Nirmala Rooban’s Post

To Hop, or Not to Hop, That is the Question. 🤔 We recently had a conversation with a client who expressed that seeing frequent job changes on a resume could be off-putting. This discussion sparked a fascinating conversation, especially considering research has shown that remaining with a single company often results in salary stagnation. Company loyalty undeniably offers its perks - becoming a subject matter expert, earning trust from senior leadership, and enjoying stability and benefits. However, it's essential to acknowledge the potential downsides, such as limited growth opportunities and salary stagnation. Conversely, job hopping can lead to exciting opportunities for career growth and larger paychecks. Yet, it's not without its hurdles, including adapting to new environments and rebuilding credibility with each transition. The key lies in striking a balance between both approaches. Leveraging company loyalty to build expertise and relationships while also embracing job hopping to broaden your horizons and maximize earning potential can be a winning strategy. Ultimately, the decision rests on your unique circumstances and aspirations. As a staffing agency, we find it crucial to appreciate both sides of the situation. This dialogue is particularly intriguing for us as we navigate our client/employee relationships. What factors do you consider when deciding whether to stay with a company or move on? #CareerDevelopment #JobHopping #CompanyLoyalty #CareerGuidance #StaffingSolutions

Navigating the complexities of choice? Let's explore two different perspectives through a friend who faced a job switch dilemma. Perspective 1: An old friend, let's call him A, received a job offer based on a recommendation from his senior colleague. Despite some reservations about the offered salary, he trusted the strong rapport between his senior and the new company. After discussing late into the night, we concluded that the senior has considered future opportunities while recommending him to the new job. In the end, A joined the company and is now enjoying his new role. Perspective 2: Another old friend B found himself in a similar situation. He, too, received a job offer on the recommendation of his senior colleague but was dissatisfied with the salary. After our late-night discussion, he decided to negotiate directly with the talent acquisition leader. This bold move resulted in a 15% increase in salary compared to the initial offer, and he is now happily settled in his new job. These perspectives shed light on the complexity of decision-making. Sometimes, it's about trust and relationships, while other times, it's about advocating for oneself. Have you encountered similar dilemmas? What has been your experience? #DecisionMaking #CareerInsights

Before I dwell into cultivating leadership skills for career advancement for this week, a client of mine recently asked me how to answer the age-old question of “What is your salary expectations?” during interview. This is certainly a good question to ponder, thus I would like to address this first. What can you do? 🗒️✨ 1 ) Redirect the question a.     Try resist giving them your salary expectation. Instead, ask them what’s in their budget. b.     Have you passed the interview? If so, wait for them to offer to you. If not, ask them if there’s a room to negotiate. Let them reveal more about the compensation. c.     Turn it around by asking them, what is the expected compensation for someone in this role? 2 ) Offer a salary range a.     Resist the temptation to give a fixed amount. Also, ensure that minimum salary is non-negotiable, unless you are a new graduate. b.     Do research before the interview. Sites such as Glassdoor, Salary.com and Payscale can give you some insight into the expected salary in your area. c.     When providing a salary range, provide rationale behind it, but indicating the research you have done (site market trends), and the skillsets you possess. 👉Start asking yourself these questions: 1) What is the value I bring to this role, and how does it align with current market trends? 2) How do my career goals and the proposed salary align with my long-term financial planning? 3) What are the non-monetary benefits and opportunities for growth in this role, and how do they factor into my overall compensation expectations? Finally, do note that salary is just one of the factors in the decision making, your compensation package is negotiable. Consider other factors such as allowances, perks, benefits, stock options, etc in your compensation package. For example, if travel is expected then you can negotiate for more travel perks. Do comment below if you have other options to offer, or DM me if you need further compensation advise. Get ready to amplify your visibility and influence in your industry! 🚀 #careerdevelopment #careertransition #careerresilience

