A Quick Guide to Getting a Pay Raise

A Quick Guide to Getting a Pay Raise Is it true that you are considering requesting a raise? Before you do, ensure you have situated yourself as firmly as workable for a yes. Consider when raises are commonly conceded at your organization. Is it toward the year's end? On the commemoration of your beginning date? Investigate the accompanying infographic to decide if you are prepared, or you have to sit tight a piece for a more significant compensation. googletag.cmd.push(function() { googletag.display('div-gpt-advertisement 1467144145037-0'); }); Dont Do ThisAfter you have concluded that you will request more cash, be cautious how you position yourself. Look at the accompanying video from Fast Company to perceive how you truly solid when you request a raise.Do ThisSo whats the correct method to request a raise? You need to demonstrate your value to the organization. Enter the gathering with an all around considered defense for a pay increment. It ought to be founded exclusively on execution, regardless of whether it is s urpassing built up objectives, or acquire new business. Look at the accompanying video to figure out how to best request a raise. This article is a piece of Bulk Up Your Career in 2017 campaign. Access the whole guide here to assist you with prevailing in 2017.

How to get the most out of psychometric testing - Viewpoint - careers advice blog Viewpoint careers advice blog

How to get the most out of psychometric testing - Viewpoint - careers advice blog In todays highly competitive recruitment world, the fight for top talent is harder than ever. Employers are turning to increasingly sophisticated assessment methods to ensure they secure the best candidates not just to secure high performers for the longer-term, but also to cut the costs associated with high candidate turnover. The varied means of candidate assessment In earlier days, a candidate was often hired on the strength of a single, unstructured interview and a gut feel from the hiring manager. Today, the array of tools available is quite staggering. Typical corporate recruitment tools and techniques include assessment centres, telephone, video and Skype interviews, plus core face to face interviews, gamification methodologies and psychometric testing. Of course, like all corporate tools, the success of using even the most advanced recruitment tools lies in the recruitment strategy underpinning the process and the correct interpretation of the results, without which, you are simply left with a set of numbers and indicators in useless isolation! A closer look at psychometric testing Psychometric testing is a structured, scientific psychological test which looks at behavioural styles, personality traits and competencies. Typically, the cost and resource involved to successfully use this type of test meant that it was typically reserved for senior hires, but we are increasingly seeing it used for more junior appointments across the board particularly for specialist roles and graduate recruitment. Tests will measure everything from intrinsic attitudes through to perceptions and decision-making preferences often based on the highly popular Myers-Briggs model of personality type. Other test types will include individual responses to varied stimuli based on response theories, such as the Rasch model. This form of testing is generally viewed as being expensive, and certainly it can be a costly exercise requiring specialist administration, assessment and interpretation of the results. However, even with this investment, many companies are not getting the most from the results generated, and the usage of the data is being limited to the selection process point, rather than being applied more broadly and with greater value. Other uses for psychometric testing The fact is, psychometric testing has a broad range of organisational applications and can provide tangible and measurable value when implemented more broadly. Organisations will also typically find that the cost of using these tests lowers drastically on a unit basis when the service is brought in more broadly. Specialist providers will often work on a retainer or contract basis for far better value than a per-recruitment fee basis. Forward-thinking organisations will also use these tests and interpret the results to help with their onboarding process, to help grow high performing teams, to embed a consistent, strong corporate culture and to predict candidate performance within a role as part of predictive analytics; a rapidly growing field of human resource development. The takeaway for employers If you are going to invest in psychometrics, do it properly. No business can afford to fritter away precious budget on a high performance tool that isnt properly implemented or used to its full potential. When buying in the service, be sure to buy in the specialist evaluation and interpretation service and resource that will allow you to understand the results. You might do this by flexibly hiring outsourced consultancy time, or by having in-house HR resource trained up in specialist psychometric testing delivery. Be sure to also train your hiring managers in the field of psychometric test understanding. They neednt understand the detail, but they will need to know how to interpret results and know what makes a good hire. This will depend on your broader recruitment and people resourcing strategies which starts with having strong and detailed job descriptions and person specifications and focusing your recruitment on capabilities and competencies, rather than overly focusing on experience and qualifications. Remember, these tests will give you vital information about the behavioural preferences, personality traits, competencies and styles of an individual, so your hiring managers will need to know how to assess an individuals successful placement within an existing team. Training on group dynamics and particular methodologies for assessment such as Myers-Briggs can be very useful for this purpose. You dont want to risk a clone recruitment culture whereby you end up with too many of one personality type that magically matches the hiring manager. The key is to create teams of high performing staff with varied personality types, experiences, competencies and styles that can work together in a complementary way and create the right amount of positive challenge to generate creativity and challenge the status quo. Recruitment is an art form so it is always worth investing in the specialist skillsets you need to get it right and constantly review your approach and results using analytics and rich data rather than gut feel. Hopefully you found this blog valuable. If you did, you might also enjoy some of the following: Why staff engagement matters to your business How to create an engaged workforce How to handle an employee’s pay rise request Is your business doing too much typing and not enough talking? Why counter-offers are rarely a cause for celebration You’re never too senior to learn something new You’ve got to know when to fold ’em, know when to hold ’em Share this blog:

