So, you chose a career in the most 'happening' field. Yes, Technology, IT, tech, software - call it whatever you want. Probably, the most competitive and fast growing areas in the current times.
All those from the new-pro brigade want to get into Information Technology as it offers faster growth and of course remuneration to match your skill set or even more.
What does it take to reach the top of the ladder in tech companies? What are tech CEOs made of?
"A good engineering degree is definitely a plus, but can not guarantee you a top slot in an IT companies. A management and engineering combination is definitely the ideal profile," says Gita Dang, Senior Client partner Korn Ferry International. Gita specialises in recruiting people at top levels especially in the tech arena.
Companies are looking for someone who can make them stand out in this rush of tech firms.
"We generally look at people with over 18 years of experience in the industry," she says.
Apart from the routine knowledge of the industry and the key challenges, today's scenario also demands someone who is capable of working in a global environment.
The tech marketplace is changing by the hour. The right candidate would be the one who understands not just the marketplace but also the effect of a particular technology on the business.
India is fast gaining importance as both the market and the resource for technology. MNC's look to India not just for talent, but also the masses, who would be the end users of that technological development.
"They want someone who can be understand the domestic market well and is also able to project it in relation to global business," Gita says.
Though the common notion says that a technically qualified person would do well when placed at the helm of affairs in a tech company, it's not always true.
Good business skills are necessary to run a company in any industry, and tech CEOs tend to focus more on good technology to make business success. In this competitive world, the coolest technology will fetch nothing if you can't market it properly, or if consumers aren't ready for it. That's what makes the CEO's or any other top ranking position so coveted and of course so very well paid.
Pay packets
As far as Indian market is concerned, we can now say the packages are at par with the global standards.
The salary range is very wide depending upon a person's skill set. More than that, scarcity of the talent you have will decide what your worth. Some very eligible candidates are missing out on great opportunities as they see a mirage is terms of salary. Since there has been so much hype about tech salaries, candidates wait for unrealistic pay packets.
If you think you have all of that and are ready for the top job, wait! A person has to pass through at least 4-5 rounds of interviews well before the salary negotiation begins. Working for a tech company brings with itself the added challenge of keeping oneself continuously updated. Thanks to fast changing technology, skills become obsolete overnight.
Age Factor
There's been so much talk about people getting to top positions at young age, courtesy tech jobs. But considering the prevalent trends, the companies in India and even MNCs remain more or less conservative in this regard. The average age for a top rank still remains around late thirties or forties.
And where do the firms find the hot CEO material?
"In India the internal recruitment network is still very strong," Gita says. Firms depend less on recruitment agencies or head hunters.
Attitude All of us seem to have loads of it, don't we?
Hang on you young pros! If you think that your attitude will get you your dream job, here's an eye opener. If you think top jobs are only about managing people, get your facts right. Hands-on approach can give you an edge over others. Apart from being a good manager, the CEO should also be able to rise up to the occasion when the ace techie doesn't turn up. This is more relevant when heading start ups.
Right formula for the CEO material -
Cutting edge skill set + global communication skills + hands on approach = IT CEO. Just get going!
-Meenakshi sundaram A
Sunday, January 30, 2005
Wednesday, January 05, 2005
What to avoid when negotiating your salary
by Michael Spiropoulos CEMAP
Most of us do not change jobs often enough to hone our skills in terms of salary negotiations. Nor do we possess lots of experience when it comes to negotiating a better salary at our salary review time. As a result it is not uncommon for people to enter into negotiations on the basis of hearsay and/or dangerous misconceptions.
What follows are negotiating approaches that you should avoid. Some may sound great at the pub or over a dinner conversation and they may have even worked for an individual that you know but that does not mean they represent sound negotiating techniques.
1. Avoid the aggressive cowboy approach.
The cowboy approach describes that person who rushes into negotiations with his/her guns ablazing, i.e., the person who generally thinks that they’re irreplaceable which entitles them to ask for unreasonable amounts of money. The cowboy negotiator believes that an uncompromising approach to negotiating is the best approach and that showing signs of weakness will only serve to undermine their campaign. They either get what they demand or they’re out looking for another job (which is common). Unless you are, in fact, irreplaceable then steer clear from this approach. And even if you are irreplaceable I would recommend a more modest approach.
