Alexandros Marantidis’ Post

Money, Money, Money. Must be funny. In a rich man's world. Well, for us mere mortals. Money isn't funny - it is a big factor in the quality of our life. So, when should you discuss money in the recruitment process ? 💲 As a recruitment professional, it's one of the first things I cover off. It's important. 🐶 Job satisfaction is great. I mean, who doesn't love bringing their dog into work or working from home? 🎯 However, work pays the bills. It's important an employer is aware of what the market's salary expectations are for a role. It's important an applicant has a clear understanding of the salary band/ package before interviewing for a position. 🔮 It's important that this conversation is frank, honest and is had at the beginning of the recruitment process - Not at the pointy end of proceedings. Yep, it's important. These are the important things a professional recruitment consultant should manage on your behalf when you are recruiting for your team. If you'd like to work with a frank recruitment consultant who won't waffle your ear off - Then give me a call on 022 155 6921. At Sarah Wilson Recruitment Ltd, we know how valuable your time is. Yep, it's important. #Funnnymoneynot #professionalrecruitmentalwaysbetter

Fake job postings vs Real job postings: beginning of the end? A survey of more than 1,000 American managers by Clarify Capital late last year found 43 per cent admitted to posting “ghost jobs.” That is a lot. Looks like Ontario may be the first place to have to disclose whether a job being posted is real and live, or fake and effectively non-existent to pool future candidates. It's obvious when a role is there to pool candidates, but I suppose not everyone can identify this - often it's been posted for months on end and has hundreds/thousands of applicants - but you can only tell this via LinkedIn, not job boards or company websites. The recruitment industry is rife with this, but from time to time it's not necessarily a negative, particularly if you've been given the heads up on a role by a client, you want to start pipelining good people - but being honest with those candidates is key, specifically around timelines. "37 per cent of those surveyed said they did it to keep a pool of candidates in case a job became vacant, others said it was to “placate overworked employees.” Definitely some moral issues around this, and I'm curious to see how this might affect other countries over time.

How to Attract Quality Job Seekers Without the Highest Salary! Did you know that focusing on career growth in the plumbing industry can really help you beat out those bigger companies? Check this article out and let me know how you think you can apply these ideas to your open plumbing job ads. https://lnkd.in/ewRyMaHw

The more I have been thinking about the whole process of companies constantly posting jobs they are clearly not serious about or forcing you through way, way too many interviews to figure out if they do/don't want you, I think the answer to stop the nonsense is: change the law where companies are legally required to: 1. Set a minimum/maximum range for every job they list 2. Disclose it in every job posting or interview request they send up front 3. Pay interviewees the hourly rate for each interview they are required to attend in the hiring process. Every 30 minute interview should be paid for the cost of an hour of work time at the minimum of that range, which should account for some interview prep time. 4. All candidates are required to receive updates about where the process stands or a letter informing them they have not been selected if that is the case. Aka, Ghosting should be illegal. Companies are likely to be far more serious about the process if they have to pay people they want to interview, since after all, it's not just the company whose time is being lost during this process. This will force companies to make decisions faster and not to mess around with fake listings or interviewing a ton of candidates with no real interest in hiring any of them. And the salary ranges should be listed on every single job posting, up front. There should be no ambiguity to convince job seekers to get on a call only to attempt to low ball them. I also argue, geographic pay considerations should be against the law as well. If the job is actually remote, pay the person the same. If they are in CA and it costs more to live there but you're willing to consider someone from CA for the role then it should not matter if someone with the same desirable skills lives in a place of the lower cost of living. Pay them the same amount as the CA worker. Lowering the pay because someone doesn't live in a higher cost of living state is ridiculous. In closing, the entire hiring process needs a revamp and companies need to start understanding that an interviewees time is just as valuable as their own.

Everyone is in a different situation, priorities make an impact, income and opportunities vary. However, here are some ideas for someone who wants to know about what others are doing: -Online Research: Check out platforms like Glassdoor, Indeed, and PayScale for insights into entry-level salaries in the field. -Industry Reports: Keep an eye on reports from trusted sources like the Bureau of Labor Statistics or associations like the National Association of Realtors for comprehensive salary data. -Networking: Connect with professionals in Real Estate through LinkedIn, industry events, or local networking groups. They often have valuable insights into starting salaries and negotiation tips. -Recruitment Agencies: Reach out to agencies specializing in Real Estate recruitment. They can provide salary surveys and insider knowledge on entry-level pay scales. I hope this helps. Job Postings: Keep tabs on job listings for entry-level roles in Real Estate. While not always explicit, many postings offer clues about compensation.

