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Simple Salary Negotiation Tips That Actually Work

Posted by SCOPE Recruiting on Dec 7, 2017 6:21:00 AM
Simple Salary Negotiation Tips That Actually Work

Let's face it -- today's work climate is a grind.

People are jaded more than ever -- with the data backing the fact that 70% of people say they dream about working somewhere else.

Poor company culture and burnout aside, proper compensation is one of the major keys when it comes to being satisfied where you work. You need to learn how to ask for the compensation you seek.

If you are looking for some salary negotiation tips that can help you nail that dollar amount you know your work is worth, read on and consider these valuable points.

Know Your Worth And Believe In It Before Exercising Salary Negotiation Tips

Before you ask your employee to believe in you enough for you to get paid what you're worth -- you need to ask yourself to do the same.

Never go into a negotiation about anything you don't actually believe in.

Even the most confident people in the world sometimes have a hard time when it comes to talking money. We think of money as some dirty necessity that is impolite to talk about.

However, you can't be a business person unless you can get comfortable talking about it -- especially when talking about paying money you're entitled to.

Wrap your mind around the fact that you're going to have a conversation about money, so that the salary negotiation tips can be used with conviction. Understand that a salary is simply fair compensation for your contributions.

If you know you work hard and give to the company in abundance, don't allow yourself to be ashamed to ask for what you are worth.

Still having trouble?

Get out a notebook and start jotting down all the contributions you've made to the company. Write down the things that you've learned and how you've used these lessons to become a better professional.

By starting within, you'll feel better executing these salary negotiation tips.

Know The Market

Believing in yourself is one thing -- you also need to understand the market and your field.

For instance, it might not be the best strategy to ask for a raise if your industry is experiencing widespread layoffs and restructuring.

However, if you know that your skills and experience are highly valued in today's market, use that to your advantage when you negotiate.

Keep in mind that it's called a negotiation for a reason.

This is a two-way street, and not you unfairly asking for something or trying to get over. Your job has a lot to gain and lose in these negotiations, as you do.

For instance, is turning down giving you a reasonable raise worth the cost of finding, hiring and training a new person to replace you?

Make sure that you're aware of what kind of salary people with your experience level and accomplishments are receiving in today's market. This way, you'll have far more ground to stand on.

If you're in the supply chain industry, and you know that people in your field are earning $34,000 on the low end, $59,000 on average and $88,000 on the upper end, you'll be more informed when asking for a specific price.

Determine The Minimum Of What You Are Willing To Accept

When mulling over salary negotiation tips, you're probably visualizing that triumphant moment when you make great points and get the handsome raise you're asking for.

However, sometimes the end result is far less exciting.

Sometimes you start negotiations high, and the compromise lands somewhere that neither party is incredibly thrilled about. This happens often when companies meet in the middle.

To make sure that you're satisfied at the end of negotiations, you need to name a price that you're not willing to go less than.

Seriously.

You won't be taken seriously enough to get paid what you deserve until you know what number is unacceptable.

When you've done your research on salary negotiation tips and the like, it's easier for you to know which salary number is too low for your liking.

Practice Your Pitch

Never go into any salary negotiation cold.

This is a conversation that you should rehearse as many times as you possibly can so that you're comfortable with it.

Make sure to talk it out, rather than just have the ideas in your head.

It's easy for nerves to get the best of you, to the point that you tighten up and have trouble stringing your sentences together. However, we've you've practiced your salary negotiations countless times, you'll override this fight or flight response and will nail the pitch.

Make sure you empower yourself to communicate effectively as well.

Get a good night's sleep before, and eat a healthy breakfast that helps your brain to function properly.

It wouldn't hurt to get a workout in at the gym, since lifting weights are shown to improve your memory and override the psychological resistance that comes with public speaking.

Working out these kinks helps you to be the best "you", which lets you express your pitch with passion and conciseness.

It's also worth it to meditate before your pitch so that you are able to quiet your mind, as opposed to being carried off by your thoughts.

Have Someone Who Can Go To Bat For You

While the "It's not what you know, it's who you know," cliche is no substitute for hard work -- it definitely helps with influences bosses.

With this in mind, think about who in the company can speak favorably on your behalf.

Having someone in management who believes in your career can be worth it once it's time to negotiate salary. This is why it's so important to nurture relationships on the job.

Keep in mind that forming these relationships isn't about office politics -- it's about having a team of allies that you navigate your career with. No one in business or any other area of life does it alone.

