Margaret Ndiritu’s Post

Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Why? Here is some logic, context, and recommendations behind this transparency cornerstone: 1) Money means survival. We can’t pay for mortgages or groceries with handshakes and promises. 2) Candidates are your future customers. Make them remember your brand for the right reasons. 3) Onus is on the company. Legacy idea is showing past salaries on a resume or LinkedIn profile. 4) LinkedIn should require info to post a job. This means a lower end, upper end, and no games. 5) Job searching is a disorienting, dizzying, and stressful process. It’s one less confusing piece. 6) It’s not too complex. The military, government, and higher education are already successful. 7) Bad actors are rubber stamping diversity/equality statements - without action and receipts. 8) Stop showing as “competitive". That's highly subjective, like my experience is "competitive.” 9) Folks are much more reasonable than we think. All candidates won’t demand the top end. 10) State laws are not enough. For real change, stop applying to roles without salary details. 11) Normalizing key info being shared up front. Pay, WFA/location, and the target start date. 12) Rejected talent becomes an instant referral. They could also apply later after upskilling. 13) Hustle bro culture doesn’t work. “Negotiate hard on every coffee order and work 24/7!” 14) Talent usually self-selects when researching a new role. Don’t waste a recruiter’s time. 15) Put salary info everywhere. Job advertisement, posting, spec, board, internal, external. 16) Include the base salary only. Don’t add OTE, bonuses, commissions, or stock options. 17) Employers hold tremendous leverage in antiquated processes. Level the playing field. 18) Listing a bogus range hurts everyone. $52-520K bands cover multiple roles and tiers. 19) The actual budgeted salary range. Transparency and equality win when this happens. 20) Job postings with salary information get 2.6x more applications than those without. 21) Say it louder for the folks in the back. Marginalized audiences are hit the hardest. 22) 93% of candidates say the salary is the most critical factor in a job description. Here’s a dirty secret: the company *already* knows existing staff are underpaid. And this move would create some really awkward conversations. So, let’s keep playing hide-and-go-seek with comp info instead. Also, in some instances, the range is too embarrassing to post publicly. I’ll continue to post about this topic until it’s a universal standard operating procedure. This is the way. ✊🏻 #PayTransparency #PayEquality

What are your salary expectations? This may be a tricky question if you have not done your research to find a salary benchmarking tool. Employers will ask this question to see if you are aware of the market value of your skills and or education. Without doing the proper research, candidates may quote their salary too high without backing up the number with quality experience or knowledge in how to do the job. On the other end, the applicant may give a salary lower than the company is wiling to pay. You as the candidate are the marketing tool, you need to know what strengths you bring to the table, how to explain your examples, what the company expects from you in preforming the job and you need to know your self-worth. My best advice is to give a range of salary competitive to the role you are applying for and be willing to negotiate. I recommend a range with a note that once you understand the expectations and responsibilities of the job and the interviewer understands what you can do for the company, you can agree on a reasonable salary for the job duties. Recommended websites for salary research are Glassdoor, PayScale, Ministry of labour and Service Canada. Any government website bases the salary on T4 or Record of Employment. Be aware salaries like the cost of living may vary depending on the geographic area, public or private companies or not -for profit organizations. Do your homework and be prepared with an honest answer for the question. During the interview, you need to prove your worth that matches your salary range to be offered a new job opportunity. If you have any difficulty in answer what is your salary expectation, contact Rite Career at 226-378-9301

If salary is your top priority, that's totally okay, but there are a few things to keep in mind so you don't accidentally price yourself out of the market. Here are some tips: ·     Do your homework: Be realistic about your salary expectations by doing thorough research. Don’t just rely on what a couple of friends say or focus on the highest figure you hear. Make sure you understand where salaries actually stand in the market. ·     Be cautious with exceptions: It’s easy to get caught up in stories like “my friend is making XYZ,” but remember, they might be an exception to the rule. Maybe they were brought in to fix a particularly tough situation or finish a distressed project. Don’t base your worth on these outliers. ·     Look beyond the pay: Think about why you deserve a certain salary beyond just what others are making. Be ready to explain what you bring to the table and why it's valuable to the company. ·     Highlight your unique strengths: What do you offer that goes beyond the standard role requirements? Be sure to emphasise what makes you stand out. ·     Use real examples: Talk about specific achievements from your last project and how they benefited the company. Performance-related arguments carry a lot of weight. ·     Consider the market: If the market is slow, aiming for a sky-high salary might put you at risk if cuts need to be made. Sometimes, a slightly lower salary might be better in the long run if it means job security. ·     Have backup options: If your salary expectations aren’t realistic, think about other benefits that matter to you, like extra leave. These can make your overall package more attractive. In the end, you need to prove your value and show that you're worth the exceptional package you're after. There’s a difference between good interviews and exceptional ones, and it’s the latter that lands the salary you want. So, think not just about the tasks you've done, but what you’ve achieved and how to clearly articulate that value. What have you done well? What have you exceeded expectations on? #salarynegotiation #constructionjobs #ConstructionPeople

