most company managers and business owners want to take good care of their employees.
\nWhile the process seems intimidating and uncomfortable, it doesn’t have to be, especially if you know your boss and ho to ask for a raise. If you do your research and are ready with facts, you will feel more confident initiating the conversation.
\n\n\nTips for asking for a raise
\n\n\n\nHere are five tips on how to ask for your raise successfully.
\n\n\n\n1. List your accomplishments from the past six months, the past year and your time with the company.
\n\n\n\nDescribe how your accomplishments have positively impacted your department and company as a whole – and provide specific numbers and statistics if possible. For example, you could say, “In the past year, I generated 5,000 leads for the company, which is an increase of 8% from the prior year. The resulting sales equaled $58,000 in new business.”
\n\n\n\nIt’s hard for any manager to turn down a request when presented with numbers like those. The stronger the data you provide, the greater case you make for a well-deserved raise.
\n\n\n\nShowing the work you have done for the company and the efforts you have put in to help it also demonstrates that you are a loyal worker. Loyal employees gain trust from their employers, which will help your case.
\n\n\n\n \n\n\n\n2. Know what a competitive salary looks like for your position.
\n\n\n\nOn sites like Salary.com and PayScale, you can get a free salary report to see how your current salary compares to similar positions elsewhere. LinkedIn is a great resource for this, too. You can either review job posts on the site or use LinkedIn’s own average salary ranges listed on job posts. Consider the industry you are based in, your employer’s size and your benefits. Some companies just don’t pay well, which is why it’s best to consult hiring experts when possible. If you have any connections with local recruiters and hiring managers (perhaps on LinkedIn), ask them if they would look at your updated resume to provide you with a realistic salary goal for your position and experience.
\n\n\n\n3. Let your boss know what’s in it for them.
\n\n\n\nKeep in mind that your boss does not care about your mortgage payments or the vacation you want to go on. Your boss cares about what’s in it for them. You’ve already explained what you’ve done for the company, but you also want to explain your plan for the future. Present them with your goals, how those objectives benefit the company and how you will achieve them.
\n\n\n\n4. Be confident.
\n\n\n\nBe confident when asking for a raise. Yes, it’s intimidating, but you have supporting evidence: the reasons you identified for your request and the research you did about comparable salary ranges. Be prepared for some pushback and know that the answer could be no. If you are given the raise, be prepared to continue working hard (or harder). You knew you should get a raise; now show your boss you deserved it.
\n\n\n\n \n\n\n\n5. Provide your request in writing.
\n\n\n\nChances are, your boss has a boss with whom they will need to share your pay or salary raise request. Provide them a handout that summarizes your request, comparable pay ranges and the benefits the company derives from your efforts.
\n\n\n\nHow much of a raise should I ask for?
\n\n\nThe average pay raise is 3%. A good pay raise ranges from 4.5% to 5%, and anything more than that is considered exceptional. Depending on the reasons you cite for a pay raise and the length of time that has passed since your last raise, you could request a raise in the 10% to 20% range. However, the higher the percentage you request, the better your reasons should be. For instance, if you accepted a position with little travel and now you are on the road more than half the time, asking for 20% isn’t unreasonable because your duties have significantly changed.
\nHowever, if you are asking for a pay increase because it’s been more than a year since your last one and you’ve continued to perform well in your regular duties, start with a more reasonable percentage. You still deserve a raise, but you need to temper your request with the reality of your contributions.
\n\n\n \n\n\n\nWhen is a good time to ask for a raise?
\n\n\n\nSome people say there is never a perfect time to ask for a raise, but use common sense. Don’t ask for a raise at a sensitive time, such as if your company has laid people off, your department had low numbers for the quarter, or your boss is dealing with a difficult personal situation.
\n\n\n\nConsider your company’s current pay increase practices. If they typically give out raises on the first of the year, approach your boss in November or December. This way, you’ll give them an opportunity to consider your request and work with their bosses, rather than asking them to change their decision after you’ve found out your rate increase.
\n\n\n\nIf there is no standard practice for raises, try to make your request during a “good” time, such as when you know your boss is pleased with your work, during a successful quarter, or a time of year when everyone isn’t stressed out.
\n\n\n\nHow should I ask my boss for a raise?
\n\n\n\nGive yourself time to prepare for the conversation, and give your manager time to consider your request.
\n\n\n\nSchedule a meeting with your boss in advance instead of knocking on their door and springing your request on them; this shows that you are considerate of their time. If your boss is busy on a certain day of the week, scratch that day off your list.
\n\n\n\nOnce you have scheduled the meeting, treat your prep like a college research report: Find credible information and cover the following points in your salary negotiation.
\n\n\n\nThe best way to ask for a raise is to do your research and know your worth, then approach your boss in a professional manner.
\n\n\n\n \n\n\n\nWhat should I do after I request a raise?
\n\n\n\nIt is unlikely your boss will say yes during that first meeting. In most cases, they will ask for time to discuss your request with other decision-makers and get back to you. It is appropriate to ask for a time frame for when a decision will be made. For example, you could ask, “Is it OK if I check back with you two weeks from today if I haven’t heard anything?”
\n\n\n\nNext, be prepared for a no. A negative response could be based on factors you know nothing about or have no control over. If that happens, ask what you can do to be considered for a pay raise in the future. A good boss will give you the reasons for the rejection and tell you how you can improve your chances for better compensation in the future.
\n\n\n\nIf you are unsatisfied with the reasons why a raise isn’t feasible or with the path proposed to receive more compensation, it’s time to assess your career path and your desire to stay with the company or find a new job. In the meantime, stay positive.
\n\n\n\nIf you get a yes, maintain your professionalism. Express your gratitude and keep up the good work. It’s also important to maintain good relationships with your co-workers. If you brag to others about your pay raise, your boss will regret helping you, and you will create friction within your team.
\n\n\n\nRequesting a raise doesn’t have to be intimidating
\n\n\n\nRequesting a pay raise can be stressful and uncomfortable, but you have nothing to lose by trying. Prepare ahead by identifying your accomplishments and considering the value you bring to your team. Research the going market rate for your role elsewhere to determine whether you’re adequately compensated or not. Consider the cost of employee turnover to your employer and compare it to how much of a raise you’re asking for. If all these factors come together to suggest giving you a raise would be worthwhile to your employer, the odds you obtain one are good. Even if you don’t, though, you’ll have put your accomplishments in front of your employer and let them know you’d like a compensation adjustment, which could pay off a bit further down the line.
\n\n\n\nBassam Kaado and Marisa Sanfilippo contributed to the writing and research in this article.
\n\n\n\n\n"}}],"pageInfo":{}},"docType":"author","fullName":"Marci Martin","isBnd":true,"meta":{"canonical":"https://vaylees.com/author/marci-martin","description":"","ogImage":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","robots":"index follow","title":"Marci Martin - vaylees.com"},"pageProperties":{"editLink":"https://bnd-bk-prod.vaylees.com/wp/wp-admin/post.php?post=214&action=edit","featuredImage":{"node":{"altText":"","sourceUrl":"https://images.vaylees.com/app/uploads/2022/04/04072009/marcimartin.jpg","__typename":"MediaItem"},"__typename":"NodeWithFeaturedImageToMediaItemConnectionEdge"},"socials":{"facebook":"","instagram":"","linkedin":"https://www.linkedin.com/in/marci-martin-writer","twitter":"","pinterest":"","__typename":"SocialsType"},"seo":{"canonical":"https://vaylees.com/author/marci-martin","breadcrumbs":[{"text":"Home","url":"https://vaylees.com/","__typename":"SEOPostTypeBreadcrumbs"},{"text":"Marci 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