PNG kickboxers invited to register under WKF

first_imgWKF World secretary general and Oceania president Robert Wilesmith has invited kickboxers in all provinces across PNG and surrounding Oceania countries.Wilesmith invited kickboxers to get registered and join the WKF to get global exposure by getting their names in the WKF World Rankings.“By being registered under WKF, all the global Promoters around the world will see who the PNG fighters are as Promoters cannot guess who is in PNG.“The PNGKBA cannot create a pathway for PNG fighters to fight for World Titles unlike the WKF,” he said.Wilesmith added that the fighters need to enter the International WKF Rankings, and also compete at the WKF Amateur World Championships in Andria Italy on November  14-19,  2016.Anyone that wishes to register as a fighter, an official, a promoter or a trainer can contact the WKF Australia Oceania head office president Robert Wilesmith on email: wkfaustraliaoceania@hotmail.comlast_img

How to Negotiate a Job Offer from Google

first_img 23 hours ago 23h Engineer Transwestern Des Moines, IA Automation Engineer Ashley Furniture Advance, NC Industrial Engineer Magna Exteriors Nashville, IL 3.3★ 23 hours ago 23h SCADA Engineer Quadvest Magnolia, TX 23 hours ago 23h 23 hours ago 23h N/A Engineer Maser Consulting P.A. Valhalla, NY 23 hours ago 23h The key question to ask about a Google job offer is “How much can this offer be improved through negotiation?” In my experience coaching software developers through Google salary negotiations, the answer varies from “somewhat” to “a whole lot”.The main driver for the difference seems to be how narrow the engineer’s specialty is, and how well that specialty aligns with Google’s core competencies.For example, Google needs lots and lots of experienced software developers, and the supply of generalist software developers available to hire is pretty strong. So Google will offer competitive salaries with some room to negotiate to get quality software developers in the door.By contrast, machine learning experts and data scientists are key to Google’s ability to dominate search and other aspects of its business and there are fewer of those experts available. So Google makes very, very strong offers to machine learning experts and data scientists and has lots of room to negotiate those offers to get the right candidates.The bottom line is that if you have a job offer from Google in a technical role, you likely have room to negotiate, and may have substantial negotiation leverage depending on your specialty.What a typical Google job offer package looks likeOnce you actually get through the Google interview gauntlet, you may receive a job offer. Let’s look at an example to see what you can expect.Google’s offers are pretty standard:Base salarySign-onNew-Hire EquityThey may also include other components like a Target Bonus, and they may even share an estimated value of other perks that Google employees get.They will often roll all these numbers together to describe the offer in terms of “Total Compensation”, which may seem like a big number.Here’s an example taken from a modified version of a real Google job offer from one of my clients (all numbers are $1,000s):Let’s look a little closer at the main components of a Google job offer.How to Evaluate a Job OfferBase SalaryAs with most job offers, this is the stable, predictable component that you can use to pay your mortgage or car payment. You can’t know what company performance might look like in the future, so it’s hard to estimate how much of a bonus you’ll get or what your RSUs will be worth when they vest.Google’s base salary offers tend to be pretty competitive, with other big tech firms. If you’re wondering whether the salary you’re offered is competitive, is a good place to start.How flexible is Google on Base Salary?In my experience, Google will move on base salary, but not very much. And they’re more flexible when you have not disclosed salary history or expectations.That doesn’t mean you shouldn’t ask for more base salary, but it means that request may result a smaller move in base salary coupled with other more aggressive moves that are not related to salary.Target BonusBonuses are usually pretty standard among employees and are probably based on things that are out of your control like “company performance”.So your Target Bonus is nice to know, but not very useful for negotiation purposes. It helps make the Total Compensation number larger and does give you a sense of a nice annual windfall that may come your way if things go well at Google.Bonus or Salary Increase: Which Type of Raise Is Best For You?How flexible is Google on Target Bonus?They’re generally not.New-Hire Equity (RSUs)The Equity component of a Google job offer can range from “not very much” (as with the example above) to “wowzers, that’s a lot of equity!” depending on the role.For Google (and most of the other big public tech companies) I tend to model Equity as more or less fungible with Base Salary since the value of that equity is public and the company fundamentals appear to be pretty strong.The difference, of course, is that there’s a vesting schedule and you’re taking some level of market risk by counting on equity.But for a company like Google, the market risk for Equity is very similar to the market risk for your Base Salary. (If things suddenly get very bad for Google, their stock would probably drop, but the bigger problem could be that your job might be in jeopardy).How flexible is Google on New-Hire Equity (RSUs)?Potentially very flexible. This is their most used bargaining chip. Depending on the candidate, position, and other factors, they may be willing to improve the equity component of the offer significantly during the negotiation.Some of my clients have more than doubled their equity during their negotiation. Sometimes the Equity component of the offer will be larger than the Base Salary component when we finish negotiating.This is one reason the Base Salary component of their offers tends to be merely “competitive”—they have more flexibility on Equity and will often use this as their carrot to entice exceptional candidates to join the company.Sign-on bonusEven if there’s not a Sign-on bonus included with your initial offer, there may be one available. Sign-on bonuses, like equity, can range from a nice little amount into six figures.I like to think of the Sign-on bonus as a way to help bridge the gap between your first paycheck and your first RSU vesting date.How flexible is Google on Sign-on Bonus?Moderately flexible. They will often use this as a sweetener to close the deal. Five-figure improvements in Sign-on bonus are pretty common. I recommend focusing on Base Salary and Equity before negotiating Sign-on bonus.7 Companies Offering Up to $30,000 in Hiring Bonuses TodayHow to approach your Google salary negotiationThe salary negotiation with Google will begin earlier than you might expect.Before you get a job offerYour Google recruiter will ask for your salary history, or at least your current salary if it’s legal where they are. Do not tell them your current salary. If you do, the Base Salary component of your job offer will probably be slightly above your current salary and it will be challenging to negotiate a substantial increase once they make your job offer.They will also usually ask for your salary expectations. That request will sound something like this:So what were you hoping for in terms of compensation if you come aboard here at Google?Do not tell them your salary expectations because you will essentially be guessing what they might pay someone with your skillset and experience to do the job they need done.While they might have a good idea of the value of that job to Google’s business, you would only be guessing. You will practically always guess wrong and cost yourself money later on. So just don’t guess.Google will hold on tight to these numbers and it can be very, very challenging to get them to move once they know what they are aiming for. So avoid sharing that information if at all possible.As a final note on this, I’ve worked with clients whose Google recruiter told them they could not move forward with the interview process until my client shared their salary expectations. Eventually, they did move on despite my clients’ refusal to share this information. So, in my experience, this is a bluff.Can You Negotiate More Equity Shares In Lieu of Pay?Once you receive your job offer from GoogleAlthough Google isn’t typically very flexible on base salary, I prefer to begin by negotiating base salary to see how flexible they are in the other components. By pushing on base salary—even knowing they aren’t very flexible—we give them an opportunity to show where they are the most flexible.They will often respond to a request for a higher base salary by moving slightly or not at all on base salary, while suggesting a significantly better equity or sign-on bonus component.Once they reveal where they’re flexible and how flexible they are, you can use that information to focus the negotiation on the most flexible components to maximize your offer.What to look out for when negotiating a Google job offer packageGoogle is very sticky once they know their target. If you tell them your salary history (especially current salary) or salary expectations, their offer will likely be very close to either of those numbers and they will not move very much from that starting point.Google will often respond to a request for higher base salary by slightly improving base salary and significantly improving the equity component.Google is often rigid with respect to the “level” offered. Because they use equity as a primary negotiating lever, they have lots of flexibility within pay bands and therefore rarely change pay bands—or levels—as part of the negotiation.This article was originally published on The Fearless Salary Negotiation. Reprinted with permission. 2.8★ 1.6★ Software Engineer Masergy Communications Plano, TX 23 hours ago 23h 23 hours ago 23h Microsoft Certified Systems Engineer Business Technology Professionals, Inc. Buffalo, NY 4.3★ 3.7★ Application Engineer II Superior Technical Ceramics Saint Albans, VT 5.0★ 3.5★ 23 hours ago 23h Hot New Jobs For You 4.4★ Flight Controls Software Engineer My Job Tank Santa Clara, CA 23 hours ago 23h Sales Engineer Power Monitors Mount Crawford, VA View More Jobs 3.9★ 23 hours ago 23hlast_img read more

