When to Consider a Mediator’s Proposal
When the parties reach impasse because of exaggerated offers, one option is to present a mediator’s proposal — your professional, unbiased opinion of what you think both parties would likely accept to settle the case. If nothing you do helps them see past their extreme positions, you can draft a proposal. It may go something like this:
I propose that the parties settle the case for $50,000, payable within 90 days. If both parties reject the proposal, I’ll simply report back to them that there is no agreement. I’ll also tell the parties that no agreement has been reached if one party accepts the offer and the other party rejects it. The parties will learn that the other has accepted the proposal only if both parties do so.
Before I make a mediator’s proposal, I want both parties to understand how I’ve reached it. I don’t make this proposal based on who I believe will win at the end of the day, nor even what I believe to be fair under the circumstances. No one has presented admissible evidence to me upon which I could base such a forecast. The number I choose is one I believe both parties will accept while at the same time believing it will be a stretch for both of them.
Don’t show your proposal to either party. Meet with each party in a separate caucus to test your assumptions about what each party will find acceptable. Without asking them to reveal their bottom lines, ask each one the question, If your opponent came down to $X, would you come up to $Y?
When the numbers don’t overlap, gauge how much pain each party will suffer to bridge the gap. Other purely subjective factors you may want to consider when crafting your proposal include the following:
How invested each side is in walking away with a settlement on this day.
How firm the sides are in their assertion that they wouldn’t go below or above a certain number.
Whether the attorneys needed help in bringing a little more reality to their clients before the parties would be ready to accept a mediator’s proposal.
How much street cred you’ve developed with the parties personally to make them more receptive to your settlement price-point, even if they wouldn’t accept their own attorney’s advice.
Assuming your proposal and follow-up efforts in caucuses are successful in getting the parties to agree, draw up a final agreement that both parties sign off on.
Many master mediators have entirely given up on the mediator’s proposal because they believe it’s ineffective or runs counter to the mediation principle that resolution should be party-driven rather than recommended by the mediator. Too often, settlements reached by way of mediators’ proposals are grudgingly accepted at best.
When settlements are grudging, the deal isn’t durable — you can’t rely on it as a resolution. When buyer’s remorse sets in, the more remorseful party may well fight the enforcement of the agreement, as demonstrated in the endless litigation between the Winklevoss twins and Mark Zuckerberg of Facebook.
Zuckerberg and the Winklevosses entered into a mediated settlement in 2008 and have been fighting to undo that settlement ever since. Their request to void that agreement was rejected by the federal Ninth Circuit Court of Appeals in April 2011. Their attorney has indicated that he’ll seek a review by all the Ninth Circuit’s sitting judges. If the Winklevosses lose that petition, they’re free to seek review from the U.S. Supreme Court.
This is what people mean when they say don’t make a federal case about it. The Winklevosses have incurred millions of dollars in attorney’s fees in their fight with Facebook. The mediator who helped them settle their case can’t be at all happy about the work he did.
Some master mediators have turned against the practice of making mediators’ proposals for other reasons. John DeGroote at Settlement Perspectives believes that a proposal for settlement by the mediator based on what she believes is possible has lost its utility.
Savvy negotiators, wrote John, angle for an advantageous impasse rather than a settlement. Compromise is no longer the goal of the mediation exercise; instead it becomes a play to the ‘neutral,’ whose power to craft the mediation proposal will make her the real decision maker.
Mediation is always more effective when it’s party driven — when both parties engage in collaborative problem-solving to arrive at a mutually beneficial arrangement. Because the parties have solved the problem together, both parties walk away satisfied that their interests have been addressed.
If the parties insist on a mediator’s proposal, try a bracketed proposal first. If that doesn’t move the parties closer and they still demand that you propose a solution, do so. People who insist they’re incapable of resolving the dispute in the absence of an authoritative proposal from the mediator often have hidden interests to satisfy.
One of the parties may need to tell her superiors that the mediator made a final proposal that she couldn’t, in good faith, refuse. Not being the author of a difficult solution may also help a party save face not only with hidden stakeholders but also internally.
Parties who see themselves as people who can’t be pushed around and who will hold their ground under all circumstances often need an authoritative figure to all but order them to compromise. In this way, they can retain their preferred self-image while at the same time make a pragmatic decision that may otherwise make them feel weak, unmanned, or powerless.