How do you handle job offers that are below your candidate's expectations?  In today’s competitive job market, it’s common for employers to face candidates with expectations that exceed the job offer. Here’s how to handle these situations effectively: ✅ **Open Communication** 🗣️ Engage in transparent conversations. Listen to candidates' concerns and acknowledge their feelings to build trust. ✅ **Understand Their Expectations** 📊 Ask candidates to clarify their expectations regarding salary, benefits, and career growth. This insight helps you tailor your response. ✅ **Highlight Non-Monetary Benefits** 🌟 Emphasize perks beyond salary, like flexible hours, professional development, and a positive work culture to enhance the overall value of the offer. ✅ **Explore Negotiation** ⚖️ If feasible, consider adjusting the offer. Options like signing bonuses or clearer paths for salary reviews can demonstrate your investment in the candidate. ✅ **Be Honest About Limitations** 🏷️ If the budget doesn’t allow for a higher salary, be upfront. Transparency helps candidates understand your position. ✅ **Encourage Future Engagement** 🔗 If a candidate declines the offer, encourage them to stay in touch for future opportunities, building a valuable talent pipeline. Handling offers that fall short of expectations can be positive. With empathy and understanding, you can foster relationships and attract top talent. 🌱 Every interaction shapes your company’s reputation, so approach each conversation with care! #ConsultingKrew #JobOffers #CandidateExperience #Recruitment #Hiring #TalentAcquisition #EmployerBranding #OpenCommunication #Negotiation #CareerGrowth #WorkCulture #EmployeeBenefits #Leadership #Transparency #FutureOpportunities #TopTalent #HRBestPractices

Attention Job Seekers! I know how challenging the job market can be right now, and it’s understandable that many candidates feel pressured to accept offers that come with low salaries or limited benefits. But I want to remind you of something crucial: **Don't underestimate your worth!** 💪 While it might feel like you're in a tight spot, accepting a position that doesn’t reflect your true value can have long-term consequences. Once you sign that contract, it can become a leverage point for employers, and they might use it against you in future negotiations or evaluations. Here are a few things to keep in mind: 1. **Know Your Rights:** Be informed about your rights as an employee. Understand the labor laws in your area and the standards for your industry. 2. **Evaluate Total Compensation:** Consider the whole package – salary, benefits, work-life balance, and growth opportunities. 3. **Negotiate:** Don't shy away from negotiating your offer. Even in difficult times, it's important to stand firm on what you deserve. 4. **Think Long-Term:** A role that's undervalued today can lead to a stagnant career path. Aim for positions that respect your skills and potential. Remember, your value is not defined by the first offer. Take the time to find a role that aligns with your career goals and treats you with the respect you deserve. Stay strong, and don’t settle! 🚀 #JobSearch #CareerAdvice #KnowYourWorth #EmployeeRights #Negotiation #CareerGrowth

Have you ever found yourself asking these questions? 🤔 "Am I being paid enough for my role and experience?" "Why did my friend get a promotion before me?" "Should I have negotiated harder during my last job offer?" "How does my salary compare to industry standards?" If so, you're definitely not alone! When it comes to career growth, promotions, and compensation, it's natural to look around and wonder how we measure up. As recruiters, we frequently get asked these very questions by candidates. 👀 We analyze our peers' trajectories, scour salary reports, and critique our own negotiation skills. The quest to understand our "market value" can become an obsession, leaving us doubting our worth. But here's the thing: While researching industry benchmarks is wise, the constant comparison game can be draining and demotivating. Every career journey is unique, with its own timing, obstacles, and opportunities. 🗺️ Instead of getting consumed by "keeping up," perhaps we could shift our mindset to optimizing our own paths. Advocate for yourself confidently, lean into your strengths, and celebrate wins - both personal and professional. At the end of the day, the only person you're truly competing with is your past self. If you can continually grow, upskill, and challenge yourself, the rewards (monetary and otherwise) will follow. 🌟 So, let's get refocused on our individual journeys! #CareerAdvice #Salaries #Promotions #PersonalGrowth #Recruiting