EXCLUSIVE Tanya Whitehead of Great Ormond Street to discuss benefits on a

first_imgEXCLUSIVE: Tanya Whitehead (pictured), HR business partner at Great Ormond Street Hospital Children’s Charity (GOSHCC), will discuss how to create an engaging benefits proposition on a limited budget at Employee Benefits Live 2018.The session, titled ‘Strategies for motivating and retaining staff on a limited budget’, will form part of the benefits on a budget conference stream on Wednesday 3 October 2018.Whitehead will speak broadly about some of the key challenges organisations within the charity sector encounter in terms of attracting, engaging and motivating staff; in particular, highlighting the unique difficulties that could arise from having a restricted benefits budget. She will additionally draw parallels to how this situation could relate to large businesses that might have rules around budgeting.The talk will cover the more personalised story of how GOSHCC approaches its benefits strategy. Whitehead will explain how the charity copes with financial challenges by taking an innovative and creative stance towards its benefits proposition in order to engage employees.She said: “We do lots of things around our benefits that maybe are a bit more creative because we don’t have large budgets to spend. I’ll be sharing some tips around that and how we can help our staff engage a bit more in the purpose that we’re here to serve. That’s really a part of what we do, people really want to work at the charity to make a difference for the hospital and the patients and the children that attend there, how motivated staff feel about the charity’s cause.”The session will also explore how to gather feedback in order to monitor employee engagement. For example, GOSHCC uses staff surveys and staff representative groups.“I’d like [delegates] to come away with an idea of some things that they can do to explore engagement within their organisations, and then support increasing engagement in their organisations,” Whitehead added. “I would like to tell the story of what it’s like at GOSHCC and the things that we do here, and then [delegates] can get an insight into what it’s like to work for [a] charity and the challenges that we face, but also the opportunities we’ve got at GOSHCC as well.”Employee Benefits Live 2018 will take place on Tuesday 2 and Wednesday 3 October 2018 at ExCeL London.For more information or to register for the show…last_img read more