Reno Perry’s Post

Its' the human element for me! I find the hiring process particularly compelling when you see examples like the one found here. It is imperative for hiring managers to cultivate a deeper appreciation for each candidate's intrinsic value. We often find ourselves in situations where we may not fully articulate our worth or fail to recognize the breadth of our skills and experience. While it is crucial to conduct thorough research and comprehend one's market value, it is equally important to recognize and embrace the substantial contributions each individual brings. Our worth should never be underestimated or undervalued, as each of us possesses unique qualities that enrich any professional setting.

🫰What Am I Worth?🫰 Depending on your outlook, discussing money might be challenging. While we need it to survive, it also provides us with freedom and flexibility. Although it isn't the only factor when considering a new role, it certainly plays a significant part in the decision-making process. ❓Am I asking for too much? ❓Am I being underpaid? ❓Am I being fairly compensated compared to my colleagues? If you are working with a recruiter, it is in their best interest to help you and your prospective employer negotiate a compensation package that suits both parties. However, if you need to handle this directly, I urge you to consider the following: ⭐What is the market paying for this position? 💡You can ask a recruiter (ahem - me) for salary guidance to benchmark what competitors are paying for similar roles elsewhere. ⭐Am I currently being paid in line with the market? 💡This can go two ways. If you are being underpaid in your current role, you can use market insights to strengthen your bargaining position. Conversely, if you are already being paid at or above the market rate, you might need to consider not pricing yourself out of a new opportunity. ⭐Who is my competition? 💡During the interview process, you will likely face competition. If this is your dream job and you are determined to secure it, I encourage you to think strategically about how to market yourself in comparison to others. While it’s important for your employer to be competitive in attracting top talent, they will also make decisions based on a balance of financial considerations, skills, and experience. Ensure you are positioning yourself effectively. ⭐What other benefits are on offer? 💡Certain benefits can be invaluable, depending on your lifestyle, location, and preferences. The potential cost savings from some benefits should be a major consideration. ⭐What do I need, want, or would walk away from? 💡Go into all negotiations knowing the answers to these questions. If you haven’t thought this through beforehand, it can be challenging for both parties to reach an agreement. If a company is dealing with financial constraints, negotiations may be less straightforward. Make it easier on yourself to avoid weeks of back and forth. ❓Do you feel confident negotiating a compensation package?❓

I just saw this in a job listing: "Salary range for this position is $60k to $70k based on work experience and determined range of responsibilities. This salary range is equivalent to $77k-$91k in major job markets." What on Earth is this trying to say? If you live in New York and make $91,000 per year that it's equivalent to making $70,000 per year in Tennessee or Ohio? Because that's a tough statement to make and stand by. Maybe it guarantees you something like the same standard of living as $91,000 in NYC? But again, what does that really mean and for whom? You couldn't afford a single-family home comfortably in either case, so is the notion that since [some] rents are lower in Tallahassee it's equivalent to making more money? And who is this statement for? I think the employer feels like they should offer more but can't or won't, so this sentence makes them feel like they're offering more than they are (or at least comfortable offering less). That the statement appears in the job posting means they're telling potential applicants that they should think about their compensation in this strange way, too. I appreciate the embedded salary negotiation tactic but I don't like it. I understand there are differences between geographic locations, but let's not kid ourselves that you get a 30% cost of living bump just for leaving the coasts (you don't!).

You want to increase your salary. But how? Here's one of the steps I share the most. Apply for jobs you feel are above your station. Because one of three things will happen: 1️⃣ Fail Quick: No callback, just an automated rejection. 2️⃣ Fail Slow: You get an interview, make it through a few rounds, but don’t land the job. 3️⃣ Succeed: You get the job and a higher salary. Congrats! Whether it's Wrexham's first game back in the EFL or it's your first time applying for a role, failure is part of the process. p.s. If you're serious about increasing your salary I detailed the 5 steps I took to increase my salary by 500% in 5 years here - https://lnkd.in/eyN8KhkV

THE DREADED COMPENSATION QUESTION!!! I had a friend call me (yes, called me...on the phone) yesterday asking how he should answer the "what are you looking for in compensation" question on interviews. He felt that 1 or 2 roles slipped past him at this point of the conversation. He has had a really successful career, recently worked for a large, public company and his compensation was a mix of salary, commission, stock grants. Needless to say, his all in comp was pretty hefty. Some of the roles he is being called about are not with public companies so the mix of just salary and bonus may not get him where he was previously and when he told them what he made previously, the discussion lost momentum before he could find out what the position offered. He is not necessarily looking to match what he had before, he has some flexibility for the right situation, so I recommended that he figure out where he needs to be all in, whether it's the combo of salary, commission/cash bonus and stock incentive or just a salary and bonus scenario. Once he has that figured out, he will be better able to communicate this, but I told him that he should let potential employers know that he is negotiable for the right opportunity. We always recommend that you don't pin yourself down to a number early on and really learn about the role before you set a hard requirement. This conversation can be a bit of a dance and there is no single way to approach every situation. You need to know what YOU want ahead of time before you commit to a number. Obviously you want to make sure that the position is in the proper range before you go too far down the road and the employer should also try to confirm that, but the offer isn't being made on the first meeting, so it is OK to be a little vague, leaving the ability to negotiate down the road. Employers want you to want this OPPORTUNITY and not be hyper focused on the money behind it. Obviously we all have financial needs to be met, but try to see where they're looking to be before you throw out a number.

