What Affects Salary Negotiation?

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For most, the salary negotiation is the most stressful part of seeking new employment. You may be a great candidate, an exceptional interviewee and an amazing employee but when it comes time to talk money – you freeze. The first thing to know about salary negotiation is that everything is negotiable. Yes we said everything – from pay to perks, you can negotiate your way to a better package (or get taken).

Once we understand that, we can continue to look at what is truly included in the negotiation package.

  • The Economic Climate & Industry Stability. At the highest level, the economy and industry growth projections can have a major impact both positively and negatively. Of course, as we have seen over the last decade, recessive economic conditions can make certain industries take a real hit and others flourish. Knowing the state of the industry and economy can help you negotiate smarter.
  • Health of the Business. This is the most important – even if an industry is flourishing, the business may not be. Tight cash flow, a focus on decreasing G&A or on increasing profitability may mean that the company is less willing to give in to demands. On the flipside, this is a great point to leverage indirect options like health insurance, stock options and vacation time.
  • Hiring Conditions. Are you applying for a position that needs to be filled immediately? If a company is trying to backfill a crucial position the likelihood of getting what you want is much higher than if they are making a strategic acquisition. The higher the company need, the more power in the hand of the applicant.
  • Applicant Experience. This is perhaps the most obvious yet also the most important. An applicant coming from a smaller company may be willing to take less to get the big logo. On the flip side, an applicant doing the opposite may be less willing to budge. When you factor in experience, consider more than just years – young employees are tenacious and have a lot to offer and as such have often had equal or greater achievements than their more seasoned counterparts.

The hiring and negotiating processes can be exhausting, time consuming and frustrating. Looking to hit the easy button and still ensure you are getting the most bang for your buck? Employer Solutions Plus is seasoned in hiring and negotiating with employees. Contact us today to find out how we can take the burden off your back!

What Great Managers Do Differently

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We have all had that one boss – the one who is exhausting to work for, who can never be pleased and who generally makes you hate your job even if it is something that you are passionate about. It happens to the best of us and the only thing we can all do is learn. In life, it is just as important to learn what not to do as it is to learn what to do.

We wanted to share with you a list of 5 things that great managers do differently. At Employer Solutions Plus, we are experts at hiring great people, so we know what differentiates a fantastic manager!

  1. Believe. Great managers believe in their employees. Believing in your employees means being confident in their abilities and trusting them. You know that when they make decisions they will be making the ones that are in the best interest of the company. By believing in your employees, they will believe in you as a leader.
  2. Empower. They empower their employees. Giving them the authority to act independently and grow as a leader will ensure that you succeed. It will also remove obstacles for your clients – by giving the authority to your team, you will ensure more fluidity in operations.
  3. Advance. They promote from within. You groom your employees for success and advancement. Do not see them as a threat – they go up, you go up – everyone wins. Being a manager with stagnant employee growth is a direct reflection on you!
  4. Develop. They give their employees development opportunities. Personal and professional development will help your employees grow and achieve. Identify programs that would be beneficial for them to participate in and make it happen. They will be better employees if you do!
  5. Engage. They stay engaged. Just because you have a well-oiled machine for a department doesn’t mean that you should disengage. Be involved and stay involved. Whether it is periodic check-ins or happy hours or working lunches, be present and engaged. This helps with communication and team camaraderie.

Looking to build a team of great managers? We can help you! Contact us today to find out how.

What NOT to Say During a Job Interview

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So in Part 1 we told you what you SHOULD say during a job interview – now we are getting to the flipside. While we are going to leave out the obvious we will be covering some things that you may have never been alerted to before. While they are not rude or inappropriate they may give the wrong impression and should generally be avoided.

As we mentioned before – landing an interview is tough and once you do you’re going to be in a class of applicants that are top notch. We want to help you put your best foot forward so in addition to doing the do’s you need to avoid the don’ts!

First – do not bad mouth your current employer or boss. Regardless of how tough or uncomfortable your current situation might be – take the high road. If the question is asked “why did you /are you leaving your current employer?” simply state that the opportunity for growth was not on par with what you would like. This response makes you seem ambitious and avoids details around the negative environment.

Next – do not breach confidentiality. We don’t care how badly you want to impress your prospective employer – if you are not allowed to share client names, don’t! This is not only in bad faith but it could also have legal ramifications for breach of confidentiality.

Leave the business jargon at home. Yes – we get it you “ping” people, you see a lot of “synergies” and you think that “socializing” topics internally is important. Refer back to the “do’s” – be authentic – this means leaving the business buzzwords in your briefcase.

Finally, avoid the following topics entirely: politics, religion, controversial current events, personal issues, health or partying. We know that seems like it’s a list full of “duhs” but it never hurts to be reminded of the basics!

Are you a prospective employer that needs help screening clients? Want to get the whole recruiting task off your plate? We can help you! Contact Employer Solutions Plus today to find out more!

What to Say and What Not to Say During a Job Interview

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In this two part series we are going to cover the do’s and don’ts of job interview dialogue. We like to lead with our best so this first blog will cover the “do’s” before moving to the don’ts!  

These days landing an interview can be a challenge in and of itself.  Not only is the job market highly competitive but recruiter’s only see your resume if it passes through an algorithm in a software program.  This means that if you do get a seat at the table for an interview you need to bring your A-game!

So how do you make sure that your rhetoric is up to par?  First things first – do your research.  You should be able to talk about the company fluently and the market in which they operate.  Know the names of the senior leadership and any major (and current) news about the company.

Next – be authentic. Don’t spend the interview tossing around business jargon and buzzwords that you don’t normally use.  Be professional but avoid being stuffy.  People, especially recruiters, can see right through that.

Talk strategy – when you tell them what you will bring to the table, don’t just say “I have a strong work ethic.”  Give them some real, concrete ideas or examples of how you have been an innovator or a leader. 

Close the sale – an interview is essentially you selling yourself to the prospective employer.  In sales, you want to be emphatic about the next steps, the future and speak to the close.  Talk about what comes next in the process and offer follow up actions.

Want to learn more? Follow our blog each week or contact us today to learn more!