Graham Turner’s Post

It's all too common; you're scrolling through job listings and there it is again: "competitive salary". It's a phrase that's sparked some debate among professionals. I saw a fellow recruiter's post this weekend voicing their frustration. They're not alone in feeling that it can appear a bit of a cop out. If a client has a clear budget, surely they know what they're prepared to pay, right? So, shouldn't that figure be upfront in the job advert? To a certain extent, I concur. Transparency is key and can save time for all parties involved. When the salary for a role is set in stone, it makes perfect sense to lay out that number clearly. But, let's delve into the other side of the coin. "Competitive salary" does have its place. Sometimes, a client might be open to stretching their purse strings for an exceptional candidate. By settling on a specific number, there's a risk of steering away potential high-calibre applicants. They may see the stated salary and think they're beyond the bracket, so they don't bother applying. Negotiation is an essential aspect of recruitment. By being a bit more flexible with the term "competitive salary", we're keeping the door open. We're inviting a dialogue about what each party brings to the table. So while I value transparency, I also value the art of negotiation and the possibilities that can unfold when a client meets a candidate who is the perfect fit, but perhaps at a higher price point than initially expected. Ultimately, it's about striking a balance. Using the term "competitive salary" should be more deliberate than routine. It's not always a cop out; it can be a strategic move. And for recruiters, it's our understanding of market rates and client expectations that allows us to navigate these nuances effectively. What are you thoughts? #Recruitment #SalaryTransparency #HiringStrategies Kam Jassal Ian Reseigh Laura Turner @Paiger Graham Turner Pure Resourcing Limited

It's all too common; you're scrolling through job listings and there it is again: "competitive salary". It's a phrase that's sparked some debate among professionals. I saw a fellow recruiter's post this weekend voicing their frustration. They're not alone in feeling that it can appear a bit of a cop out. If a client has a clear budget, surely they know what they're prepared to pay, right? So, shouldn't that figure be upfront in the job advert? To a certain extent, I concur. Transparency is key and can save time for all parties involved. When the salary for a role is set in stone, it makes perfect sense to lay out that number clearly. But, let's delve into the other side of the coin. "Competitive salary" does have its place. Sometimes, a client might be open to stretching their purse strings for an exceptional candidate. By settling on a specific number, there's a risk of steering away potential high-calibre applicants. They may see the stated salary and think they're beyond the bracket, so they don't bother applying. Negotiation is an essential aspect of recruitment. By being a bit more flexible with the term "competitive salary", we're keeping the door open. We're inviting a dialogue about what each party brings to the table. So while I value transparency, I also value the art of negotiation and the possibilities that can unfold when a client meets a candidate who is the perfect fit, but perhaps at a higher price point than initially expected. Ultimately, it's about striking a balance. Using the term "competitive salary" should be more deliberate than routine. It's not always a cop out; it can be a strategic move. And for recruiters, it's our understanding of market rates and client expectations that allows us to navigate these nuances effectively. What are your thoughts?

Tips from Top Headhunters to secure your worth Negotiating salary is a crucial step, whether or not you're part of a recruitment process. Here are some tips and tricks recommended by our headhunters: 1. Do your research: Understand the typical salary range for similar roles in the industry, considering factors like location, company size, and your experience level. 2. Know your value: Evaluate your skills, experience, and qualifications relative to the job you are applying for. Be prepared to express how your background and achievements justify the salary you are seeking. 3. Consider total compensation: Salary isn't the only component. Benefits and bonuses can significantly impact your overall compensation package. 4. Timing is key: The best time to discuss salary is typically after you have received a job offer. This shows the employer is serious about hiring you. Avoid bringing it up too early in the interview process. 5. Stay positive and professional: Approach negotiations with a positive mindset and maintain a professional behavior. 6. Be prepared to justify your request: If you are asking for a higher salary, be ready to explain why. Highlight relevant achievements, unique skills, or additional responsibilities you are willing to take on. 7. Listen carefully: Pay attention to the employer's responses and be open to compromise. Understanding their constraints and needs can lead to a more mutually beneficial agreement. 8. Consider non-salary factors: If the employer can't meet your salary expectations, explore opportunities for performance reviews, bonuses, or other forms of compensation that can be revisited in the future. Remember, negotiation is a normal part of the hiring process, and both parties typically expect some back-and-forth. Approach it confidently, but also be prepared to be flexible and collaborative in finding a solution that works for both you and the employer. #SalaryNegotiation #NewJob #CareerGrowth #Career #Recruitment #Leader