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academic curriculum vitae resume
A resume format that includes a comprehensive biographical statement of three to ten pages. This resume format emphasizes professional qualifications and activities.

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accomplishment resume
A variation of the hybrid resume that includes qualifications and accomplishments.

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Americans with Disabilities Act; ADA
A document signed into law that makes it illegal for an employer to discriminate against (or refuse to hire) a person simply because that person has one or more disabilities.

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applicant tracking system
A software application that helps a company recruit employees more efficiently. Includes features to post job openings online, screen resumes, acknowledge the receipt of resumes, and generate interview requests.

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behavior-based interview
A type of job interview in which candidates are asked what kinds of behaviors they have used in the past to handle certain situations and solve problems.

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blog
A Web-based journal that is written and updated by one or more blog writers, or bloggers. Today's more sophisticated versions read like media stories and columns.

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branding statement
A marketing tool for job seekers consisting of a brief statement that communicates who you are in the workplace; typically used in resumes and job interviews. Also sometimes called a branding brief.

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broadcast letters
Self-marketing letters that a job seeker sends to a large but carefully targeted list of potential employers. These letters are designed to uncover an opportunity in the hidden (unadvertised) job market.

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career management documents
A family of job letters that are self-marketing tools for people who want to be hired for the best jobs. Includes job ad reply letters, broadcast and prospecting letters, resume letters, follow-up letters, and e-mail cover notes.

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competency-based approach
A resume style that focuses on the skills and talents needed to be able to perform a particular task to a certain standard. Connects your behaviors with your accomplishments.

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core resume
A starting resume that you use as a base or template to spin off targeted versions of your resume (for specific positions) when you must move quickly.

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cover letter
A self-marketing document designed to sell yourself and get an interview for a specific job; typically accompanies a resume.

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credit histories; consumer reports
Reports that contain your payment history to creditors. These reports may also include names of previous employers, residential stability data, divorce information, and estimated prior earnings.

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directive interview
A type of job interview in which the interviewer maintains complete control and walks you through the discussion to uncover what he or she wants to know.

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EEOC
Equal Employment Opportunity Commission. The EEOC is a U.S. federal agency that investigates discrimination complaints.

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e-mail cover note
An e-mail message that introduces a resume that you distribute online. Typically, a shortened and more informal version of a cover letter.

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e-resumes
Electronic resumes. Resumes that you distribute online.

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font
A complete character set comprised of a single size and typeface, such as 12-point Helvetica.

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font size
The height of the characters in a font set, measured in points, such as 10-point or 14-point. One point is equal to 1/72 of an inch.

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foundation skills
A skills language used in cover letters to communicate your expertise in fundamental job skills — includes basic skills, people skills, thinking skills, and personal qualities.

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functional resume
A resume format that focuses on portable skills or functional areas and ignores chronological order. This resume format works well for career changers, new graduates, ex-military personnel, work-history gaps, or special-issue problems.

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hybrid resume
A resume format that is a combination of the reverse chronological resume format and the functional resume format.

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instant messaging; IM
A real-time form of communication between two or more people online, who type messages back and forth in a window. Job seekers can attach resumes to messages.

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integrity test
A test administered by a potential employer during the interviewing process that rates honesty, responsibility, and reliability for the job.

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intellectual property
Work samples that you submit to a potential employer during the job interview process, such as portfolios, project materials, and proposals.

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international curriculum vitae resume
An excruciatingly detailed resume format used to apply for international jobs. This resume style is typically six to eight pages long and often uses the reverse chronological format.

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job ad reply letter
A letter that is written in reaction to a published job opening in print or online.

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job board
A Web site that posts general or specialized job listings, such as CareerBuilder.com and Monster.com.

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keyword resume
A resume format that places a profile of keywords at the top of a document. This resume format is not in common use today because current resume search databases can pick up keywords anywhere in a resume, not just at the beginning of a document.

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keywords
Internet search words (generally nouns and short phrases) that identify your qualifications. Employers use keywords to search and retrieve e-resumes in databases for available job positions.

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linear resume
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marketing pitch
A personal commercial that you create to sell yourself during a job search. A marketing pitch should be about one to two minutes long.

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nondirective interview
A type of job interview where the interviewer's questions tend to be broad and general so that you can elaborate and tell stories about yourself and your qualifications.

