Advice Personnel

The results are in! The majority of respondents (73%) are willing to accept some level of salary difference, as long as that discrepancy doesn’t exceed 5%. Employers should note that a significant portion of their workforce pays attention to salary differences and expects fair and transparent pay practices. Addressing salary concerns proactively and ensuring a clear rationale behind pay differences can help in maintaining employee satisfaction and trust. When it comes to pay, always assume that your team is talking to each other. Get ahead of any issues by controlling the narrative, especially when the salary gap between two same-level employees is more than 5%. #poll #salary #salaryrange #payrate #transparency #equality 

We're thrilled to announce the newest addition to our team, Daniel Atamanchuk! Daniel is a seasoned leader with 15 years of expertise in recruiting and account management with a focus on emerging growth companies. As the head of our Go-to-Market division, Daniel will bring our same commitment to value-add recruiting in order to ensure that you’re identifying, engaging and hiring the best possible talent across sales, marketing and customer success. Welcome to the team, Daniel! #newhire #hired #newemployee #welcome #welcometotheteam

Vote below! Then keep an eye out for when we post the results. #poll #growth #careergrowth

The results are in! The majority of respondents (44%) believe that a minimum increase of at least 10% is necessary to be considered a legitimate raise. While this does not mean that every company should be giving an employee a 10% bump in salary every single year, it does signify that you need to be careful with your messaging around whatever that annual increase is in order to avoid the eye roll reaction. In the event that you’re proposing an annual increase of less than ~7%, be sure to position it more as a standard cost of living adjustment as opposed to trying to sell it as an official raise in pay. While it may seem like the more you hype it up, the better received it might be, you don’t want to risk losing credibility by being more excited about the number than the employee is. Save the big celebrations for the true performance-based increases! #raise #costofliving #payincrease #salaryincrease #payraise #poll

Vote below! Then keep an eye out for when we post the results. #poll #salary #salarydifference #recruiting #hiring

The results are in! The majority of respondents (63%) identified premiums, or the amount paid through their paycheck, as the most important cost factor. The high percentage underscores that the immediate and predictable cost of premiums is a primary concern for employees. However, the preference for lower premiums might lead some employees to choose plans with higher deductibles or out-of-pocket maximums, which could become burdensome in case of significant medical needs. Employers could consider educating employees on balancing immediate costs with potential long-term expenses to help them make more informed decisions. The results highlight a potential need for better communication and education regarding the different cost components of benefits plans. Ensuring that employees understand the implications of deductibles, out-of-pocket maximums, and co-insurance could help them appreciate the comprehensive value of their benefits package beyond just the premium costs. #benefits #medicalbenefits #understandingyourinsurance #medicalinsurance #premiums #deductible #poll

The results are in! An extreme majority (almost 90%) of recruiters/hiring managers would stop reviewing any additional applicants after identifying ~20 A+ resumes. These results should highlight a few critical takeaways for both companies and job seekers. For companies, although it may seem more efficient to cut things off after having a good group of candidates, you’re likely missing out on fantastic profiles who just happened to have caught your posting a bit later on. While you can certainly relax a bit knowing you have a good pipeline in play, you should still find time at least once per week to quickly skim through all of the new applications coming in. If any of those stand out compared to the ones already in the pipeline, it’s worth getting them in the mix! As for job seekers, make sure you have job search alerts set up across at least LinkedIn and Indeed. More importantly, have a reminder to check those alerts multiple times throughout the day to ensure you’re getting in with the first wave of applicants. Based on these results, you have a small window to get your application in before you’re on the outside looking in, especially for the more desirable roles and companies. #hiring #interview #interviewing #applications #jobsearch #poll

Vote below! Then keep an eye out for when we post the results. #raise #costofliving #poll #salary #salaryincrease

Vote below! Then keep an eye out for when we post the results. #poll #benefits #benefitspackage #medicalbenefits #insurance

The results are in! The prevailing view among respondents is that a majority decision is necessary for hiring a candidate. This approach strikes a balance between achieving consensus and maintaining efficiency in the hiring process. That favorable result should also substantiate a level of confidence in your decision and more importantly, lead to a higher success rate in new hires across the team. In contrast, there is a notable population (20%) advocating for unanimous approval to hire a candidate. While that would certainly be an ideal result, that type of stringent requirement for unanimity poses a significant risk of missing out on strong candidates. Case in point, there has only been ONE unanimous MVP selection in the 75-year history of the NBA and only ONE unanimous Hall of Fame inductee in the 100+ year history of professional baseball. #hiring #interview #interviewing #approval #newhire #jobsearch #poll