Do You Appear Desperate by Following Up on Job Applications - Jane Jackson Career

Do You Appear Desperate by Following Up on Job Applications - Jane Jackson Career On the off chance that you'd preferably have a spoiled tooth evacuated without sedative over follow up in the wake of presenting an employment form, you're not alone. So, it's been two weeks. Surely you ought to have heard at this point on the off chance that they were interested? You know youre ideal for the job â€" what might be keeping them away from enthusiastically calling you in for an interview?Of course you despise getting the telephone on the off chance that you envision rejection. It's so difficult to inquire as to whether they think your application merits considering for the activity for which you so carefully set aside the effort to apply. You went through more than two hours, perhaps three or four hours making and adjusting your introductory letter, fitting your resume for that job that is so ideal for you. You meet all the necessities of the job … for what reason haven't they called? How would they be able to potentially even consider dismissing your applica tion?So why not follow up? Maybe it's an inner self thing. Maybe it's simply the dread of rejection. Or possibly you simply don't care for getting the phone.Job applications can be disappointing, particularly when you apply so consummately and don't hear back. Numerous screeners may have generally excellent goals and attempt to answer to each and every individual who applies, in any case, many are immersed with applications and if your application is an extremely substantial one (you meet the prerequisites of the job), at that point obviously it's entirely fine to catch up with a get back to on the off chance that you don't hear inside a few weeks.If you decide, at any rate you'll discover whichever way and afterward you can choose what you'll do next. Not knowing is a killer. It messes about in your head. You continue figuring the telephone will ring. You take a gander at the telephone a few times 60 minutes, or a few times a minute. You begin to despise the telephone for n ot ringing. I'm being somewhat sensational here yet perhaps youve felt similar to this at times?Give this an attempt to dodge the brush off when following up:1. Comprehend the needs of the individual you're phoningRemember that despite the fact that your application is your top need, to the screener, if the screener is a spotter, your application is one of numerous to consider out of various jobs he/she is attempting to fill. If the line up is to be with a recruiting supervisor, filling that job is one of numerous needs he/she needs to center on.2. Realize what you are going to sayPrepare what you are going to state so you don't sit around idly, you sound sure, in charge and not needy. All you're doing is following up to discover what's going on. So when you break through to the ideal individual, let them know what your identity is, the thing that job you applied for, when you applied and afterward simply state that you are following up to see whether you are in thought for the role.3. SmileWhen on the telephone, despite the fact that they can't see your grinning face, your voice will be additionally captivating in the event that you unwind and are friendly.4. Stand up when talking or if nothing else sit up straightThis causes you to sound increasingly certain on the phone.5. Try not to ring if there is a great deal of foundation noiseIf you're in an occupied bistro, or at home with hounds woofing and youngsters shouting, that is not professional. Find some place calm to make your call, away from interferences or interruptions so you can focus.6. Comprehend they might be short on timeBe brief; inquire as to whether they've gotten an opportunity to audit your application and if not, inquire as to whether it's OK to get in contact sometime in the not too distant future, and discover when might be appropriate.7. On the off chance that they state, NoThank them for their time and consideration. If you can, feature your center abilities that are applicable to the job and told them that should another need emerge for your aptitudes and experience, at that point you will be glad to be considered. Now they know your name and capacities, next time you may get further along in the process. This is about relationship development. It's everything about touch points. The more touch focuses, the better. It breeds familiarity. People are agreeable and are additionally trusting of individuals and things they are natural with. If another job comes up and your name is recognizable you may get a second chance. Worth a go, don't you think?8. Pursue again on the off chance that you have toIf you're disclosed to you will get a get back to yet you don't hear following a week or something like that, call again. There might be a huge number of purposes behind the postponement. Maybe the activity detail for the job changed, or an inner up-and-comer wound up being the favored up-and-comer, or the job was pulled back, or somebody was wiped out or was travelling.9. What the most exceedingly awful thing that could happen?If you despite everything feel clumsy about calling, simply think â€" the most exceedingly awful thing that could occur by getting the telephone is that you can't get past, or you do overcome and you are informed that they don't need you. If you can't traverse, attempt again later. If they reveal to you it's the stopping point for you for this job, presently you can center your vitality elsewhere.At all occasions guarantee that your abilities and experience are pertinent to the job you are focusing on. See whether you're a solid match for the organization culture and comprehend what their agony focuses are by leading intensive examination, conversing with your industry system to pick up counsel and direction about the organization, and, if conceivable, increase a referral in to the organization from somebody who can make a positive buzz about you.There is definitely not an enchantment recipe that will work each time I'm sorry to say. What I do know, from 14 years of instructing administrators through their vocation advances, is that the individuals who have a positive, adaptable mentality and are happy to attempt another approach and investigate each point when showcasing themselves regardless of testing monetary components, are the ones who are fruitful in a shorter time of time.If one entryway closes, search for the entryway that is ajar. If you can't discover one, request help!Have a glance at www.janejacksoncoach.com for additional articles and thoughts for another methodology.