Tips from Top Headhunters to secure your worth. Negotiating salary is a crucial step, whether or not you're part of a recrutiment process. Here are some tips and tricks recommended by our headhunters: 1. Do your research: Understand the typical salary range for similar roles in the industry, considering factors like location, company size, and your experience level. 2. Know your value: Evaluate your skills, experience, and qualifications relative to the job you are applying for. Be prepared to express how your background and achievements justify the salary you are seeking. 3. Consider total compensation: Salary isn't the only component. Benefits and bonuses can significantly impact your overall compensation package. 4. Timing is key: The best time to discuss salary is typically after you have received a job offer. This shows the employer is serious about hiring you. Avoid bringing it up too early in the interview process. 5. Stay positive and professional: Approach negotiations with a positive mindset and maintain a professional behavior. 6. Be prepared to justify your request: If you are asking for a higher salary, be ready to explain why. Highlight relevant achievements, unique skills, or additional responsibilities you are willing to take on. 7. Listen carefully: Pay attention to the employer's responses and be open to compromise. Understanding their constraints and needs can lead to a more mutually beneficial agreement. 8. Consider non-salary factors: If the employer can't meet your salary expectations, explore opportunities for performance reviews, bonuses, or other forms of compensation that can be revisited in the future. Remember, negotiation is a normal part of the hiring process, and both parties typically expect some back-and-forth. Approach it confidently, but also be prepared to be flexible and collaborative in finding a solution that works for both you and the employer. #SalaryNegotiation #NewJob #CareerGrowth #Career #Recruitment #Leader

Negotiating a better-starting salary during the hiring process can be a challenging and scary but rewarding skill to master. A better-starting salary can significantly impact your long-term career growth and satisfaction. Here are some steps to negotiate a better-starting salary: • Do your research. You should have a realistic and reasonable range of salary expectations based on your industry, location, experience, and qualifications. You can use online tools such as Indeed Salary Calculator, Glassdoor, or PayScale to determine the average salary for your desired role and company. • Highlight your value. You should emphasise the skills, achievements, and potential contributions that make you a strong candidate for the role. I would also like you to show your enthusiasm and interest in working for the company and how you can help them achieve their goals. • Avoid disclosing your current or desired salary. It would be best if you tried to avoid revealing your current or desired salary until you receive an offer from the employer. This will give you more leverage and flexibility to negotiate later. If the employer asks you about your salary expectations, you can either deflect the question by saying that you are open to discussing it later or provide a broad range based on your research. • Prepare for objections and counteroffers. You should be able to anticipate the possible objections and counteroffers the employer might make and then prepare your responses as needed. It would be best to have a backup plan if the employer is unwilling or unable to meet your salary expectations. For example, you can ask for other benefits or perks such as flexible hours, remote work, bonuses, stock options, etc. • Be confident and respectful. You should express your confidence and respect throughout the negotiation process. Avoid being too aggressive or passive and aim for a win-win outcome. You should also avoid making ultimatums or threats and be ready to leave if the offer isn't. Ready to ride on your way to a higher starting salary? #jobseekers #jobs #jobinterviews #interviewing #management #hr #humanresources #recruiters #linkedinprofilemakeovers

“I decided I was going to double my salary , and would accept nothing less.” That’s what one of our candidates told me when I asked him how he set his salary expectations. And guess what, double his salary he did! The biggest tool you can have in your arsenal when negotiating is confidence. Here’s an inside secret, if you and the role/ organisation are a good fit —> 𝐀𝐬𝐤 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐬𝐚𝐥𝐚𝐫𝐲 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 + 𝐚 𝐛𝐮𝐟𝐟𝐞𝐫 𝐨𝐟 𝐚𝐭 𝐥𝐞𝐚𝐬𝐭 10%. This will ensure you have adequate negotiating leverage for yourself. If that final number is beyond the budget set by the employer, your recruiter/ HR will let you know accordingly and you will have the opportunity to recalibrate. While many may disagree with me, in these parts of the world , i.e. Asia, I’ve seen how quality candidates tend to sell themselves short out of fear of losing a solid opportunity. Most people think, they are so many candidates out there and so few roles/ companies. Having run a recruitment agency, I can tell you that we ALWAYS struggle to find really good candidates. So if you have the skills, don’t sell yourself short. In many instances, employers will respect your ask. Remember, it is easier to negotiate downwards, then it is to negotiate upwards. The cold truth is most employers just want to find someone who fits the role both technically and culturally. And if they find that person, they’re not going to be haggling over a few thousand dollars (in annual salary) unless it’s well and beyond the budget that they set.

