Editor’s note: Are you well qualified but STILL NOT getting your dream job? According to the Hudson’s Salary and Employment Insights 2012 report, Employers apparently can’t afford you!
So the question really is - are you setting your salary benchmark right? Here are 3 quick tips to ensure you are on the right track, before you go on to read what the Employers are thinking.
1) Get PAST the paper/video screening first.
The trick is to leave the salary expectation question BLANK on your applications. Avoid mentioning it on cover letters, resumes & visumes. The point is to move to the “shortlisted” pile first, without shooting yourself in the foot. The Employer must not think your expectation is too high, and you must not sell yourself short by settling for a lesser amount when the Employer could have had a way higher budget.
2) Make your worth known.
Are you in a position of power? If you are darned good at your job and in high demand, use it as leverage. Without being too cocky, let the Interviewer know you have offers elsewhere.
3) Be asked, DON’T ask.
NEVER be the first to propose a sum for your salary. Instead, assure the Company that you desire a mutually beneficial career, and that you are certain the Company will be able to offer you a more than acceptable remuneration package. If they insist you propose a sum, tell them your preferred figure, but immediately let them know that it’s up for discussion, so they know you are flexible.
Taken from: hrm Asia
There appears to be a mismatch between salary expectations of jobseekers and hiring budgets, according to Hudson’s Salary and Employment Insights 2012 series of reports.
Over 80% of hiring managers reported that the salary expectations of preferred candidates exceeded their budget, with almost half (48%) increasing their budget to secure the best candidate, while the rest settled for their second-choice.
HR has got their work cut out for them as nearly seven out of 10 employees are considering moving jobs in 2012. In addition, about eight out of 10 employees feel they deserve a pay rise this year.
“Hiring managers now have to do more with less, which is especially difficult when salary is the top driver for 27% of candidates and many employees believe it’s easy to find a similar package elsewhere,” said Andrew Tomich, Executive General Manager, Hudson Singapore.
He explained that only the most talented mid- to senior hires are able to secure higher salaries.
“In order to help companies manage their wage bills, we recommend employers adjust their recruitment processes to help them identify the candidates that offer the best value – in other words, those that can make the biggest difference to the bottom line,” Tomich added.
The Hudson series of reports polled more than 4,000 people (employers and employees) across Hong Kong, Singapore and China on their salary expectations as well as some of the employment issues they face.