Make sure you have people who can vouch for you, and the rest of the negotiation will be a breeze.

Shoot For A "That's Right"

According to experts, shooting for a "that's right" is the holy grail when it comes to salary negotiation tips.

When you have someone give you that green light based on your explanation, you'll know you're on the right track.

This is an acknowledgment that you've done your homework and express your points in such a way that they can't dispute any of your logic. When you have your manager or employer in this state of mind, you would do well to go for the hard sell or otherwise express your points.

You will want to be present and conscious during negotiations so that you can key in on these little vocal cues, rather than simply running through the interview as if you're trying to get it over with, or only express your points.

Think About Their Counterpoints In Advance

You're in the driver's seat during salary negotiations when you not only know what you're going to say but also what the other party is going to say.

This requires you to take an honest assessment of yourself, the company climate and what you're asking for. Take a good look at these matters to put yourself in the other party's shoes.

While wearing the other party's shoes, envision what your response would be if someone made those points to you.

Then, think about what it would take for you to change your mind.

You can reverse engineer the entire salary negotiation until you have several counterpoints for those that the other party makes. Even if they don't immediately give in, they'll know you did your homework and are about your business.

Make Sure That Your Data Backs You Up

Think about your last job interview.

Since you wanted to highlight yourself as a standout job candidate, you did your research and knew exactly what points would stand out and make them want to hire you.

You have to treat salary negotiations the very same.

Do your research so that you have sound data backing your performance claims.

When your boss sees, for instance, that the data shows you have stellar attendance, surpass performance objectives and bring the company more money -- it's hard to say no.

Approach Salary Negotiations When You Have Leverage

In terms of salary negotiation tips, having leverage is easily the most valuable.

Leverage empowers all the aforementioned salary negotiation tips and can make saying yes to your request a no-brainer.

First of all, making yourself irreplaceable is the best thing you can do for both yourself and any company you work for. Send some feelers out to other companies during this time so that you can see if they are willing to pay you what you're asking for.

The company will be more than likely to take you seriously if they know there's an actual chance that they can lose you.

Having another job offer in your back pocket takes these salary negotiation tips to the next level and helps you ask with full confidence.

Are you looking for other tips related to salary negotiations? You can contact us for related services and info for both employers and employees.

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Topics: Career Advice

Why Filling Supply Chain Jobs Quickly Is Vital to Your Bottom Line

Posted by SCOPE Recruiting on Nov 22, 2017 6:46:00 PM

Open positions costs companies $160 billion every year in the United States. Supply chain management jobs are in high demand, and an empty desk will cost you money.

Learn how to find the right talent for your unfilled positions and increase your return on investment (ROI) quickly.


Supply Chain Management Jobs Need to be Filled

The supply chain management industry has become more complicated with automation, artificial intelligence, and keeping up with technology.

The global industry of supply chain is a $26 trillion per year industry. An industry this large will almost always have available positions that need to be filled.

Why are these jobs empty?

One reason is that the industry is changing so fast.

Another reason is employees need to develop new skills.

Employees in supply chain positions are expected to be much more capable than ever before, which creates a gap between talent and those who are qualified.

With these new demands in the changing industry, positions are left open and costing you money. How much money are you losing?

The Cost of Not Having Positions Filled

Unfilled positions cost an average of $407 a day. On average, positions take 63 days to be filled. These numbers mean $25,641 is lost within those 63 days.

The number of days it takes to fill a position has increased since 2010. Yet, there is a balance of hiring talented employees and just filling a position.

As a business, you want the best possible person for supply chain management jobs.

Yet, you cannot afford to take months or even a year to fill the position while trying to find the right person.

Taking too long can mean the loss of productivity. Yet, hiring the wrong person can put extra pressure on your current employees and cause loss of revenue.

How will you find the right person to fill your roles?

You Can Find the Right Talent

Try to be flexible when writing job descriptions. Writing a long list of unrealistic needs for one ideal candidate may turn good candidates away, even if they have what it takes to do the job.

Employee referral programs work well when filling supply chain management jobs. Create rewards for all levels of employees - administration, managers, skilled laborer - to participate in the program. Reward with money or an extra vacation day, something the employees will value.

Go to local colleges and talk to students about supply chain management. Make sure to talk about the growth potential it offers and how it can provide them with a stable job. The supply chain is not well known in the academic world, so getting out and talking to students can help.

