Blind has an all-access pass to salary transparency, reports The Globe and Mail. The app helps millions of professionals worldwide access the latest compensation data and job offers available.
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Director of Community Engagement at StellarWP 💫 || Executive Director of Post Status || Podcaster 🎙 || Coffee Enthusiast ☕️ || Community Builder 🤝
In this episode, Samah and I discuss why salary transparency in hiring practices is beneficial to applicants & companies. Without providing a salary range companies might be (and in many cases absolutely are) wasting everyone's time. https://lnkd.in/gPpXZ2Ve
Salary Transparency Matters
https://www.underrepresentedintech.com
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I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is, however, important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems
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I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is, however, important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems
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I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is however important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems
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I have seen quite a few instances in the past 12 months of people looking for a pay rise (understandably) and not being sure how best to successfully broach this with current employers. Some have overcome this by dipping their toe into the employment market, receiving a job offer(s?) and presenting this back to their present employers, resulting in being counter-offered and ultimately staying with their current employers anyway. Great news you may think, but if you do receive a counter-offer from your current employer, take time to consider it carefully. While it may seem like a win, countless articles show that accepting counter-offers can lead to problems down the line. If you're looking for a pay raise, know that it's understandable and that you're not alone. It is however important to approach the conversation with your employer in a structured and productive way. ✅Research and Prepare: Gather information about industry pay rates for similar positions, and prepare a list of your recent accomplishments and contributions to the company. ✅ Schedule a Meeting: Request a meeting with your supervisor to discuss your compensation. Give them enough notice to prepare for the conversation. ✅ Make Your Case: Present your accomplishments and contributions to the company and explain why you believe you deserve a pay raise. Use concrete examples to back up your points. ✅ Listen to the Response: Be prepared to listen to your employer's response, and consider their perspective. They may not be able to give you the full amount you request, so be open to discussing other compensation options such as additional time off, flexible work hours, or training opportunities. ✅ Be Professional: Keep the conversation professional and avoid making demands or ultimatums. Stay positive and open to finding a mutually beneficial solution. ✅ Follow Up: If you reach an agreement on a pay raise, make sure to get it in writing and follow up with a thank-you note to your employer. If you don't reach an agreement, ask what steps you can take to improve your chances of a pay raise in the future. Of course, there may be no room for an increase, for many possible reasons so be prepared that you may still end up needing to consider alternative employment. If you do find yourself in that position, feel free to get in touch and we would be happy to work with you to explore your options and help you find your next role. #crucialpeople #buildingmanagementsystems #smartbuildings #proptech #buildingautomation #bmscontrols #automatedbuildings #bems
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At Other Box, we always talk about how transparency is key—especially when it comes to talking about money. It’s about more than just numbers, though. It’s empowering the Other Box community to make informed decisions about their careers. It’s why every job listed on Other Box Jobs includes salary transparency (and has done since we launched the jobs board in 2017). ⚠️ Read our post on more about salary transparency, how it's changing globally and why it’s important https://lnkd.in/eES2RX-3 #otherbox #salarytransparency #wagegap #payequity #joblistings #equalpay #otherboxjobs #jobs
How salary transparency is linked to pay equity — Other Box
otherbox.co
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I'm going there... I’m Diving into the present-day complexities of Salary Transparency on Job Postings in the Tech Industry. Being on the frontline of tech talent recruitment has given me a unique insight into the chaotic world of salaries. Think it's as simple as quoting a range? It's not. Firstly, tech salaries have been on a roller coaster ride over the past 4 years, veering wildly from one extreme to another. There is no 'industry standard' anymore. Secondly, perspective matters. If I quote a salary range of $150-$180K, guess which number sticks? Candidates aim for the $180K, while employers cling to the $150K. It's a psychological quirk that I've repeatedly observed since the beginning of my time in recruitment—It’s human nature. Thirdly, The value of today's compensation package goes well beyond base salary. What about perks, benefits, culture, role, company...All of that gets missed when the focus is squarely put on base pay. Nobody has the magic formula to secure top talent, myself included. Companies are very much grappling with strategizing the right offer in this post-frenzied tech world. While aiming high may be a great strategy to draw talent, sustainability is key. Remember the high-paying companies that laid off their workforce because they overreached? It's not all black and white in the world of salary transparency... it's more like a whirlwind of grays. Most Hiring Managers that I talk to are figuring it out in real time as we push through the process and it's proving to be much more Art than Science. What are your thoughts on salary transparency? Let's discuss.
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What is Competitive Pay? We help you figure out all the different factors that employers should consider when hiring and retaining great employees! https://bit.ly/3TuBM2Y #CompetitivePay #Hiring #ClarityHR
Competitive Pay 2024
https://vimeo.com/
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The flex vs work from home debate is still a hot topic as we enter 2024 here in QLD. Most businesses are requiring that candidates work on site at least 2-3 days per week and this doesn’t seem to be changing. We’ve released our latest @Talent More Than Money Salary Guide, with plenty of insights to make sure you’re ahead of the pack in the QLD tech hiring market. Whether you are a business, a contractor or a permanent employee, this year is gearing up to be an interesting one. Have a read of it here, and let me know if you also feel you are seeing these trends in our market - https://lnkd.in/gSDbQ3qR #MoreThanMoney #SalaryGuide #TechJobs #ITjobs #HiringMarket #TechTrends
Talent | Global Tech Salary Guide 2024
betterworldofwork.io
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🤯18 years recruiting 🚀1000+ vacancies filled across Hertfordshire & London Head Offices within HR, Administration, Marketing, Finance and Customer Services 👉 All whilst acting like a decent human being! ⛳️Golf newbie
💷 Let’s talk new employee salaries vs existing employee salaries… 👉🏻How do you decide on what salary to set a new vacancy at? 😊Most of my clients tend to ask me what I think they need to pay and then we have a brief chit chat surrounding figures and agree on a “bracket” that would give them the best options in the current market! Easy peasy! 🤦🏽♀️However, sometimes the response to my suggestion is something along the lines of “oh wow the current team don’t get paid anywhere near that, so I can’t bring in someone new above what their salaries are” 👻This is what’s called a Recruiter’s nightmare! 🥹It results in the new vacancy being pitched below market rate - purely because the existing team are also being paid under market rate (they just don’t necessarily know it, because they aren’t on the market… yet!) 😩It also then means the role needs to be completely re-evaluated, to get someone in with less experience (putting more pressure on the existing team!) OR the client needs to reconsider what they are paying their current team, to be able to recruit a new person at the necessary level! 👌🏻Some employers have it absolutely spot on and regularly make the effort to ensure their employees are looked after financially and at the least, in line with the market. 😞Other employers do genuinely overlook doing this and it’s only highlighted to them at the point of recruitment OR someone handing in their notice unexpectedly (in their eyes) 💰It’s certainly worth taking a more proactive approach to this subject in my opinion! 🤙It will really help prevent engagement between your current employees and Recruiters that maybe trying to headhunt them! 👋🏻It will also stop their heads turning everytime they see an advert for a similar job - paying lots more money! 🥰It will also make it a lot easier for us Recruiters to help you when you do need to find someone new for one of your teams!! 🙏🏻
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Salary transparency is a pivotal step towards equitable workplaces, and platforms like Blind play a crucial role in illuminating compensation standards across the board. At AnonFeed+, we also embrace this ethos by offering a space for candid workplace discussions, where insights on salaries and organizational culture are shared openly. It's through transparency that we can level the playing field for all professionals. #SalaryTransparency #WorkplaceEquity #BlindApp #AnonFeedPlus