If salary is your top priority, that's totally okay, but there are a few things to keep in mind so you don't accidentally price yourself out of the market. Here are some tips: ·     Do your homework: Be realistic about your salary expectations by doing thorough research. Don’t just rely on what a couple of friends say or focus on the highest figure you hear. Make sure you understand where salaries actually stand in the market. ·     Be cautious with exceptions: It’s easy to get caught up in stories like “my friend is making XYZ,” but remember, they might be an exception to the rule. Maybe they were brought in to fix a particularly tough situation or finish a distressed project. Don’t base your worth on these outliers. ·     Look beyond the pay: Think about why you deserve a certain salary beyond just what others are making. Be ready to explain what you bring to the table and why it's valuable to the company. ·     Highlight your unique strengths: What do you offer that goes beyond the standard role requirements? Be sure to emphasise what makes you stand out. ·     Use real examples: Talk about specific achievements from your last project and how they benefited the company. Performance-related arguments carry a lot of weight. ·     Consider the market: If the market is slow, aiming for a sky-high salary might put you at risk if cuts need to be made. Sometimes, a slightly lower salary might be better in the long run if it means job security. ·     Have backup options: If your salary expectations aren’t realistic, think about other benefits that matter to you, like extra leave. These can make your overall package more attractive. In the end, you need to prove your value and show that you're worth the exceptional package you're after. There’s a difference between good interviews and exceptional ones, and it’s the latter that lands the salary you want. So, think not just about the tasks you've done, but what you’ve achieved and how to clearly articulate that value. What have you done well? What have you exceeded expectations on? #salarynegotiation #constructionjobs #ConstructionPeople

“What’s the salary range for this position?” “What are your salary expectations?” The CLASSIC employer vs employee argument, and as the recruiter, we get to be in the middle of it, how fun ……. ☹ My take, know your worth. Let’s take me for example, (I am extremely happy at ProSourceIT and not looking to leave), say I make roughly $80,000 a year. If I was looking to move (which I’m not, don’t fire me), I’d probably be entertaining for anything $90,000-100,000. As a candidate, I know employers obviously don’t want to pay extra. As an employer, I know candidates are always going to want to get extra pay. So where do we go from here? The reality is that the market is controlled by the employers, like it or not, and if you don’t believe me just scroll through all the green banners on here. If you are first to confidently set your price based on market rate and other reasonable measures, you will avoid low ball offers. What If I was offered 100k but the same job could have offered 120k? Accepting the $100K offer instead of pushing for the maximum $120K builds goodwill (this is subjective), leaves room for future raises, avoids salary ceilings, and manages expectations. Side note: As agency recruiters, we don’t just work with one client or one budget. To help you land the best opportunity, we need to know your expected rate or salary. That way, we can match you with the roles that fit you best. My point: Somebody has to take the first step, and there’s a lot more applicants than jobs. Study the market, come in with a reasonable number, don’t settle for less 😊

It's embarrassing to be sitting in an interview, and they ask that dreaded question "What level of compensation are you looking for?", and you give a number tens of thousands of dollars higher than their top range. It's also a waste of time for both the hiring manager and the job seeker if this isn't present in the job post. As a seeker, I have to take time to research on Glass Door and hope that they have the salary range for the job I'm targeting. If they don't have the data, I may apply to the job anyway. If the salary range is in the post, I can immediately move on. To Hiring Managers: Save everyone's time by posting the salary target!

What Salary Should I Ask for When Transitioning Jobs? Answers: https://lnkd.in/gSeiz9FC #JobApplication #SalaryNegotiation #CareerAdvice Hey there! 😊 So, it sounds like you're at a bit of a crossroads when it comes to salary expectations for your new job search. You’ve been making $80K, and now you’re looking at roles that offer $100K to $120K. That’s a big jump! But it’s great that you're considering a more comfortable range of $85K to $95K, especially since you're simply looking for a solid job rather than the highest dollar sign. Let’s unpack this together! Pain Points Around Salary Expectations: Fear of Overpricing: You might worry that asking for something higher than your last salary could make you seem inexperienced or unrealistic. Undervaluing Yourself: On the flip side, there’s a concern about undervaluing your skills by setting your range too low. Market Misalignment: If you give a much lower range than what's being offered, it could affect your chances, especially if they see you as less experienced compared to other candidates. Possible Solutions: Research First: Look into the industry standards for your position in your area. Websites like Glassdoor...

Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Put the salary in the job description. Why? Here is some logic, context, and recommendations behind this transparency cornerstone: ✔ Money means survival. We can’t pay for mortgages or groceries with handshakes and promises. ✔ Candidates are your future customers. Make them remember your brand for the right reasons. ✔ Onus is on the company. Legacy idea is showing past salaries on a resume or LinkedIn profile. ✔ LinkedIn should require info to post a job. This means a lower end, upper end, and no games. ✔ Job searching is a disorienting, dizzying, and stressful process. It’s one less confusing piece. ✔ It’s not too complex. The military, government, and higher education are already successful. ✔ Bad actors are rubber stamping diversity/equality statements - without action and receipts. ✔ Stop showing as “competitive". That's highly subjective, like my experience is "competitive.” ✔ Folks are much more reasonable than we think. All candidates won’t demand the top end. ✔ State laws are not enough. For real change, stop applying to roles without salary details. ✔ Normalizing key info being shared up front. Pay, WFA/location, and the target start date. ✔ Rejected talent becomes an instant referral. They could also apply later after upskilling. ✔ Hustle bro culture doesn’t work. “Negotiate hard on every coffee order and work 24/7!” ✔ Talent usually self-selects when researching a new role. Don’t waste a recruiter’s time. ✔ Put salary info everywhere. Job advertisement, posting, spec, board, internal, external. ✔ Include the base salary only. Don’t add OTE, bonuses, commissions, or stock options. ✔ Employers hold tremendous leverage in antiquated processes. Level the playing field. ✔ Listing a bogus range hurts everyone. $52-520K bands cover multiple roles and tiers. ✔ The actual budgeted salary range. Transparency and equality win when this happens. ✔ Job postings with salary information get 2.6x more applications than those without. ✔ Say it louder for the folks in the back. Marginalized audiences are hit the hardest. ✔ 93% of candidates say the salary is the most critical factor in a job description. Here’s a dirty secret: the company *already* knows existing staff are underpaid. And this move would create some really awkward conversations. So, let’s keep playing hide-and-go-seek with comp info instead. Also, in some instances, the range is too embarrassing to post publicly. I’ll continue to post about this topic until it’s a universal standard operating procedure. This is the way. ✊🏻 #PayTransparency #PayEquality

Hi Liz, It’s still legal to ask about current salary, in my state. I am underpaid because of salary compression. How can I answer the “current salary” question without undervaluing myself, when I want and need to be paid more in my next job? Lia Hi Lia, Even before states and municipalities started outlawing questions about current and past salaries, many candidates declined to share this information. So it’s less about what the state allows and more about what you allow and where your boundaries are set. You do not have to share your salary details with anyone. You can ask what the salary range for the position is. If you want to give a target salary, you can say, “I’m focusing on roles in the [$65K] range.” The main reason they ask for your current salary is to decide whether or not they can afford you. And they can do that just as easily with your target salary, although some candidates decline to give that information also. It’s a contextual thing. In some situations, you might be happy to share a target salary whereas in other situations not, you might not. A lot of it is likely to rest on how good you feel about those initial conversations with agency or internal recruiters. Remember, the best practice for a recruiter is to tell you what the salary range is, like this: Hi Lia, I came across your profile and wondered whether you have a moment to talk about a 75K planner position with my favorite client. Do you have a minute to discuss?

Should you post salaries on Job Specs? Pros: - Transparency to candidates - Transparency to employees & culture of fairness - Expectations managed from the outset, thus saving time & effort for everyone Cons: - Whoever set the budget may not be up-to-date with the market rate & if they haven’t looked at data, consulted peers or recruiters, might be fishing in the wrong pond - People often don’t apply if their salary is slightly over. Or they expect an unrealistic uptick that will put them over what’s stated & this can be handled in a conversation - Underpaid candidates won’t apply if they don’t see themselves as worthy of a higher salary/don’t realise the market rate. This happens a lot when reps join a company at a really early stage & their salary isn’t increased with time/funding/performance. My clients have happily doubled salaries to re-align them - Sometimes the ranges are ridiculous, “£120k-350k OTE…” - Things change and salary brackets move, meaning you may have to start again if you’ve excluded people above the initial bracket - 9/10 CROs will get creative & go above the salary stated for a “rockstar” anyway… - Salary could be lower but the comp plan much more aggressive, plus substantial equity & these are never stated publicly - Sign-on bonuses & NRDs can be negotiated - Salary/OTE means nothing if you don’t know the quota & ability to achieve it - Extra high salaries can lure people in. If it seems too good to be true, it probably is :) So, when done well, i.e. fixed and accurate budget, I 100% support it. But it’s not as clear cut as some suggest. And can be dealt in the initial call/interview instead. Thoughts? 🤔