Market your company and develop a brand. If no one knows who you are, how are they going to know if they want to work with you? Create marketing campaigns and marketing materials to highlight jobs and growth statistics.

A leadership development program within your company is a perfect way to attract new talent. It will also allow current employees to move up within the company. Many employees leave a job within the first few years for a pay raise or career growth. To combat this, train your current employees and promote from within.

If you are still not finding the right talent after trying these options, hire recruiters. Recruiters will find the right people for the positions you need filled in a timely manner. Since the position will be filled fast, you will see a reduction in revenue. Team morale will likely rise too with a skilled manager at the helm.

Once you hire the best talent, keep them working within your company.

Employee Retention

Empty positions at your company can cause stress on current employees. Once you fill all your supply chain management jobs, make sure to support your employees.

Engage your employees by immersing them in the culture and allowing them to be productive within the company. The faster a new hire understands their roles and responsibilities, the faster they will be engaged in their position. Furthermore, help them understand the core goals of the company so employees can meet them.

Introduce employees to their team. Educate them on who to go to when things go wrong. If an employee does not know where to turn with a problem, they will feel discouraged, overwhelmed, and ultimately less productive.

Provide reviews at regular intervals. It doesn't matter if it's 30, 60, or 90, but it should be consistent and thorough.

Check-in with your employees from time to time. Show them your support them in their roles.

The check-in should be done every so often and it is important to listen to the problems and provide solutions.

The Talent Is Out There

The talent for supply chain management jobs is out there and ready to fill the spots and keep you from losing revenue.

Once you find the right employees, make sure they stay by incorporating employee retention techniques. When you need help finding the right people for your company, call us, we are here to help you find top talent in your area!

 

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Topics: Hiring Advice

How the Salary History Ban Affects You

Posted by SCOPE Recruiting on Nov 15, 2017 8:23:00 AM

As of last week, New York has implemented a new law that bans employers from asking a candidate about their salary history. This same ban already exists in Oregon and New Orleans. More states and cities are following suit and approved bans are rolling out in California, Delaware, Massachusetts, and Puerto Rico over the next few months.

Advocates of the ban hope for it to decrease the gender pay gap and fight wage discrimination, allowing candidates to be paid what they are worth and not be held back by their current or previous salary. 

If your organization operates in one of those states affected by the ban, what does this law mean for you and your current hiring process ?

  • It is illegal to ask a candidate to disclose their salary history throughout the entire hiring process.
  • You are not allowed to rely on the salary history of a candidate when determining or negotiating his/her salary amount.
  • There are significant penalties for violating the law. In New York, penalties can include fines up to $250,000.

What questions can you ask? 

  • You can ask a candidate their salary expectations or anticipated salary.
  • You can consider an employee’s salary history if the applicant’s disclosure is made “voluntarily and without prompting.”
  • You can inquire about "objective measures" that gauge a candidate’s success or productivity such as annual bonuses and commissions.

Often salary history is not used in an effort to “low-ball” the candidate, but in an effort to create an appealing offer, and effectively recruit them for your organization. This can still be accomplished by asking “What would your salary expectations be for this position?”.

This legislative trend is not expected to slow, so employers should educate themselves on the laws and begin adjusting their recruiting process in advance to ensure compliance. Let’s have a discussion--what are your thoughts on the changes?

 

Interested in learning how SCOPE Recruiting can help identify top talent for your Supply Chain and Operations hiring needs?

Contact Us Today

Topics: Hiring Advice

Wanted: Hard-Working Employees (7 Tips for Using a Recruiter to Fill Supply Chain Jobs)

Posted by SCOPE Recruiting on Nov 14, 2017 7:17:00 AM

Want to make sure you're using the right recruiter to fill the jobs you need?

It can be difficult finding hard-working employees for your company, particularly with the rise of retirees and open supply chain jobs. If you're managing an entire business, you've certainly got enough on your plate to worry about besides bringing on new workers you can trust.

A lot of business owners are turning to recruiters to do the heavy lifting of finding the right employees for unfilled positions. This can be a great solution for many different companies, especially if done in the right way.

Read on to learn more about what you can do to ensure you find top talent through the recruiting service you choose.

1. Make Your Expectations Clear

Before you jump into working with a recruiter, it's important to know exactly what your expectations are. You should know precisely what supply chain jobs you are seeking to fill and the ideal candidates for each.