Giving or receiving job searching advice in 2024 I've had several people give me their take on the current situation with the difficulties faced in getting a job this year; a lot of it is conflicting. Many are giving opposing advice based on what the other guy says. If one says Zig, the other says Zag, and then another says try mixing both and do a ZigZag. I feel apprehensive about giving any advice to others unless it is a list of 'what not to do' and 'things to avoid' where certain job-hunting tactics have completely backfired on me. I've had so much conflicting advice on the following things: ⁉ CV/Resume - do you have columns or not, should it be more than 3 pages, should I use colour, can I highlight keywords in bold, etc? ⁉ Should I add a cover letter to my application? ⁉ Should I customise my CV for every job application? ⁉ Who are the best recruitment agencies to use? ⁉ Which companies, agencies, or recruiters should I avoid? ⁉ Should you approach HR or TA directly in companies, even though many of them seem hard to reach or in some cases evasive or dismissive when asked questions about their organisation or jobs available? ⁉ Should I negotiate on salary up to a level I am comfortable with, even though most want to ask if I can work for 5 to 15k less, or ghost you when you mention a number they aren't comfortable with? ⁉ Does this company really have any live roles? ⁉ What does progression look like in this company? But they struggle to answer this simple question or I get a generic-sounding response. ⁉ Is the job partially remote, fully remote, or hybrid? How many times do I need to commute to the company's central offices or client sites per month at my own expense or will all costs be covered on this job paying below the usual 'London' competitive salary? I get varied answers on all of the above questions and sometimes no answer. It's a ridiculous state of affairs and a common recurring theme, unfortunately. Many experts are giving out lots of advice but nobody has a definitive answer because the situation is unprecedented. A lot of the advice appears to be based on an ideal world where recruitment functioned properly, organisations behaved appropriately and professionally, made sensible decisions, and people communicated effectively but this doesn't apply nowadays. The game has changed and nobody is clear on the rules of engagement because quite frankly it's a free-for-all and disorganised chaos.

Talking About Pay: A Guide for Job Seekers Recently, I received questions from the client about money talks with recruiters. That gave me the idea for this post. So, let's go through why sharing your pay expectations matters and how we can talk about it with confidence. Why Share? - It's not just about numbers. When recruiters ask about how much money you want, they're trying to make sure that what you're looking for matches what they can offer. It's not about asking for too little; it's about finding a fair deal that works for both of you. Tips for Doing Well - Get Ready: Expect the money question and have an answer ready. - Show Your Skills: Use this talk to talk about why you're awesome for the job. - Be Open to Talking: Sometimes, you might need to talk about money more than once. That's okay. Interested in taking the first step to upgrade your career? Fill out a short questionnaire that will help you refine your professional dream http://bit.ly/DreamJob2 #JobHunt #CareerAdvice #ProfessionalDevelopment JobHunt - Hunt Your Dream Job! ______ טריקים מקצועיים בחיפוש עבודה👇🏻 https://lnkd.in/dnvqVP5S

Someone in my network just received a fully remote job offer! She accomplished the hard work of interviewing and networking for months and now wanted to negotiate a slightly higher offer. While I typically recommend jumping on a call to discuss compensation (it’s easier to convey a positive tone) the team was only available to her via email. We workshopped an email based on her research re: the company culture, what she brings to the table, and why this was the role for her. 🎉 🎉 And…she received a higher offer!! 🎉 🎉 Here are my recommendations for how to negotiate your salary over email: 💡 Research: Understand your market value by researching industry standards, company salaries, and your experience level. 💬 Clarity: Clearly articulate your value proposition, emphasizing your skills, achievements, and contributions to the company. 📧 Timing: If you have 3 days to consider an offer, send your response on the morning of the 2nd or 3rd day. 📈 Justification: Provide concrete reasons and examples to justify your salary request, demonstrating how you align with the role’s responsibilities and exceed expectations. 💻 Professionalism: Maintain a professional tone and format in your email, focusing on facts and maintaining a positive and collaborative approach. 💰 Flexibility: Be open to negotiation and consider alternative forms of compensation if a higher salary isn’t immediately feasible. Remember, negotiation is a two-way street aimed at reaching a mutually beneficial agreement. Good luck! 🚀 #SalaryNegotiation #CareerTips #NegotiationSkills #careeradvice #jobsearchstrategies

More and more frequently, I am noticing jobs being posted with no salary/pay information and I can't help but wonder if this is out of a complete lack of respect for applicants. Some application processes are quite rigorous and take a lot of time and effort. Surely the least a company can do is respect the candidates enough not to waste their precious time? It makes me all the more grateful for my clients and my business. I can't help but feel for people going through the arduous process of trying to find a job if this is what they are facing. Imagine getting all the way to interview to find out the company isn't paying what you require. That's a waste of time for all involved. I'm sure there's a side to it I'm not seeing but even as a recruiter, this is not something I'd remotely entertain. Clarity is best. Respect is a two way street. What's your thoughts on this?

Why would companies want to use an agency to help with hiring? So glad you asked! The answer: Lots of reasons, with lots of benefits. #1 You get access to awesome talent, we've got long-lasting relationships with our candidates that are developed over years! We help you take advantage of that. #2 Its a huge time saver, let us do all the heavy lifting (no resume reviewing, calling, screenings, or having to deal with scheduling). #3 You can reduce turnover rates and save costs, I know, who'd of thought an agency could help you SAVE money! It costs $15K - $50K to hire someone, by making a poor hire you lose money and time spent. We'll make sure they're perfect before you spend. #4 You can be flexible in who you hire and how you hire (i.e. contract workers/temporary staffing). Maybe you just need someone to fill in? We've got you covered. #5 You have access to insider industry knowledge; we'll fill you in on what we know and what we've heard! #6 You get salary guides that make it easy to know market standards, we'll make sure you're fully set for when you're ready to make an offer. If you're in the market for good talent in construction, our DC office has you covered. Reach out to myself, Scott Kinson, Mohona Bhattacharjee, or Romana Quail for a chat about how we can help!