🟡 interviewer: “Why did you leave your last job?” If your answers are something like: "Because my boss was terrible." "Because the company couldn’t pay the salary I wanted." "Because I wasn't learning anything new." You might leave a bad impression on HR with responses like these. 🔵Here are 6 better ways to answer this question for reference⬇️ 1. Salary Considerations “I’ve grown a lot at [company] and successfully met the targets set for me. Now, I’m looking for a role that will offer new challenges and greater responsibilities, along with compensation that reflects my expanded skill set.” 2. Organizational Changes “My time at [company] was fulfilling, and I’m proud of what I achieved. However, recent structural adjustments have impacted many of my projects, limiting the potential for future growth.” 3. Shifting Career Goals “I’ve taken the time to reassess my career objectives and am now seeking a role that aligns more closely with my long-term ambitions. I want to contribute where my skills can be best utilized while also developing new areas of expertise.” 4. Desire for Professional Growth “I feel I’ve reached a plateau in my current position and am excited for new challenges. This role stands out to me because it offers the opportunity to work with a broader range of clients and develop my skills further.” 5. Role Mismatch Over Time “I was initially hired for a specific role that matched my skill set, but over time, the responsibilities have shifted. I’m eager to return to a role where I can use my abilities to their fullest potential.” 6. Company Financial Difficulties “I appreciated my time at [company], but unfortunately, due to the company’s current financial situation, they’ve had to reduce staff. With limited prospects for growth, I believe now is the right time to seek new opportunities.”

Question for all hiring managers; how much would a role have to be paying for you to be interested? Now most will say “at least 20% more than what I am on”. Why? “Well I am happy enough where I am and I get in mails everyday about roles”. OK. So surely they have to consider this to attract people from other businesses……? Now don’t get me wrong; even in a candidate short market you may from time to time find an absolute diamond that has recently fallen out with their boss. That being said 98% of candidates aren’t actively looking, but they can be attracted. To be attracted though you need to set a salary or something that will attract people. Will you offer the salary? 3 days working from home? A really strong benefits package, bonuses and Pension? Keep in mind – what would make YOU consider leaving for a new role? Don’t get me wrong – you don’t have to do this. That being said, if you don’t then 9 times out of 10 you will struggle to get candidates/interviews. Of the 1 in 10 that do enter the process; there is a very good chance a counter offer will be above your offer (even if they aren’t in the process with 3 other companies that likely will be offering a higher salary to attract the candidate). This is an unpopular opinion; but I believe we will be in a candidate short market for quite a while yet and as long as you don’t NEED to recruit you will be fine. If however you are in a position where you are desperately trying to recruit then you need to consider – “what would make me consider a move?”. #quantitysurveyorjobs #costmanagement #mrics #qsjobs #costmanager

You got the job offer! Before jumping in, take a moment to ask yourself some key questions. Here are a few to consider: - How’s the company culture? - What’s your potential boss like? - Are there growth opportunities and meaningful relationships to build? Remember, it's not just about the salary. Asking these questions can help you make the best decision for your future. #CareerDevelopment #JobOffer #JobSearch https://lnkd.in/euicduV8

Navigating the intricacies of job transitions can be challenging, especially when faced with a counter offer from your current employer. Before making your decision, consider the following: Pros: 1. Financial Incentive: Immediate salary increase or additional benefits. 2. Affirmation: A counter offer signifies your value within the organization. 3. Stability: Retaining your position avoids the uncertainty of a new work environment. Cons: 1. Underlying Issues: A salary raise may not address the reasons for seeking new employment. 2. Trust and Dynamics: Accepting a counter offer can affect relationships with management and colleagues, amid potential questions of loyalty. 3. Career Progression: Growth opportunities at your current employer may still be limited compared to a new role. Assess your long-term career goals and the cultural aspects of your current workplace when contemplating a counter offer. Your decision should align with your professional growth and personal values. #CareerDevelopment #CounterOffer #JobTransition