Nancy M. Zellers
525 Lebo Boulevard B#4
Bremerton, WA
98310
(360) 340-7540
nancymzellers@gmail.com
November 2nd, 2017
RE: Lecturer Pool – 1300, Central Washington University
Dear HR Team,
I am intrigued by this position because it involves assisting, training and developing individuals
to become improved in all aspects of their life. I feel the position of Lecture Pool Instructor
relates to my past experiences. I am a perfect match for this position due to my ability to relate
well with diverse populations. Please accept my cover letter and resume for the position of
Lecture Pool 1300, Central Washington University.
For three plus years, I served as the Military to Manufacturing (M2M) Training Coordinator. I
trained, coached and mentored over six-hundred transitioning military, Veterans and Spouses for
a two day course. The two day course laid the foundation for introduction to Manufacturing,
shop tools, shop math, safety, interviewing techniques and resume building skills.
In addition to serving as the M2M Training Coordinator, I am a seasoned Educator/Facilitator.
My teaching career debut was in 2005 for Vincennes University College on Puget Sound Naval
Base Kitsap. Since then, I have successfully taught in the Business/HR arena for Pierce,
Tacoma, Bellevue, and Chapman Colleges and On-line for Colorado Technical University. I
embrace and welcome diversity and have many years and experiences of working with persons
from all walks of life.
I am a self-starter who is also a small business owner. I have worked for large, small, for profit
and, not for profit organizations. I am also a good team player, excellent organization skills, able
to see and understand the bigger picture and have taken the initiative in past experiences learning
and implementing the big picture.
My Master’s degree is in Human Resources with certificate in Organizational Leadership. My
Bachelors of Science is in Workforce, Education and Development with an emphasis in
Training. I am Myers Briggs Type Indicator Certified and managed various retail stores for over
three years.
Thank you for making the time to review my credentials. I am enthusiastic to learn more about
the position. I truly think I am the best match for the position and am asking for a chance to
share more about myself and learn more about you. Please contact me via phone or email at
your earliest convenience.
Respectfully,
Nancy M. Zellers
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Whether we’re starting a new job or gunning for a promotion at our current one, we all know
that we should be negotiating the salary.
Or do we?
A survey by Salary.com revealed that only 37% of people always negotiate their salaries—while
an astonishing 18% never do. Even worse, 44% of respondents claim to have never brought up
the subject of a raise during their performance reviews.
The biggest reason for not asking for more? Fear.
And we get it: Salary negotiation can be scary. But what’s even scarier is not doing it.
Here’s a good example: A famous study done by Linda Babcock for her book Women Don’t Ask
revealed that only about 7% of women attempted to negotiate their first salary, while 57% of
men did. Of those people who negotiated, they were able to increase their salary by over 7%.
That may not sound like much, but as Stanford negotiation professor Margaret A. Neale puts it:
If you get a $100,000 salary and your co-worker negotiates up to $107,000, assuming you’re
treated identically from then on, with the same raises and promotions, you’d have to work
eight years longer to be as wealthy as them at retirement.
So, whether you’re male or female, in your first job or your fifth, it’s time to learn how to
negotiate. And we’re here to help, with a roundup of expert tips and further reading to get you
totally prepped.
Salary Negotiation Tips 1-11
Getting Prepped
1. Know Your Value
If you’re going to get the pay you deserve, it’s crucial to know the going rate for your position in
your specific industry and in your geographic area. As I Will Teach You to Be Rich’s Ramit Sethi
points out, if you walk into a salary negotiation without a number, you’re at the mercy of an
experienced hiring manager who can simply control the conversation.
You can do this by doing an online search on sites such as Payscale or Glassdoor, or by asking
others in your field (ideally both men and women, to avoid falling victim to the gender pay gap).