Over half the job ads I’ve read this week don’t include the salary. Seriously, what year is this? When I see a job advert without the pay info, I'm instantly suspicious. What are they trying to hide? It always seems shady, and candidates think that too. But so many companies still play hide and seek with this critical info. They expect candidates to jump through hoops and write their whole CV just to find out if the job will actually pay the bills. Job post viewers need transparency from the start. They’re not mind readers! Tell them the salary, benefits, bonus, pension - all of it - right up front. Don't make them guess about something as basic as what they’ll be paid. That's just bad business and it will turn them off. Want their trust? Then show you've got nothing to hide. Give them the full compensation package details in black and white. No riddles, no cryptic hints. Crystal clarity. That's how you make a powerful first impression in this competitive job market. When you're upfront and honest about pay, you'll attract the best talent. People appreciate not having their time wasted. So do yourself and your candidates a favour - stop playing the secret salary game.

Steal these compensation scripts so you’re prepared to talk about comp early in the interview process. 1️⃣ My go-to script if the range isn’t advertised and the recruiter asks what you’re looking for: “Thanks so much for bringing up compensation. As long as there’s overlap between your range and mine, I think it makes sense for us to continue the conversation. Would you mind sharing the salary range you’ve allocated for this role?” 2️⃣ My go-to script if the range is in the job description and the recruiter wants to confirm you’re ok with it: “Thanks so much for bringing up compensation. I’m currently evaluating positions that pay X-Y.” My X starts at their midpoint, so I’ve positioned myself in their range but with enough flexibility to negotiate. But sometimes compensation doesn’t get brought up. In those cases, you need to bring it up. Yes, it’s awkward to raise the topic of money. But you can bring up compensation from a position of strength. 3️⃣ My go-to script to proactively discuss compensation: “We haven’t yet touched upon compensation for this role. I want to ensure that we’re similarly aligned so that I don’t waste the team’s time. Would you mind sharing the salary range you’ve allocated for this role?” Remember, you are a professional with valuable skills and experiences that are worth something. You don’t want to waste your time chasing opportunities that don’t match your ideal compensation. When you’re willing to have an uncomfortable money conversation, you’re signaling that you recognize what you have to offer. And you expect to be compensated for it. #compensation #jobinterviews #coaching

When you are interviewing with an organization or headhunter and you are asked about compensation requirements.... NEVER PROVIDE RANGES!! When somebody tells you they are looking for $150,000-$170,000 (with the understanding all things being equal).. The CANDIDATE will always hear $170,000, as that that serves them better. Your AUDIENCE will always hear $150,000, as that serves them better. This dilemma is one of the top reasons that offers do not get closed. Candidates are often scared to be direct out of fear that they will price themselves out of a position. Human Resource professionals and recruiters alike are often scared to go back to their budget holder and request a compensation that is above budget or equity. It is EASIER and MORE COMFORTABLE for them to provide the lower end of a range as they will get less push back regardless of outcome. When your offer inevitably comes in at $150,000... the spread will likely be too far to overcome based on the starting point. Your primary motivation during any negotiation is to get the starting figure as high as possible! The next time this question comes up for you, your cadence should be as such: " With the assumption that all things are equal (benefits, 401k, flex, vacation, etc)... I would require a salary of X in order to accept this position based on what I know about the opportunity today." A large portion of our success is predicated on the number of uncomfortable conversations we are willing to have. More opportunity will be afforded to you when you demonstrate your willingness and ability to be comfortable, being uncomfortable.

Accepting the job offer is just the beginning – don't get too comfortable with your initial compensation. As a success-oriented professional, it’s up to you to take charge of your career from day one. Start by documenting your achievements and building a record of accomplishments that you can leverage during future salary negotiations or bonus discussions. Supported by concrete evidence, provide reasons for your employer to pay you more. By being proactive and confident, you'll be better positioned to represent your value and progress in your new capacity. #CareerShift #Finances #Money

Hey moneymakers! I wanted to speak a little about a sore subject today. Discussing salaries during interviews. When handling salary discussions, it's crucial to approach the conversation thoughtfully. Research industry standards to establish a reasonable salary expectation. Focus on the value you bring to the role, emphasizing your skills and experience. Be prepared to discuss compensation but avoid being the first to bring it up. Instead, let the employer initiate the conversation. When providing a salary range, ensure it aligns with your research and reflects your worth. Be open to negotiation and consider the overall benefits package, including non-monetary perks. Remember, approaching salary discussions with a thoughtful and informed mindset can contribute to a successful outcome. It's not improper or cliche to bring up money when it comes to an interview. After all this is what we expect in return for our time and work. We just want to make sure we are setting it up properly because this also reflects how you handle situations during work. Thanks for reading all and I hope you all have a great rest of the day! -Elijah Wealth