Be detailed in your expectations. Identify whether or not you are looking for temporary-to-hire, full-time, part-time, remote, or location-based employees. Describe the ideal qualifications you are seeking, including minimum degree earned and desired amount of prior experience.

Making these expectations clear and specific from the start will ensure that you can get what you want in the shortest amount of time. Your recruiters will be experts in your field, but they will also appreciate a client who can bring standards in from the onset.

2. Communicate, Communicate, Communicate

Your recruiters will be highly responsive the moment you reach out to them with your request to fill those supply chain jobs. It's important for clients to be equally responsive to ensure an effective working relationship.

Miscommunication can cause delays in hiring, and can even lead to interviewing of less than ideal candidates. Communicate your needs and expectations frequently and clearly, and respond to recruiter's questions on a timely basis.

3. Trust Your Recruiter's Authority

There are endless types of positions in the supply chain industry, including operations roles, warehousing, transport, and inventory jobs. Even though each of these roles can be highly specialized and unique to your company, your recruiter will have the knowledge, fluency, and authority necessary to fill these supply chain positions.

It's important to trust this expertise when you are working with a recruiter. If you are unsure about the recruiting company's authority, ask about it and communicate your needs.

Keep in mind that recruiting services are quickly becoming essential to business success. More and more companies are recognizing how staffing agencies and recruiters can bring on truly the highest quality candidates to your team.

4. Ask Questions

If you are unsure how a recruiting service works, make sure you ask.

You'll want to know exactly what pool, for example, your recruiter is working from when seeking candidates, what the screening and interviewing processes are like, and when you can take an active role.

While most recruiting services operate in generally the same way, they can vary in several key areas. Asking questions is the best way to be clear on the process and ensure you are getting top talent for your supply chain jobs.

5. Know Your Brand

A brand image in the supply chain industry is key to building a solid and credible network, no matter who you service. It's important for your recruiters to know the ins and outs of this image so that they can communicate your brand to candidates.

Make sure you know the nuances of your brand image and message when you reach out to a recruiter to hire for supply chain jobs. When you are communicating initial expectations, spend some time chatting about your brand and what you want candidates to visualize in your company.

6. Don't Settle for Less Than Perfect

At the end of the day, you have the final word when it comes to a new hire for those supply chain jobs. While recruiters will have the authority to lead you to the best candidates in the field, you still get to approve the hiring decision.

It's important not to settle. If you aren't satisfied with the candidate your recruiter recommends, communicate this. Don't make a hire until you are convinced an employee is perfectly suited for the role.

7. Build a Relationship

It can be easy to have tunnel vision when working with recruiting services. Overall, you need employees for those supply chain jobs and you need them fast!

Recruiters will understand this and will do everything in their power to ensure a streamlined and effective hiring process.

Nonetheless, it's important to recognize your relationship with a recruiter as a significant business relationship. It's one that you can nurture for the future with other hiring needs that may arise.

Make sure you build a solid working relationship with your recruiter as you go about the hiring process. You can do this by inviting recruiters to really learn more about your company and its branding image and vision, communicating well and often, and engaging throughout the hiring process.

By building a relationship, you'll get the employees you're needing as well as a key business alliance that will assist you in the future.

Using a Recruiter to Fill Supply Chain Jobs

When it comes to filling supply chain jobs, it's important to find hard-working and dependable employees who can commit to your company for the long haul. Using a recruiting service is a great way to make sure you are bringing on the best workers.

When using a recruiter to fill supply chain positions, make sure you communicate frequently, ask questions, and make your expectations clear. This will streamline the hiring process and ensure you are bringing on the best employees. Make sure you know your brand and how recruiters can play to your brand image, and take steps to cultivate a relationship with your recruiter.

At Scope Recruiting, we can help you find the perfect fit for any position you are seeking to hire. Let us do the searching so that you can do the approving. Our process is streamlined and effective.

Reach out to us today to let us know what supply chain jobs we can start filling for you!

Topics: Hiring Advice

10 Key Leadership Trends to Follow for Small Business Owners

Posted by SCOPE Recruiting on Oct 17, 2017 3:07:00 PM

Did you know there are over 28 million small businesses in America today? Staggering statistic, isn't it?

With such intense competition on today's market, learning how to prepare for success is key in order to separate from the masses. One of the best ways to achieve this is by focusing on leadership trends.