2. Talk to Recruiters
Another way to do some research? Pick up those calls from recruiters. They know what people
with your experience and expertise are worth, so use it to your advantage! The next time one
reaches out to you, engage in a conversation about the position’s responsibilities and pay. You
may not get a specific number, but even a range is helpful.
3. Organize Your Thoughts
To organize all of your thoughts and research in one place, check out the free resources at She
Negotiates (yes, it’s helpful for guys, too).
4. Pick the Top of the Range
As you’re doing your research, you’ll likely come up with a range that represents your market
value. It can be tempting to ask for something in the middle of the range, but instead you
should ask for something toward the top.
First of all, you should assume you’re entitled to top pay, says She Negotiates founder Victoria
Pynchon.
Second, your employer will almost certainly negotiate down, so you need wiggle room to still
end up with a salary you’re pleased with.
5. Know the (Exact) Number
According to researchers at Columbia Business School, you should ask for a very specific
number—say, $64,750 rather than $65,000.
Turns out, when employees use a more precise number in their initial negotiation request, they
are more likely to get a final offer closer to what they were hoping for. This is because the
employer will assume you’ve done more extensive research into your market value to reach
that specific number.
6. Be Willing to Walk Away
When considering your numbers, you should also come up with a “walk away point”—a final
offer that’s so low that you have to turn it down. This could be based on financial need, market
value, or simply what you need to feel good about the salary you’re bringing home.
Walking away from an offer will never be easy, but it’s important to know when to do it—and
powerful to be able to say “no.”
7. Make Sure You’re Ready
Before you ask for a raise, you’ll want to ask yourself a few questions.
Have you been at your job for a year? Have you taken on new responsibilities since you’ve been
hired? Have you been exceeding expectations (rather than just meeting them)? The answer to
all of these should be “yes.”
8. Plan the Right Timing
Turns out, timing is everything. Most people wait until performance review season to ask for a
salary adjustment, but by that time, your boss has probably already decided what raises will be
doled out to the team.
Instead? “Start talking to your boss about getting a raise three to four months in advance,”
writer and former human resources professional Suzanne Lucas of EvilHRLady.org told
LearnVest. “That’s when they decide the budget.”
9. Prepare a One-Sheet
Prepare a “brag sheet,” recommends Kathleen O’Malley of Babble. “It’s a one-page summary
that shows exactly how awesome you are as an employee. List any accomplishments, awards,
and customer or co-worker testimonials (“You saved me when you did XYZ!” emails definitely
count as testimonials!) you’ve received since your last review. You want to demonstrate your
value to your boss.”
10. Remember Practice Makes Perfect
Rehearse, rehearse, rehearse. Write down what you want to say, and practice to a mirror, on
video, or with a friend until you’re super comfortable having the conversation.
11. Set the Meeting for Thursday
Studies show that you’re more likely to get a raise if you ask on Thursday.
We tend to start off the week more hard-nosed and even disagreeable, but become more
flexible and accommodating as the week wears on. “Thursdays and Fridays find us most open to
negotiation and compromise because we want to finish our work before the week is out,”
reports Psychology Today.
Salary Negotiation Tips 12-20
Starting the Conversation
12. Power Up
Before you go into the negotiation, try Amy Cuddy’s tip of doing a “power pose”—in other
words, going into the bathroom and standing tall with your hands on your hips, your chin and
chest raised proud, and your feet firm on the ground. Doing so raises testosterone, which
influences confidence and reduces the stress hormone cortisol.
13. Drink Some Coffee
A study by the European Journal of Social Psychology found that caffeine made people more
resistant to persuasion—meaning you’ll have an easier time holding your ground during the
negotiation.
14. Walk in With Confidence
“The way you enter a room can dictate how the rest of an interaction will be,” says James Clear.
“Ever see someone slump through a doorway with a scowl on their face? Not very inspiring.
Keep your head high and smile when you enter. Starting things off with a positive vibe is very
important, no matter how small it is.”