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OFCCP
Office of Federal Contract Compliance Programs. The OFCCP is an agency that tracks the diversity hiring record of those applying for positions with federal contractors.

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online executive bio
A short profile (about 200 words or less) that is placed on social networking sites and job boards to advance employment or business objectives. Includes keywords and a link to a full resume.

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online profile
A lengthy multi-link document that appears on Internet networking and career sites such as LinkedIn.com and VisualCV.com.

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online referral service
An e-mail job distribution method paid for by employers. This service helps you identify which of your contacts may know people at companies where you would like to work.

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online screening program
A form of pre-employment screening that verifies that you are a good fit for the position and that you haven’t lied about your background. May include online tests, assessment instruments, and questionnaires.

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patterned interview
A type of job interview (also called a structured interview) in which the interviewer works from a written list of questions asked of all candidates and writes down your responses.

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personality test
A test administered by a potential employer during the interviewing process that measures choice, preference, values, behavior, decisions, attitudes, and job-related interests.

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podcast
A digital audio or video file that is available for downloading from a Web site. Usually available in a series that is often packaged like a daily newscast or commentary.

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podcasting
The process of creating and distributing audio and video feeds over the Internet. To make a podcast, you need a computer, microphone, Internet access, and recording software.

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portfolio
A collection of work samples often delivered as part of the job interview process for those in fields such as design, graphics, photography, architecture, advertising, public relations, marketing, education, and contracting.

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professional resume
A resume format that emphasizes professional qualifications and activities and is typically three to five pages long. This format is essentially a shortened version of the academic curriculum vitae resume format.

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prospecting letters
Self-marketing letters that a job seeker sends to a relatively small and select number of potential employers. These letters are designed to uncover an opportunity in the hidden (unadvertised) job market.

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recruiter; headhunter
An employers’ personal shopper, tasked with going into the marketplace and bringing back the best qualified candidates for the thriftiest prices.

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resume blasting services
A service that advertises their willingness to save you time and trouble by blasting your resume to thousands of recruiters and hiring managers all over the Internet — for a fee. These services are generally not recommended due to privacy and identity theft concerns.

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resume letter
A self-marketing document that combines a cover letter with a resume (the resume is not a separate document). This type of letter is typically two pages long, but can be one page.

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reverse chronological resume
A resume format that includes employment history from the most recent jobs working backwards, showing dates for employers and educational institutions. This resume format works well for those with a steady career progression.

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screener
An employee (typically an administrative assistant or HR specialist) who monitors phone calls for a company when you call their main telephone line.

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screening interview
A first-cut job interview that is used to weed out all applicants except those who are best qualified for the position.

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selection interview
A job interview in which you meet with a supervisor, department head, or another person who has the authority to hire you.

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SEO
An acronym for Search Engine Optimization. SEO is a method of using technical and strategic maneuvers to increase the traffic driven by search engines to a Web site.

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serial interview
A type of job interview in which you are typically passed from the initial screener to a line manager to a top manager — and perhaps a half-dozen people in between.

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social networking services
Web-based services — including discussion groups, message boards, e-mail, and blogs — that give users a way to find and interact with people who have similar interests. Some of this interactivity focuses on job search and recruiting.

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spiders
Automated programs (software) used by specialized search engines to scrape (crawl) the Web to find and haul in content, such as job postings. Also called robots or just 'bots.

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stress interview
A type of job interview in which the interviewer intentionally uses various intimidation tactics to attempt to put pressure on you.

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targeted resume
A resume that is customized for a specific employment goal or position in a job search.

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typeface
A specific family of fonts in a similar design style (including multiple sizes of that font), such as Arial or Times New Roman.

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vertical job search engines
Online search engines that search only for job listings, across multiple job sites at once. Examples include SimplyHired.com and Jobster.com. Also called verticals or aggregators.

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video resume
A canned video interview in which a candidate speaks about his or her qualifications, goals, and strengths; sometimes called a video podcast.

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watermark
A faint image ingrained in quality-stock paper. Resumes are commonly printed on paper stock that includes a watermark.

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Web 2.0
The second generation of Web design that uses sites in which people communicate and share information. Web 2.0 tools include blogs, instant messaging, podcasts, RSS feeds, and social networking services.

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Web resume
An electronic resume that you post on a personal Web site; also sometimes called an e-portfolio or HTML resume.