𝘼 𝙁𝙧𝙞𝙙𝙖𝙮 𝙃𝙤𝙬𝙡 𝙛𝙧𝙤𝙢 𝙏𝙝𝙚 𝙒𝙤𝙤𝙡𝙛 𝘿𝙚𝙣 𝙤𝙣 𝙨𝙖𝙡𝙖𝙧𝙮 𝙣𝙚𝙜𝙤𝙩𝙞𝙖𝙩𝙞𝙤𝙣𝙨! Earlier this week I posted my view on asking candidates their salary expectations. It was in response to a post by a woman I hugely respect, sharing a view I didn't quite agree with. The more I have percolated over our online discussion this week, the more I wonder: 𝙒𝙝𝙖𝙩 𝙞𝙨 𝙮𝙤𝙪𝙧 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙚𝙧'𝙨 𝙧𝙤𝙡𝙚 𝙞𝙣 𝙮𝙤𝙪𝙧 𝙨𝙖𝙡𝙖𝙧𝙮 𝙣𝙚𝙜𝙤𝙩𝙞𝙖𝙩𝙞𝙤𝙣? My view is that we are there to advocate for you. We act as the intermediary to facilitate salary negotiations, which enables you and your future colleagues to focus on the role and your fit in the business. 🐺 In addition to placing candidates, search consultants should offer advice and guidance on the market. We can share how you benchmark against peers, which businesses may be more interesting for you and have an informed conversation about salaries. 🐺 The more data we have, the more we can fight for parity in the market. When clients complain they can't afford to pay for talent, we respond with active (anonymised) data on what the market rate is. The integrity of our data relies on the accuracy of information. 🐺 We don't share salary information with our clients when we present our candidates. 🐺 Trust. Trust is at the heart of everything we do. To build a partnership with our candidates we want them to be able to trust us with their information and know that we will not be using it as an anchor for their negotiations, but rather to ensure that we are working towards parity. As search consultants, we should be consultative. You should be able to ask for advice on all things career related, including your compensation. That being said: 🐺 We don't have to know what you are earning. You don't have to tell us. 🐺 In the US it is illegal to ask about current salary. 🐺 If you don't feel comfortable sharing your current or desired compensation with a recruiter - you never should. Our role is to work with you to find a role you are excited by, are challenged by and feel valued in. What are your thoughts? #negotiation #recruiters #candidates #compensation #genderparity

No salary, no application. If the market adopts this approach, everyone will soon put their salaries in their advert. So, let’s see if we can start a trend #NoSalaryNoApplication

Tips from Top Headhunters to secure your worth. Negotiating salary is a crucial step, whether or not you're part of a recrutiment process. Here are some tips and tricks recommended by our headhunters: 1. Do your research: Understand the typical salary range for similar roles in the industry, considering factors like location, company size, and your experience level. 2. Know your value: Evaluate your skills, experience, and qualifications relative to the job you are applying for. Be prepared to express how your background and achievements justify the salary you are seeking. 3. Consider total compensation: Salary isn't the only component. Benefits and bonuses can significantly impact your overall compensation package. 4. Timing is key: The best time to discuss salary is typically after you have received a job offer. This shows the employer is serious about hiring you. Avoid bringing it up too early in the interview process. 5. Stay positive and professional: Approach negotiations with a positive mindset and maintain a professional behavior. 6. Be prepared to justify your request: If you are asking for a higher salary, be ready to explain why. Highlight relevant achievements, unique skills, or additional responsibilities you are willing to take on. 7. Listen carefully: Pay attention to the employer's responses and be open to compromise. Understanding their constraints and needs can lead to a more mutually beneficial agreement. 8. Consider non-salary factors: If the employer can't meet your salary expectations, explore opportunities for performance reviews, bonuses, or other forms of compensation that can be revisited in the future. Remember, negotiation is a normal part of the hiring process, and both parties typically expect some back-and-forth. Approach it confidently, but also be prepared to be flexible and collaborative in finding a solution that works for both you and the employer. #SalaryNegotiation #NewJob #CareerGrowth #Career #Recruitment #Leader

When you are in discussion about a new job.