15. Start With Questions
You should start the negotiation conversation by asking diagnostic questions to understand
more about the other party’s true needs, desires, fears, preferences, and priorities. Professor
Leigh Thompson at the Kellogg School of Business at Northwestern University says that 93% of
all negotiators fail to ask these “diagnostic questions” in circumstances where getting them
answered would significantly improve the outcome of negotiations.
Asking questions like, “What are your biggest priorities right now?” can help you understand
where your negotiation partner is coming from—and offer up solutions that will help.
16. Show What You Can Do
Before you start talking numbers, talk about what you’ve done and—more importantly—what
you can do.
Remember that brag sheet? Now’s your chance to walk through your accomplishments with
your manager. If possible, print a copy for your manager to look at while you summarize what
you’ve achieved this year. You’ll want to specifically highlight times when you’ve gone above
and beyond in your role, which will build the case that you deserve a raise. Then, be prepared
with a few thoughts on what you’re excited to take on going forward—whether that’s freeing
up some of your manager’s bandwidth by taking on an existing project, or proposing a new idea
that you’re excited to own.
17. Focus on the Future, Not the Past
When negotiating the salary for a new job, it’s not uncommon for the company (or even a
recruiter during the job search process!) to ask about your current salary. (Note that in many
localities, doing so is now illegal.)
It can be a tricky situation, especially if you’re being underpaid at your current job or looking to
make significantly more, but it’s never a good idea to lie.
Instead, give your current number (including benefits, bonuses, and the like) and then quickly
move the conversation along to explain the number you’re looking for, focusing on explaining
your new skills or responsibilities, your market value, and how you’re looking to grow, explains
Pynchon.
18. Think About the Other Person
When preparing for negotiating, get in the mindset of thinking about the situation from your
opponent’s perspective, recommends career expert Steph Stern. Research by Columbia
psychologist Adam Galinsky shows that when we consider the other person’s thoughts and
interests, we are more likely to find solutions that work well for both of us.
19. Try Thinking About Someone Else
Research from Columbia Business School shows that people—especially women—tend to do
better when they negotiate for someone else, reports Stern.
“So, in preparing to negotiate, think about how what you’re asking for will impact those around
you: It’s not just for you, but also for your family and your future. It’s even for your employer!
After all, if you are happier with your position and compensation, you’re more likely to work
hard and be successful.”
20. Stay Positive, Not Pushy
Negotiation may be scary, but you should always keep the conversation on a positive note,
recommends Forbes. “[Kick] off the conversation with something like, ‘I really enjoy working
here and find my projects very challenging. In the last year, I’ve been feeling that the scope of
my work has expanded quite a bit. I believe my roles and responsibilities, and my contributions
have risen. I’d like to discuss with you the possibilities of reviewing my compensation.’”
Salary Negotiation Tips 21-31
Making the Ask
21. Put Your Number Out First
The anchor—or the first number put on the table—is the most important in negotiation, since
it’s what the rest of the conversation is based off of. If it’s too low, you’ll end up with a lower
final offer than you probably want.
You should always be the first person to mention a number so that you, not your counterpart,
controls the anchor.
22. Ask for More Than What You Want
You should always ask for more than you actually want. Psychology shows that your bargaining
partner will feel like he or she is getting a better deal if he or she negotiates down from your
original ask.
And don’t fear asking for too much! The worst that can happen if you give a high number is that
the other party will counteroffer—but the worst that can happen if you don’t negotiate is that
you’ll get nothing.
23. Don’t Use a Range
Mike Hoffman suggests that you should never use the word “between” when negotiating.
In other words, never give a range: “I’m looking for between $60K and $65K.” That suggests
you’re willing to concede, and the person you’re negotiating with will immediately jump to the
smaller number.
24. Be Kind But Firm
Negotiating for a new job? Here’s a great script to try, courtesy of Rebecca Thorman at U.S.
