Blind’s Post

In this episode, Samah and I discuss why salary transparency in hiring practices is beneficial to applicants & companies. Without providing a salary range companies might be (and in many cases absolutely are) wasting everyone's time. https://lnkd.in/gPpXZ2Ve 

I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is however important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems

I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is however important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems

I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is, however, important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems

I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is, however, important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems

I'm going there... I’m Diving into the present-day complexities of Salary Transparency on Job Postings in the Tech Industry. Being on the frontline of tech talent recruitment has given me a unique insight into the chaotic world of salaries. Think it's as simple as quoting a range? It's not. Firstly, tech salaries have been on a roller coaster ride over the past 4 years, veering wildly from one extreme to another. There is no 'industry standard' anymore. Secondly, perspective matters. If I quote a salary range of $150-$180K, guess which number sticks? Candidates aim for the $180K, while employers cling to the $150K. It's a psychological quirk that I've repeatedly observed since the beginning of my time in recruitment—It’s human nature. Thirdly, The value of today's compensation package goes well beyond base salary. What about perks, benefits, culture, role, company...All of that gets missed when the focus is squarely put on base pay. Nobody has the magic formula to secure top talent, myself included. Companies are very much grappling with strategizing the right offer in this post-frenzied tech world. While aiming high may be a great strategy to draw talent, sustainability is key. Remember the high-paying companies that laid off their workforce because they overreached? It's not all black and white in the world of salary transparency... it's more like a whirlwind of grays. Most Hiring Managers that I talk to are figuring it out in real time as we push through the process and it's proving to be much more Art than Science. What are your thoughts on salary transparency? Let's discuss.

Did anyone say pay transparency in L&D? 🥁 In the last few days, +300 L&D professionals anonymously submitted details about their compensation package in our salary database at Offbeat → https://lnkd.in/dV7q8yQh 💡 𝐖𝐡𝐲 𝐚𝐫𝐞 𝐰𝐞 𝐝𝐨𝐢𝐧𝐠 𝐭𝐡𝐢𝐬? → Fair and transparent pay is on everyone's minds these days. New legislation in the US, EU, and Australia supports this wave → While pay is not a long-term motivational factor, the perception of pay equity is important → If employees perceive that they are being paid fairly compared to others, it can enhance motivation. On the other hand, a perceived lack of fairness can lead to demotivation → Research has shown that access to information about market salaries and education on negotiation skills can significantly impact the likelihood and success of salary negotiation 🤨 𝐇𝐨𝐰 𝐝𝐨𝐞𝐬 𝐢𝐭 𝐰𝐨𝐫𝐤? → You anonymously add details about your compensation package in a form → We check every entry and try to determine accuracy → You get access to the full database and can filter by country, city, industry, gender, seniority, and more 👀 𝐖𝐡𝐚𝐭 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐝𝐨? → Add your compensation package details → Share this post so we can reach as many L&Ds as possible P.S. If you're not an L&D pro, but you're curious about the results, please DM me, instead of adding fake data ✌🏻 Let's do this! #learninganddevelopment

The flex vs work from home debate is still a hot topic as we enter 2024 here in QLD. Most businesses are requiring that candidates work on site at least 2-3 days per week and this doesn’t seem to be changing.    We’ve released our latest @Talent More Than Money Salary Guide, with plenty of insights to make sure you’re ahead of the pack in the QLD tech hiring market. Whether you are a business, a contractor or a permanent employee, this year is gearing up to be an interesting one.   Have a read of it here, and let me know if you also feel you are seeing these trends in our market - https://lnkd.in/gSDbQ3qR    #MoreThanMoney #SalaryGuide #TechJobs #ITjobs #HiringMarket #TechTrends

In the absence of any pay transparency laws in force, a new trend is on the horizon involving the use of an app to gain access to up-to-date compensation data from similar employees, particularly, in the tech industry. Through anonymous threads and private chats, users of the app are able to put out an “offer evaluation”, which discloses the company and the compensation that has been offered to them in an effort to gain insight as to how it compares to the compensation for similar roles at different companies. While the identity of users remains anonymous, the same does not go for the identity of companies.   The Working for Workers Four Act, 2024 was passed last month and will require employers to include the expected compensation, or the expected range of it, for a position advertised in a public job posting. Employees have resorted to using the app described above due to the absence of relevant pay transparency laws. While it is unknown when this new requirement to include compensation information in job postings will enter into force, will the popularity of the app dwindle once the requirement takes effect?  

A couple of weeks ago I did my first webinar on behalf of gforce employment + recruitment. It wasn’t tips on getting a new job, it was tips on asking for a pay rise. I shared that I'd asked for my first pay rise in 1991, hence the photograph of me from around that time. A young man, with his first employer (moving in to his third role) and feeling entitled to request a raise for taking on new duties and responsibilities.   My request got pushed up the line, and I ended up having to justify my request with the HR Director of the business, and somehow, I was granted a raise. My main learning from that time is that if you don’t ask, you don’t (necessarily) get. For me, this was a powerful lesson that I have applied judiciously. Changing the status quo takes effort, and sometimes for an introverted 20 something-year-old, the outcome is worth the effort in pushing outside their comfort zone. I became fond of the saying, “what’s the worst that can happen?”   After the recent webinar, I ran a poll on LinkedIn – thanks to those that voted. The question was “why do you think the majority of people have not asked for a pay rise given the current cost of living increases?”. This was from a Glassdoor survey in August, and whilst the most common answer was that the organisation had already advised that there would be no raises, the second most common answer was that people were focused on work/life balance.   If you’re interested in where Australia ranks in work/life balance compared to other countries, I’ll add a link to the comments shortly.   One factor in the Australian ranking from the article states that we have the highest minimum annual wage per hour of any nation. I hadn’t thought about that until now and given the organisation I work for exists to help people achieve the benefit of employment, I’m glad that a ‘decent’ minimum pay rate will be obtained by all the people we place – in casual or on-going roles. Especially for naïve wide-eyed young people working in their first employer.