How to Negotiate a Good Salary

You have been on the hunt for the perfect job and you finally have that all important job offer in the bag. If your new (or current!) salary leaves a lot to be desired, there are ways that you can politely negotiate a better salary. Here’s how:

Know Your Numbers

Before beginning to negotiate your salary, always do your research to see what the average salaries are for your industry to ensure you are on the right track with your negotiation. You are more likely to secure a better salary if it’s within the average industry range in your sector and location.

Know Your Worth

With any job, you are bringing your own personal experience, skills and qualifications to the table and it’s important to know what this is worth to you and your current or potential employer. Be confident in your approach to a salary negotiation and firm in the benefits your worth and experience bring to the business.

Be Prepared

Prepare yourself before your salary meeting and note any important points in a bullet form so you don’t forget anything vital to your case in the discussion. Include previous examples of how your skillset and qualifications have reached goals for a company, retained business or returned on revenue. How will your chosen company benefit from having you as an employee and how can you increase the bottom line of the business?

Request a Face to Face Meeting

If possible, request a face to face meeting, either in person or via a video call as this will help you express your points, show your appreciation and have an honest chat with the person advocating for your salary raise.

Weigh up the Perks of the Job

If your employer won’t budge on your salary but they are willing to negotiate some perks and benefits in an effort to keep you in your role, it’s worth listening to what they have to say. Are they offering more flexible working, extra holiday days or even remote work to allow you to carry out your role and allow you to benefit from it too? Weigh up the pros and cons to see if a raise or certain perks will suit you, your family or your lifestyle more.

And lastly, never be scared to counteroffer your salary or walk away if your employer or potential employer cannot meet your minimum salary expectations or are unable to offer you any additional benefits with your role. Only you know what is right for you and how much you need to be compensated for your time and talent.

We hope you enjoyed this blog. If you are currently looking for the perfect role, we would love to help you with your search! Contact our team today.

< Older Post Newer Post >

BLOG

LinkedIn Poll Results - January 2025

by Simon Clark • 17 January 2025

As we step into 2025, it's crucial for professionals and businesses to prepare for the challenges that lie ahead. Our first LinkedIn poll of the year asked industry leaders and professionals to identify what they believe will be the biggest challenge facing their industry this year. The responses shed light on the diverse obstacles different sectors anticipate as we navigate through 2025. The poll results revealed a clear concern, with 'Skilled Labour Shortage' leading as the predominant challenge, cited by 40% of respondents. This highlights an acute issue across industries: the struggle to find adequately skilled professionals. This shortage can hinder growth and innovation, emphasising the need for enhanced recruitment strategies and perhaps a greater focus on training and education within companies. Both 'Regulatory Changes' and 'Technological Advancements' were each seen as the biggest challenge by 20% of participants. These results indicate a landscape of rapid change, where staying compliant with new regulations and keeping pace with technological evolution are critical for maintaining competitive edges. Similarly, 'Economic Fluctuations' were also viewed by 20% as a significant challenge, reflecting concerns over market stability and the broader economic environment that can impact business operations and profitability. These insights are crucial as they highlight the multifaceted challenges industries face in 2025. For businesses, understanding these potential hurdles is the first step toward mitigating their impacts. It suggests a need for a proactive approach in workforce development, regulatory compliance, technology adoption, and economic resilience. If you would like to speak to a member of our team about the results from this month’s poll or maybe looking to recruit and expand your team in 2025, click here to get in touch.

Employers - What are the Top Red Flags on a CV?

by Jonathan Shepherd-Stubbs • 2 January 2025

When reviewing CV’s, employers often encounter common red flags that can indicate potential issues with a candidate. Whilst no single red flag should automatically disqualify a job seeker, it’s important to pay attention to red flag patterns that could be a concern for you moving forwards. Here is a look at some of the most common red flags employers should watch out for when reviewing a CV. Unexplained Gaps in Employment Gaps in a candidate’s employment history can be a natural part of a career journey but if those gaps can’t be explained, that could cause a recruiter to look at the application more closely. Most gaps can be explained if the candidate has taken a career break to move into further education, travel or raise a family but it’s wise to ask for context from the potential employee for significant periods of inactivity. Frequent Job Changes Moving from job to job quickly can sometimes reflect ambition and a desire for new opportunities but too many job changes in a short space of time could also portray that the candidate shows instability or lack of commitment to their career and could be someone who isn’t going to stick around to grow within the company. Typos and Errors A CV is a candidate’s opportunity to create an excellent first impression and a CV full of spelling and grammatical errors can create doubt about their attention to detail. If a candidate can’t take the time to proofread their CV, it could be a sign that they might not put in much effort to their job responsibilities. Overuse of Buzzwords The overuse of buzzwords and generic terms such as ‘team player’ ‘dynamic’ or ‘passionate’ have become red flags. Whilst these words can be used genuinely, they often lack real substance unless the candidate has explained how they have demonstrated these qualities. If it looks like the candidate is just trying to fill space on their CV, they probably aren’t a good fit for your company. Lack of Quantifiable Achievements A CV that lists responsibilities without demonstrating how a candidate contributed to their previous employers success won’t add much value. Employers want to see results, so the candidates that highlight specific achievements or improvements that demonstrated their impact in previous roles is a winner. A Generic CV If a CV comes across as a generic one that could have been sent to a lot of employers without addressing the specific requirements of the role, this could show a lack of interest or effort on the candidate’s part. Tailoring a CV to highlight the most relevant skills and experience to the job posting shows that the candidate is serious, interested and committed. As an employer, reviewing CV’s carefully can save you time in the hiring process. Whilst one or two minor red flags might not be a reason to discount a candidate, larger patterns of inconsistencies or lack of professionalism shouldn’t be ignored. Keeping our tips in mind, you can make informed decisions and ultimately find the best person for the role. Are you struggling with finding the right candidates for your vacancies? Reach out to us today to learn how we can help streamline your hiring process and connect you with top talent.