News & World Report:
“I’m really excited to work here, and I know that I will bring a lot of value. I appreciate the offer
at $58,000, but was really expecting to be in the $65,000 range based on my experience, drive,
and performance. Can we look at a salary of $65,000 for this position?”
25. Focus on Market Value
Rather than discussing a raise or new salary based on what you make now, keep the
conversation focused on what the market is paying for people like you (your “market value”).
Re-frame any metric your negotiation partner uses—like percentage differences—as market
value, re-focusing the discussion on hard dollars.
26. Prioritize Your Requests
As part of your conversation, lay everything you’re looking for out on the table in rank order.
Explains Wharton professor Adam Grant on Business Insider: “In a job offer negotiation, for
example, you might say that salary is most important to you, followed by location, and then
vacation time and signing bonus. Research shows that rank-ordering is a powerful way to help
your counterparts understand your interests without giving away too much information. You
can then ask them to share their priorities, and look for opportunities for mutually beneficial
tradeoffs: both sides win on the issues that are most important to them.”
27. But Don’t Mention Personal Needs
Don’t focus on your personal needs—like that fact that your rent’s gone up or childcare
expenses have increased. (Chances are, your co-workers are dealing with similar situations.)
You make a much better case to your boss (and his or her boss!) that you’re worth more when
you focus on your performance and achievements.
28. Ask for Advice
After you’ve sold your benefits, talked about your value, and made your ask, Grant
recommends asking, “I trust you, and I’d very much value your recommendations. What would
you suggest?” By doing so, he says, you’ve flattered your negotiating partner, you’ve
encouraged him or her to take your perspective, and you’ll (hopefully) persuade him or her to
advocate for you and your request.
29. Use Email Where Appropriate
Most negotiations are done in person or over the phone, but if most of your communication
with a recruiter or hiring manager has been over email, don’t be afraid to negotiate over email,
as well. It ensures you stick to the script and can be a whole lot less scary.
If you do negotiate over email, try to infuse as much empathy, pleasant conversation, and
openness as possible into your message, mimicking a real-life conversation. (Here’s how to do
it, courtesy of Pynchon.)
30. Don’t Forget to Listen
Listening to the other party during a negotiation is almost as important as your ask and
argument. By really paying attention to what the other person is saying, you can understand his
or her needs and incorporate them into finding a solution that makes you both happy.
31. Don’t Fear the “No”
You may be afraid of rejection, but according to Pynchon, a negotiation doesn’t actually start
until someone says “no.”
She explains: “It’s not really a negotiation if we’re asking for something we know our bargaining
partner also wants. Negotiation is a conversation whose goal is to reach an agreement with
someone whose interests are not perfectly aligned with yours.”
So understand that the “no” is just part of the process—not a statement on how you’re doing.
Salary Negotiation Tips 32-37
Getting an Answer
32. Use Stalling to Your Advantage
“When you hear the other person’s first offer, don’t say ‘OK.’ Say ‘Hmmm,’” recommends
executive career coach Jack Chapman. “Give yourself some time, and in the seconds of silence,
the other person is more likely to improve in some way.”
33. Ask Questions
Does the person you’re negotiating with flinch or otherwise react negatively to the number you
put on the table? Don’t let that deter you; instead, ask open-ended questions to keep the
conversation moving and show you’re willing to work together.
Pynchon suggests things like: “Seems like that took you by surprise. Tell me more…”; “What is
the budget for this position based on?” or; “How can I help you move more in my direction?”
34. Don’t Be Afraid to Counter
If you ask for a higher salary and the employer says no? Doesn’t mean the conversation’s over.
Try this, says Thorman: “I understand where you’re coming from, and just want to reiterate my
enthusiasm for the position and working with you and the team. I think my skills are perfectly
suited for this position, and are worth $65,000.”
35. But Don’t Make Threats
Again, you ideally want to work (or keep working) with this person, so it’s important to keep the
conversation positive. “Whatever you do, don’t threaten to leave if you don’t get the raise,”
Smith reports. “You also shouldn’t threaten your boss with other job offers, interviews, [or]
recruiter conversations.”