2. Equally as dangerous as the aggressive cowboy is the submissive saint.
This person does not want to rock the boat or upset anyone. They’re so anxious at keeping the peace they’re willing to accept less than what they deserve. In fact, the very thought of having to negotiate sends shivers up their spines. This approach may work with some employers, but on the whole submissive saints are generally liked and underpaid – and they know it.
3. Avoid playing the politician.
The politician promises the earth to get his/her extra money but then finds a million excuses on why they can’t deliver. Politicians have short-term victories, but these soon sour. Their bosses soon wake up to them and refuse to play their game. Politicians tend to lack credibility within the organisation and are not highly regarded. If you make a commitment make sure you can keep it. Good negotiators think beyond short-term expediencies.
4. Avoid the "she’ll be right" syndrome.
In other words, moderate your reliance on your employer (unless, of course, you have an enlightened employer who has proven their worth). Whilst trust and cooperation in the workplace is an important ingredient for organisational success it should not be the overriding consideration when it comes to salary negotiations. Be sure you thoroughly prepare your case by ascertaining what the market is paying for people such as yourself and also be sure you can articulate clearly how you’ve added value (or will add value) to the organisation.
5. Avoid playing the jealous sibling.
The jealous sibling finds out what other individuals are earning (within their organisation as well as other organisations) and absolutely wants to be earning the same amount or more. Jealous siblings fail to take into consideration a whole lot of factors including their own abilities – on the whole they tend to overestimate their contributions. Whilst it’s great to know what the market is paying for your skills you shouldn’t be concerned about what other individuals are earning. Chances are that the figures you’re hearing are highly unreliable.
Most of us do not change jobs often enough to hone our skills in terms of salary negotiations. Nor do we possess lots of experience when it comes to negotiating a better salary at our salary review time. As a result it is not uncommon for people to enter into negotiations on the basis of hearsay and/or dangerous misconceptions.
What follows are negotiating approaches that you should avoid. Some may sound great at the pub or over a dinner conversation and they may have even worked for an individual that you know but that does not mean they represent sound negotiating techniques.
1. Avoid the aggressive cowboy approach.
The cowboy approach describes that person who rushes into negotiations with his/her guns ablazing, i.e., the person who generally thinks that they’re irreplaceable which entitles them to ask for unreasonable amounts of money. The cowboy negotiator believes that an uncompromising approach to negotiating is the best approach and that showing signs of weakness will only serve to undermine their campaign. They either get what they demand or they’re out looking for another job (which is common). Unless you are, in fact, irreplaceable then steer clear from this approach. And even if you are irreplaceable I would recommend a more modest approach.
2. Equally as dangerous as the aggressive cowboy is the submissive saint.
This person does not want to rock the boat or upset anyone. They’re so anxious at keeping the peace they’re willing to accept less than what they deserve. In fact, the very thought of having to negotiate sends shivers up their spines. This approach may work with some employers, but on the whole submissive saints are generally liked and underpaid – and they know it.
3. Avoid playing the politician.
The politician promises the earth to get his/her extra money but then finds a million excuses on why they can’t deliver. Politicians have short-term victories, but these soon sour. Their bosses soon wake up to them and refuse to play their game. Politicians tend to lack credibility within the organisation and are not highly regarded. If you make a commitment make sure you can keep it. Good negotiators think beyond short-term expediencies.
4. Avoid the "she’ll be right" syndrome.
In other words, moderate your reliance on your employer (unless, of course, you have an enlightened employer who has proven their worth). Whilst trust and cooperation in the workplace is an important ingredient for organisational success it should not be the overriding consideration when it comes to salary negotiations. Be sure you thoroughly prepare your case by ascertaining what the market is paying for people such as yourself and also be sure you can articulate clearly how you’ve added value (or will add value) to the organisation.
5. Avoid playing the jealous sibling.
The jealous sibling finds out what other individuals are earning (within their organisation as well as other organisations) and absolutely wants to be earning the same amount or more. Jealous siblings fail to take into consideration a whole lot of factors including their own abilities – on the whole they tend to overestimate their contributions. Whilst it’s great to know what the market is paying for your skills you shouldn’t be concerned about what other individuals are earning. Chances are that the figures you’re hearing are highly unreliable.
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