Women who consistently negotiate their salary increases earn at least $1 million more during their careers than those who don’t. Enticing?
Here are six easy steps to negotiating your next pay rise:
Step 1. Don’t wait to be offered
Step 2. Talk yourself up
Step 3. Learn about salary negotiation
Step 4. Practice makes perfect
Step 5. Value yourself
Step 6. Putting it all together
Read the full article on the Cosmopolitan Website ‘Show Me the Money”
This morning, the Six Figures team set up shop in front of the ANZ building at the top of Collins Street to offer career assistance to those ANZ staff being shown the door. With their Six Figure dog to offer some light relief, they offered free career support services, and handed out brochures and pens with some good morning cheer to Collins Street workers.
Whilst Six Figures is a cutting edge job site, where Advertisers can upload images and videos, and Job Seekers can create their online e-profile page, this tech start up knows that relationships and connecting with people both online and offline are what counts. That is why the Six Figures team spent this morning connecting with the workers and job seekers of Melbourne, offering their support. “Sometimes the most effective assistance comes from the simplest of things” said Magowan.
Six Figures was created to deliver value to both Advertisers and Job Seekers. On Six Figures job seekers are Members and as such receive career and job seeking resources and support. Six Figures is focused on empowering people in their careers and helping them secure satisfying employment. They have a number of expert Career Coaches, who support the site and qualified members of the Careers Development Association of Australia (CDAA).
Thanks also to Thomas from Recruitment Directory for your inspiration and help today.
The majority of women think small when it comes to money, be it their salary, personal or family investments and or setting up or running their own business.
What stops us thinking big? We are highly educated (surpassing men) so clearly it is not lack of intelligence. We are great communicators, negotiators (in some contexts) we are creative, organized, tenacious and much more – yet why do we still think small when it comes to money.
I have covered the topic of women, pay in equality and the need to speak up and negotiate our salaries in ‘Why Women Avoid Salary Negotiation’ In another post ‘Scary Financial Stats for Women’ I looked at the low numbers of women who are confident and who have investments that will offer them a great lifestyle once they retire. The majority manage the household budget, over 58% in fact yet the minority manage the big financial investments! Why is that?
Last week at the Online Divas event in Melbourne, as I sat in a room of intelligent and inspiring women, what became apparent was that we also think small in business. Not so much in terms of our ideas, more how we finance them. Women had started businesses on a shoe string, which is not a bad thing, rather admirable in one sense, yet also restrictive in another. Others proudly boast not having borrowed any money, having loans through other means or investors. I don’t dispute that you have to go with what works for you, though the reality is you will struggle to create a big amazing and financially viable business with small financial thinking.
Women perhaps lack the confidence to borrow from the bank, to seek out investors and to really back themselves. It is also maybe a case of not knowing who or where to go and maybe a case of not wanting to ask for help. We are great at helping others though not so great at asking for help.
I would be interested in other people’s thoughts around the subject and ways that we can support other women in achieving financial confidence, success and freedom in their personal and work lives.
Why do specialist recruitment agenices use generalist job sites? Yes, this happens a lot and really does confuse me. I have spoken to so many people in the industry from CEO’s to Recruitment Professionals, GM’s of marketing and so on – whose approach to sourcing talent is keep it simple and cut costs! Specialist recruitment firms and big umbrella recruitment firms with specialist streams seem to like to buy ad
s in bulk.
I understand costs are a consideration and keeping it simple is as well – however do you do this to the detriment of sourcing the right and best people for your clients? Why are your clients paying for your specialist expertise – if you are posting their jobs on generalist job sites?
If I am selling a product or service, do I only market it via one channel or maybe two and pick the cheapest and easiest to manage? Not if you want to stay in business you don’t.
It is interesting that when it comes to some Recruitment Professionals and even Marketing Professionals, the attitude to talent sourcing seems to be using the cheapest and easiest option – not necessarily the best. If you ask most job seekers – they prefer to go to niche sites that deliver jobs that meet their criteria, they don’t want to trawl. Perhaps we all need to listen to our customers more and respect their time.
Clearly as someone who owns a niche job site, I am going to have a fairly strong view about niche sites and their benefits (which are now proven) yet I am wondering what other views are out there. Please share.
As a job board start up, www.sixfigures.com.au conversations and competition around what is the best talent sourcing channel always hold a great deal of interest to me. Are large generalist sites better than niche sites? Is print media better than job boards? Do employee referral programs really deliver the best results? Should businesses not use any online job sites and have their own careers sites and some landing pages? What I find interesting is that these conversations in the media are generated and dominated by the three large media giants, who own the major job sites and most of the print media!
I would suggest that all of the above sourcing channels are valuable and should be utilised accordingly dependent on the type of role you are recruiting for. There is not one golden goose that will continually deliver the golden egg. Rather like any form of marketing a strategic approach needs to be engaged for each job you are seeking to fill to actually connect with your target market. Whilst some organisations (particularly government and education) seem to think that all job ads for all levels still need to be in print media, others are aware of the fact that the majority of people of all ages now search online.
A post on Jobadder around ‘Is there room for more job boards in Australia’
http://jobadder.com/Blog/2008/05/20/Is-there-room-for-more-job-boards-in-Australia.aspx#comments shows some interesting views on the subject.
There is however always room for new players in every market, including the job board market in which there is a lot of room to innovative, around technology, process, service, design and so on.
As we know most job sites are volume and transaction driven which suits some professions, whilst not others. The focus is not on the quality of information being circulated but rather the numbers! The market is starting to fragment with niche sites emerging and proving to be successful, even more successful than generalist sites in some instances. The trend of niche will no doubt continue, as Australia follows the success of overseas markets.
In a recent presentation by Rob McGovern, founder of Career Builder and more recently Job Fox, Career Builder, a rival to Monster in the USA has about a 5% placement rate. On average these generalist sites deliver around 4-5 applicants per job ad. I am not sure of the figures in Australia for the larger sites, though something I would be keen to know.
Markets change so quickly these days, technology and innovation is rapid and businesses need to look at and commit to new initiatives to stay ahead of the game. I don’t think too many businesses can afford to not be open to change and new sourcing channels, particularly in the talent attraction and retention space.
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