36. Consider Other Options
If your boss (or the hiring manager) really, really won’t budge? Try negotiating for flex time,
more vacation time, a better title, or plum projects and assignments.
Here’s how to ask for each, courtesy of LearnVest.
37. Keep Negotiating
If this seems like a lot—well, unfortunately, it is. Negotiation is a complicated process with
volumes of books on techniques, tactics, and scripts.
The good news? The more you do it, the easier it becomes. Even better, the more money you’ll
bring home! So, get out there and start negotiating. You’ve now got the skills to do it right.
Why Do You Want to Work Here?
So you’ve made it to the end of a lengthy job interview without a misstep. But moments before you can
confidently head out the door, the hiring manager slams you with one more, asteroid-sized question:
“Why do you want to work here?”
You break out into a cold sweat. Why do I want to work here? It’s a tough question, in part, because it
should already be obvious. You wouldn’t be in an interview if you weren’t, at least, sort of interested in
the company and what it has to offer for your career (and vice versa).
But to a prospective employer, it’s not so apparent. They’ve probably interviewed several candidates,
most of whom answer with canned responses like “I like your company.” And you’d probably prefer to
stand out with your answer, particularly if you really want the job.
Well, we’re here to tell you this question shouldn’t cause you to panic. According to Laura Mazzullo, a
recruiter and owner at East Side Staffing, before your interview, you should already have some sense of
whether you want the job or not; this should inform how you choose to respond.
If you do want the job, simple honesty works—first, admit that you want it. “I never recommend playing
hard to get,” she said on email. “Employers want to hire people who want to work for them. They know
it’s a competitive marketplace and will appreciate your interest, but it must be genuine and you should
be able to articulate the why behind your interest.”
Answer with your experience
Next, Mazzullo recommends against spewing a list of facts you know about the company, and instead,
homing in on how that role fits with your current career path; after all, you want to convince them
you’re ready for the gig.
“In my humble opinion, [the question] is less about the research you’ve done on their company and
more about the evaluation you’ve done with yourself to know what you need and want next.” In other
words, research can and does help, but use it as an opportunity to reiterate why you’d benefit the
company (and the reverse).
In its most basic form, this might sound something like, here is something specific from our discussion
that appeals to me, here is my experience with that, and here’s what I can bring to the table. On a
Reddit thread, u/maksmil recommends adding some personality to your answer while you’re at it. “If
you can I’d try to focus on what gets you excited about the role so you’re showing why you’re a good fit
instead of just saying that you are,” they said. “Do you love the product? What do you like about the
role? What have you realized is important to you in a job that you think you’d have here?”
Together, this advice can be broken down into three parts: stating that you want the job, a current
assessment of where you are in your career, and how you see the prospective role/company as a fit.
(This might also segue into questions as to why you want to leave your current role, in which case, defer
to our guide on how to explain leaving a job or whatever you feel is honest—without badmouthing your
last company.)
The other important thing to remember, as Forbes recommends, is not to sound rehearsed. Being
specific, as in, referring to exact discussions you’ve had during your interview is a good way to combat
that. Preparing a complete answer ahead of time—and one seemingly unrelated to your conversation—
might not produce the desired effect, so leave a few blanks in your mind for your discussion to fill in.
If you don’t want the job
If you’re unsure of whether the job is a fit during an interview, that’s okay, too. If asked why you want
the job, maybe admit that your discussion of the role appeals to you (assuming it does) and use the time
to ask more questions, Mazzullo said. “Employers want to know you’ve given this all some thought and
aren’t making a rash, haphazard decision.”
And if you don’t want the job, honesty might be best for both parties. “Someone will respect
authenticity as opposed to wasting more of their and your time,” she said. “... Go after what you want.
Politely decline what you don’t.”
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