Rahul Sharma 🥇®’s Post

Unlock the secrets to successful hiring with our comprehensive salary data from 8,000+ interviews. Stay ahead in a dynamic market with insights on salary ranges and median compensations for various roles specific to the #foodandbeverage industry. Download your FREE copy now and set the table for greater growth! https://lnkd.in/erUreqmR #SalaryGuide #FoodAndBeverageIndustry #KinsaGroup

🔓 Unlock the secrets to successful hiring with our comprehensive 𝐬𝐚𝐥𝐚𝐫𝐲 𝐝𝐚𝐭𝐚 𝐟𝐫𝐨𝐦 8,000+ 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬! 😲 💡 𝐒𝐭𝐚𝐲 𝐚𝐡𝐞𝐚𝐝 in a dynamic market with insights on salary ranges and median compensations for various roles specific to the #foodandbeverage industry. 👇 Download your 𝐅𝐑𝐄𝐄 copy now and set the table for greater growth! 🍽 https://lnkd.in/eEVMY6cc #SalaryGuide #FoodAndBeverageIndustry #KinsaGroup 𝐎𝐏𝐄! 𝐃𝐎𝐍'𝐓 𝐅𝐎𝐑𝐆𝐄𝐓! 🐘 Be sure to Follow Kinsa Group for more #foodindustry #career and #hiringtips! 

“Candidate accepts counter offer” Émile Munier, painted in 1874 Oil on canvas Ok light humour for a Monday but let’s actually throw something controversial and interesting out there: 👉Counter offers CAN actually work. A lot of people (recruiters in this case) shout a lot of rubbish without substantiating it. I’ve seen at least 5 say “80% of people who accept counter offers are gone from that company within 6 months” but yet to find any decent study confirming it. Sure, if there are underlying reasons that don’t get addressed then accepting a counter offer is like putting a bandaid on a burst water main - but especially given current rising costs of living (where salary is important) I can understand why counter offers can work (This still means as an employer I’d advise not waiting until a counter offer). For prospective companies (and recruiters) there’s nothing worth than hearing the words “counter offer” - it’s up there with “let me just run it past my partner over the weekend”. On a survey from CIPD, 2,003 HR professional interviewed found more companies were using counter offers to retain staff. 38% matched the salary 40% offered more There is also actually data to suggest candidates that accept counter offers can have a BETTER relationship with their employer. Obviously it’s a case by case scenario with many factors - just be sure to get all your ducks in a row before deciding whether to offer or accept a counter offer. Thoughts? Have you accepted a counter offfer and stayed? Have a great week!

When it comes to recruitment, cash actually is king (and queen 👑) 💰 Including the salary range in a job ad improves engagement and decreases time to hire💰 Data from Seek showed that applications increased by an average of 47% for job ads that included salary vs those that didn't... that's material. I think it's safe to assume that a similar relationship would apply to response rates from outbound messages when headhunting. All else being equal, the candidates engaged through a message or ad that features the salary will also be more fitting for the role. They've effectively self-selected into the proposed salary band, reducing the chance of lost time on interviews where expectations don't align. More applications + less time to hire = more efficient recruitment

𝗧𝗛𝗘 𝗕𝗘𝗦𝗧 𝗟𝗘𝗔𝗗𝗘𝗥𝗦 𝗪𝗔𝗡𝗧 𝗧𝗛𝗘 𝗕𝗔𝗗 𝗡𝗘𝗪𝗦 It's great that the Food & Drinks sector addressed recruitment and labour issues at the Food Manufacturer Leaders' Forum last week. To effect real change you need accurate visibility. I hope that all involved spoke with: 🔵 Current employees from the shop floor up 🔵 Ex-employees who chose to leave 🔵 People who have recently contacted them/applied for work 🔵 Recent interviewees and people who rejected offers 🔵 HR/Internal Recruiters about the difficulties that they face recruiting 🔵 External Recruiters to find out what people think about their business This will give cross-departmental opinions, an overview of current processes, highlight potential issues with everything from staff disputes and bullying, to pay and package, and company reputation.

Apparently, candidates are being filtered based on what breakfast they like the most!!! 😋 🤯 🥓 🥚 Bacon & Eggs? Better try again big fella! A screenshot of what we encountered when applying for a job on our client's behalf. Have you seen something like this before? #jobsearch #jobhunt #recruitment

To the recruiters: It is essential to discuss the job description (JD) and salary expectations before inviting candidates for any interview process. It is unfair to have candidates complete all the interview rounds only to be informed later that the compensation offered is lower than their expectations. This practice not only wastes the candidate's time and resources but also diminishes the credibility and reputation of your organization. Consider this scenario: it's akin to selecting premium vegetables at a market, negotiating with the vendor for a reduced price, and then returning the vegetables if the vendor does not agree to your terms. This approach is disrespectful and economically inefficient. If your budget cannot accommodate high-quality candidates, it is more practical to adjust your hiring criteria accordingly and seek candidates whose salary expectations align with your financial capabilities. Never extend an offer to highly qualified individuals and expect them to compromise on their deserved compensation. Communicating transparently about job roles and salary from the outset ensures a fair and efficient hiring process for both parties. #Recruitment #HiringProcess #FairHiring #SalaryNegotiation #JobDescription #RespectCandidates

Unlock the secrets to successful hiring with Kinsa Group 's comprehensive salary data from 8,000+ interviews. Stay ahead in a dynamic #foodandbeverage market with insights on #salary ranges and median compensations for various roles specific to the #foodandbeverage industry. Download your FREE copy now and set the table for greater growth! https://lnkd.in/gF7t82Rq #SalaryGuide #FoodAndBeverageIndustry #KinsaGroup

Job Description Red Flags to look out for this Weekend: 1. When the job description plays hide and seek with the salary. 2. They offer a salary that makes you wonder if they've know what year it is. 3. The interview process carries over from one year to another. 4. No shift flexibility, because who needs a job that respects your sleep schedule, right? 5. Bad online reviews about working conditions like it's a horror movie. 6. High turnover, where employees come and go faster than a pizza delivery. Disclaimer: These red flags are just the popular ones to talk about. _________ Subscribe now to my newsletter for more hiring tips: https://lnkd.in/gET8B2jH Follow on Instagram: @recruitment.made.easy #recruitment #jobseekers #hiringtips #redflags

🎄 🎅 9th Day Christmas Countdown... Avoiding Loosing out on Counter Offers, Here's Our Tips of the Trade! 👇 💡 👉 Understand Motivations: Early Communication: Understand the candidate's motivations early in the process. Discuss their career goals, values, and what they are looking for in a new role. 👉 Address Concerns: If there are concerns, address them proactively. This could include issues with their current role, team dynamics, or any other factors that may lead to a counteroffer consideration. 👉 Build a Relationship: Personal Connection: Foster a strong personal connection with the candidate. Show genuine interest in their career and well-being. Emphasise the cultural fit between the candidate and your company. This can be a strong motivator for someone looking for a long-term fit. 👉 Address Concerns About the Current Employer: Encourage Transparency: If the candidate has concerns about their current job, encourage them to communicate with their employer about these issues before receiving a counter offer. Help the candidate realistically evaluate the long-term benefits of accepting a counter offer. 👉 Negotiate Early: Address Compensation Concerns Early: If compensation is a key concern, try to address it early in the process to prevent it from becoming the primary factor in considering a counter offer. #counteroffers #recruitmentagency #recruitment