Readers:
If you have any questions or comments that Dr. Hansen could provide valuable assistance with, please feel free to email mailto:careerdr@careershop.com

Previous Columns: Get more advice from our archive of previous Career Dr. columns.

New!: QuintZine: A free career and job-hunting newsletter filled with timely and topical tips for springboarding careers, will arrive in your e-mailbox every other week. CLICK HERE!

The bad news is that many job-seekers are still using the Internet incorrectly as a tool of job-hunting.

There are now many ways to use the Internet to assist your job-search, but I must again state that you will be much more successful in your job-search if you use all the tools available to you, not just those online… but for the sake of your question, let’s stick to Net sources.

In my mind, there are two powerful ways to use the Internet in job-hunting.

The first, and just a variation of an old favorite, is networking online. As I have stated many times before, all studies show that networking – obtaining job leads from people you know – is the most powerful tool of job-hunting. And, with more and more networking and community sites online, there are more ways to expand your networking. Sites like Friendster and LinkedIn offer many ways to connect with and expand your network.

The second is the thoughtful use of online job sites – but not the way you have been doing it. The best job sites are not the big job boards but rather company sites or niche sites. More and more employers are developing very user-friendly career centers on their Websites – and if I had a specific list of employers I wanted to work for, this is where I would start. If I had a specific industry or geographic location where I was searching for a job, I would use one or more of these targeted job sites.

And please don’t forget about the value of the Internet as a research tool for your job-search. You can find information about companies, organizations, and even the people interviewing you.

Read more about the state of Internet job-hunting in this article published on Quintessential Careers: Internet Job-Hunting Turns a Corner: A Quintessential Careers Annual Report 2005.

Nice job, by the way, in writing a thank-you note to each person… and yes, for all of you readers, you must thank each person who interviews you – and yes, they all need to be original letters (though parts can be the same).

The only flaw I can see in your job-search strategy is that you did not follow-up after sending the thank-you notes. I’m dealing with a client in a similar situation right now… you must be proactive, and you must continue (politely and professionally) to show your interest in the position and the company.

My best guess is that you were possibly a second choice candidate, and when the first choice either backed out or looked as though he/she was going to back out, you then received the email from human resources.

And just an aside, but I am a big email person, and chances are someone is going to find me a lot faster through email than phone, so I don’t see anything wrong with the company sending you an email.

Learn more about the importance of following up here, in this article published on Quintessential Careers: Follow Up All Job Leads: Don’t Wait by the Phone (or Computer).

Your goal as the job-seeker is to uncover – as close as possible – the salary range for the position you are applying for. You can find this information (or a close proximity) either through a contact within the company or from industry salary sources.

If the salary range seems acceptable to you – and you are qualified for the position – then you have it a lot easier. If the salary range is not acceptable, but you still want the job for other reasons, then you may need to approach the situation differently.

But, regardless, you have a couple of options in dealing with a salary requirement request. Just remember never to put down a specific number – give yourself some negotiating room if you make it to that point in the process. So, here are some options when dealing with a request:

• provide your salary requirement (narrow range)
• ask for a wide salary range
• state that you expect competitive or fair compensation
• express your salary flexibility
• ignore the salary request (riskiest strategy)

Here’s a sample paragraph I would put in my cover letter: Per your request, an acceptable salary range for this job, based on the description and my research, is $45,000-$50,000, not including benefits or supplements. My requirement is flexible and negotiable, depending on such factors as additional benefits, faster salary reviews, and increased advancement opportunities.

Read this article on Quintessential Careers: Responding to Requests for Salary Requirements or Salary Histories: Strategies and Suggestions.

Here’s a Sample Cover Letter in Response to Salary Requirement Request.

Only you can decide whether it’s worth the fight. The sad reality is that in many cases, even if you have well-documented evidence of abuse, you will get branded as someone who makes or has troubles – and depending on the size of your industry or town, that label could make it much harder for you to find new employment.

So, my advice would be to start documenting everything, including gathering information from co-workers who have witnessed the abuse, and consider action. Perhaps talk with an attorney that specializes in labor laws. I would not talk with the folks in human resources, nor would I make any comments about suing the company. Keep it quiet and to yourself before – or if – you take any action.

Of course, more importantly, for your sanity and self-worth, you should immediately be searching for a new job with a new employer. Besides, with the new hire, I would say the writing is on the wall concerning your future with the company. Start searching today!

And while it sounds too late for you, you might find some guidance in this article, Dealing With a Bad Boss: Strategies for Coping.

For some key rules on all aspects of job-hunting, check out this detailed list of Job-Hunting Do's and Don'ts Articles published on Quintessential Careers.

Dr. Randall S. Hansen is currently Webmaster of Quintessential Careers.

Dr. Hansen is an associate professor of marketing at the School of Business Administration, Stetson University. He has been a published career expert for the last 10 years and an employer and consultant with hiring/firing decisions for the past 15 years.

Through his experience as a professor of marketing, Dr. Hansen uses proven marketing techniques and applies them to job-hunting. He is currently working on such a book. Some of his work can be seen at his personal Web site.

He and Katharine Hansen co-wrote the very successful job-hunting book, Dynamic Cover Letters, published by Ten Speed Press. You can order copies from Barnes and Noble of this cover letter bible. He is also author of several career-related magazine and journal articles.

Finally, Dr. Hansen has been an employer and has firsthand experience in the hiring process. He also stays active in the field by reading magazine and journal articles and by talking with employers on a regular basis.