Revolutionary, New Job Search Program A New Process for Success

Progressive, New Job Search Program â€" A New Process for Success Progressive, New Job Search Program â€" A New Process for Success Is it true that you are a disappointed activity searcher? Wasting your time searching for your next profession move, or getting up every early daytime thinking about what to do straightaway? Most occupation searchers are doing likewise since this isn't a procedure that is educated in school, there is nothing normal about it, and there is nobody clear approach to enter the pursuit of employment tornado. Indeed, presently there is a superior mousetrap. It's known as the Cut the Crap (CTC) Job Search Process and it has three stages: 1: Attitude Goal-Setting 2: Preparation 3: Applying Interviewing Prepared, point, fire. Everyone should be on a program. Little infants need a timetable to eat and rest, our study halls are structure right through school and graduate school, and business has set hours, gatherings and prerequisites. Indeed, even the best specialists or independently employed put explicit exercises in their schedule to guarantee they are building their business. At that point how can it be that your pursuit of employment venture is irregular? You need a calendar, arrangements of activities, a system to work inside and an approach to know when you are sitting around idly on exercises that won't bring about anything. The principal advantage of a new position search program to you, the activity searcher, is that you gain in power and that you have a way ahead for your excursion, regardless of how short or long your excursion will be. The second advantage of following a procedure is that you will hold extraordinary data that will profit you well past handling your next position. You will create organize contacts, data about organizations, and important research that you will need to return to sometime in the future. Since my procedure requires reporting everything you might do, you will naturally build up a contact rundown to thank after you are utilized, yet to keep in contact with for long haul individual and expert achievement. Advantage #3: Eliminate sat around idly. Following 30 years as an employing supervisor in Fortune 500 organizations, I see more R.A.A. or Random Acts of Applications. Competitors are applying to employments they have no involvement with yet they are missing open places that are directly in their sweet spot. Other occupation searchers are sitting around idly and cash attempting to change their resume to make it ideal for each activity posting. Why? Advantage #4: You will have the option to shuffle in excess of 10 openings for work at once. Today, work searchers are dropping follow-up balls, bungling with yellow clingy notes, and seeming ill-equipped, missing responsibilities, and feeling wild. Empower your PC to Organize the Details. There are numerous acceptable books and online journals about quest for new employment tips. What you need is a start to finish program and the devices to start execution today. You ought to utilize your PC to follow your every day quest for new employment exercises, who you meet, when you talked or messaged somebody, and afterward have your schedule remind you to development. Sounds insane? The individuals who do this show up progressively proficient, stand apart from different up-and-comers, and win the employments from the opposition… quicker. In the event that you're next inquiry is The manner by which? at that point go to https://www.danamanciagli.com and get Quit wasting time, Get a Job! A New Job Search Process for a New Era distributed in April, 2013. Good luck!

Are you married, do you have children, and do you plan to have children anytime soon - Copeland Coaching

Are you married, do you have children, and do you plan to have children anytime soon Whats the most unusual question youve been asked in an interview? In theory, the answer to this question should be a challenging question about your work. But, theory and reality dont always line up. What would you say if I told you I was once asked, Are you married? What if I told you I was also asked, Do you have children? And, what would you say if I told you I was also asked, Do you plan to have children anytime soon? The first thing you may be thinking is. Angela, is this a joke? Surely nobody asked you these questions. Theyre obviously ILLEGAL and INAPPROPRIATE! Nobody would ask these questions. Well, if you guessed that, you would be wrong. Not only was I asked all three of these questions, but I was asked all three of these questions in ONE job interview. You might assume that the person who asked me the questions was junior in their career. I mean, these are the kinds of things HR is supposed to brief hiring managers on, right? Wrong. The hiring manager who asked me these questions was a C-level executive at a very well known company. If I were to name the company, youd know it. Youve probably spent money with them before. So, what can you about this sort of thing? Well, the first is, dont be part of the problem. Its obvious, but when youre hiring, be sure to brush up on which questions you can and cant ask candidates. To be honest, some are less obvious than you might think. If youre interviewing for a job and youre asked these questions, its really up to you. You can answer the questions in a straight forward way, you can be direct and tell the hiring manager that the questions are illegal, or you can sidestep the questions completely. Nobody would blame you for any reaction. You wouldnt have blamed me if I had gotten up and left the interview, would you? What I did may surprise you I answered the questions directly. Then, I made a mental note that I would not want to work for someone who was so disrespectful and who so openly was willing to break the law by asking these questions. If youre asked illegal questions, just be prepared for how you might want to answer them. Remember that theres no right way. Its whatever you feel most comfortable with. If youre looking for more information on sticky legal situations that can arise during your job search, check out my podcast with employment law attorney Chip Cavagnaro. I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, dont hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher. Happy hunting! Angela Copeland @CopelandCoach