Let's look into the best strategies to follow for your business.

Assertive Communication

One of the most classic leadership trends is also one of the most important. Clear and cohesive communication is critical for company success.

As a manager, you absolutely must be able to convey your ideas in a way that is upfront and honest- without being condescending or rude.

Your needs matter, and so do the needs of your employees. Engaging in assertive communication keeps communication open and healthy for all parties.

Validation

Assertively communicating your needs and expectations makes your requirements clear to your employees.

With that said, it's also important to show your gratitude and appreciation for a job well done. Employees who feel respected in their roles are far more likely to take their jobs and your role seriously.

Validation also conveys a sense of acceptance, which promotes a safe and happy work environment.

Honesty

This one goes without saying: honesty in the workplace is key. In fact, this is one of the most important leadership trends for all small businesses.

Honesty promotes integrity and good intentions. It also promotes the willingness to be vulnerable when things don't go smoothly- which is important for all leaders to know how to do.

Remember: honesty is a two-way street. If you struggle to be transparent with your colleagues and employees, they will likely struggle to be upfront with you.

Motivation

When things are going well with the business, it's easy to feel on top of the world. But, what about when sales are down? When life gets hectic? When you start feeling immense pressure?

It's easy to start thinking negatively or entertain the idea of throwing in the towel. However, this is when motivation and perseverance are key.

You must be willing to go the extra mile, take on that additional assignment, provide that pep talk for your employees as needed.

Keep yourself motivated to work hard and people will look up to you. Keep your employees motivated to continue working hard- no matter the conditions- and you will have a stable environment.

Positivity

This trait goes hand-in-hand with motivation, and it's just as important. Nobody likes to be around an angry, cynical leader. In fact, it's a surefire way for people to lose their respect around you.

Positivity goes a really long way. Learn how to laugh at yourself. Learn how to shrug off the small things. Be silly sometimes. This shows the human side of you, and it's also going to make your job that much more enjoyable and fun.

Creativity

What do some of the most successful businesses have in common? Their leaders were unconventional and creative.

They were willing to think outside the proverbial box, take calculated risks, and make dramatic and nontraditional changes, no matter what the conventional wisdom said.

If you're finding you or your business in a somewhat stagnant state, it's important to take an honest inventory of what's making your company stand out.

Go back to the basics with this one. What's the vision of your business? What's setting you apart from the competition? Why is this your calling or dream? Focus on these questions and watch the creative process unfold.

Flexibility

Life rarely works on a fixed schedule. Even the most organized planner can't account for all of life's nuances.

One of the most important leadership trends in today's society is maintaining a sense of flexibility.

Work with your employees. Be open to their feedback and suggestions. Ask them what they want to see changed or improved. Consider more unconventional methods for working.

Most of all? When mistakes and mishaps happen, do your best to handle them with grace and move on. Dwelling on imperfections only makes everyone feel stressed. Your ability to be flexible in difficult times models both strength and courage for the employees working for you.

Proper Hiring

A leader can only be as good as his staff, right? With that said, it's important to be diligent and thorough with your hiring process.

This can be done through your own interviewing skills and leadership intuition. It can also be done through professional outsourcing or expert recruiting.

Whatever you do, don't rush this process or blindly hire the first person who meets your requirements. You need to feel that the match is right. At its core, the hiring should be an exciting adventure for you to scope out and discover new talent.

Hiring the wrong employees can be an emotionally draining and costly mistake. Be meticulous in this area.

Commitment to Others

As a leader, it's critical to follow through with what you say. Flaking out of promises only makes you look like you can't be trusted or relied upon.

This is not the message you want to be demonstrating to your employees. If you're only talking the talk without walking the walk, you're not doing your fair share. And, don't expect your employees to do so, either!

Helpful and Productive Feedback

Employees want to grow and be productive in their roles. They want to know where they are excelling and where they need to improve.

It's your job to provide this feedback and constructive advice. It's your job to point your employees in the right direction while also appropriately confronting and exploring mistakes and/or areas for growth.

Encourage your employees and let them know where you are seeing improvements. Meet with them if you start noticing slacking or decompensation.

It's up to you to create that leading environment.

Final Thoughts on Leadership Trends to Follow

We're convinced these ten leadership trends will stand the test of time in small business ownership. Are you maximizing all of them?

We're here to help! Be sure to check out our continuous employer resources for making the best choices for your company today.

Topics: Leadership Trends

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