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How to Negotiate a Good Salary

Simon Clark • Sep 08, 2023

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.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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